Telework Resources for Supervisors

Learn more about telework policies and requirements, and the expectations for supervisors of telework-eligible employees.

Determining Eligibility for Telework

University leadership determines whether or not individual positions are suitable for telework. Employees in these positions may complete an  that is automatically forwarded to the supervisor for review and approval.

As outlined in TU Policy 07-06.40 - Policy on Teleworking, to be considered for telework, the employee must:

  • Be classified as a regular full-time or contingent category II employee. Faculty, part-time and contingent I employees are not eligible.
  • Work in the role for which they are applying for telework for a minimum of 90 calendar days before requesting telework.
  • Serve in a role identified as suitable for telework. If you’re unsure if a position is suitable, contact your HR Partner.
  • Be in good standing. Employees are not eligible if they received “does not meet expectations” on their most recent performance evaluation, have formal disciplinary actions on their record, or are working under a current performance improvement plan.

Employees whose positions are not designated for telework may discuss alternate work schedules with their supervisor, per TU Policy 07-06.10 - Hours of Work and Attendance, to determine if there are other flexible scheduling options appropriate for their position.

Application and Approval Process

Eligible employees may apply for telework by completing an

Upon submission, the request will be routed to the employee’s immediate supervisor for approval or denial.

After the supervisor submits their decision, the request is routed to the Office of Human Resources (OHR) for final review and confirmation. When review by OHR is complete, the decision will be communicated to the employee.

  • If the telework request is approved, the employee and supervisor will receive an email with key details of the telework arrangement.
  • If the telework request is denied, the employee may have an opportunity to reapply, if the factors that led to the denial are addressed and adjusted to allow for approval.

Optional Department Head Notification

In some situations, an individual other than the immediate supervisor may need to be informed of the telework request, based on the structure or business process of individual departments. In these cases, the supervisor has the ability to CC a department head or other authority on the telework request form.

Renewal Process

Supervisors must review and approve the renewal of telework arrangements at least once a year. Telework arrangements generally expire on May 31 of each year, coinciding with the annual performance evaluation review cycle. Supervisors may view a list of their .

Employees with telework arrangements in effect will receive an automated reminder from OHR announcing the opening of the renewal period.

Employees may submit their requests for renewal between April 1 and May 31 for the upcoming year.

Additional Documentation

Telework Frequently Asked Questions

The employee must complete the comprehensive online telework request process.

The supervisor will receive an email stating that a new telework request has been submitted for review. The supervisor should follow the link in the email to review the request. The supervisor may either approve or deny the request. Upon submission the request is automatically routed to OHR for review.

The arrangement may vary in duration up to one year at the discretion of the department. The term of most telework arrangements will coincide with the annual performance evaluation process.

Employees may telework up to a maximum of two established and agreed upon workdays per week provided the requested arrangement is conducive to operations.

Exceptions to the maximum may only be authorized by request to the appropriate divisional VP in cases where there is a specific operational need. Such limited exception requests must also be reviewed and supported by the Chief Human Resources Officer (CHRO).

The employee must submit their telework request, complete the supervisor approval process and receive confirmation from the OHR before beginning to telework.

The employee must have a designated workspace, phone, internet, appropriate equipment and supplies. The university may provide the employee with other equipment and services as needed.

Requested modifications may be made during the term of the arrangement only with the support of the department provided in writing and following review of the OHR. Changes to telework arrangements may be made by the department during the term of an arrangement, if necessary to support operations, with reasonable notice to the employee.

Teleworking is voluntary and may be terminated by the employee or the university at any time.

Child or dependent care undertaken while teleworking is prohibited by the policy. If it is discovered an employee is providing child or dependent care during the designated telework days, the telework arrangement may be discontinued.