Telework Policy

Responsible Unit: Human Resources | Executive lead: Chief Human Resources Officer   
Created: 3/1/2022 | Reviewed/Revised: 6/16/2022 | Effective: 6/28/2022 
Compliance: NWCCU 2.F.1              
Approving Body: PAC | Classification: Employees 

Policy:
PNWU is committed to fostering a work environment that meets student expectations, maintains accreditation standards, and fulfills the University’s mission while recognizing the need for workplace flexibility. PNWU considers telework/remote work arrangements, as defined below, and referred to broadly in this policy as telework, as viable options when the position, the work performed, and the employee are suited for these options.   

Those wishing to change their work location status from on-campus to telework or vice versa may be eligible after working for the University for six months if the department is an on-campus department. For those positions that are determined to be remote by department management, the six-month eligibility period does not apply. Occasional telework (that which is seldom, not regular, and not ongoing) does not require a Telework Agreement but does require the employee to adhere to all other expectations and requirements of this policy. 

Telework requirements and expectations are detailed below, in the Telework Agreement, and in the Remote Access and Telework information provided by Technology Services on MyPNWU. 

  • Telework employees are required to perform the same duties and are held to the same performance standards regardless of where the work is executed. 
  • Telework status must be agreed to in advance by the supervisor and the employee in the Telework Agreement and the Agreement renewed annually. 
  • An employee’s classification, compensation, and benefits will not change if an employee is approved for telework. 
  • Telework is not a university-wide benefit and does not change the terms or conditions of employment with PNWU.  
  • An employee may be denied a request to telework, or withdraw authorization to telework based on employee performance, business needs, and other factors. 
  • Telework is generally limited to PNWU’s five-state region: Alaska, Idaho, Montana, Oregon, and Washington. Requests for telework outside the region will be reviewed on a case-by-case basis.  
  • Commuting expenses related to an employee’s telework will follow state and federal guidelines. 
  • Employees seeking to end a telework or remote work arrangements may contact Human Resources, who will evaluate the request with the employee’s supervisor and review available campus workspace with the Space Committee.  
  • Requests to telework for medical or religious reasons are handled through Human Resources’ reasonable accommodations process   

Definitions:  
Remote: Positions designated to work entirely off-campus with no on-campus allocated workspaces. Remote workers are generally limited to the PNWU five-state region. 

Telework: Employees perform the duties and responsibilities of the position from an approved location other than the location from which the employee would routinely work. Teleworkers are geographically closer to the Yakima campus location than a remote worker and may need to report to the main office/campus on a regular, semi-regular, or as-needed basis.  

Procedures: 
N/A 

Related Documents: 
Telework Request and Review Process 
Remote Access and Telework information provided by Technology Services on MyPNWU
Telework Agreement 
Reasonable Accommodations Requests 
Fact Sheet 22 – Department of Labor, Wage & Hour  

Policy Resources

For assistance with policies and procedures contact:

Lori Fulton
lfulton@pnwu.edu