CSUSB will offer a hybrid work schedule option to those employees whose positions allow them to telecommute. This option will begin October 10, 2022, and end June 4, 2023.
All staff and administrators must be on-site at least 3 days per week, with the understanding that the operations of some individual units and/or positions require on-site work of 4 and/or 5 days per week. Part-time staff scheduling will be handled within each division on a case-by-case basis. All employees who wish to take advantage of the hybrid option, and whose positions allow for this option, must complete a telecommuting form, which will be provided by the appropriate vice president.
Employees interested in participating should follow the process described in the "Process for Establishing a Telecommuting Work Agreement" below. In addition, participating eligible employees will work with their appropriate administrator and division vice president to ensure no significant disruption of programs and services to students, faculty, and staff.
After this phase of the Telecommuting Program on June 4, 2023 (just before the beginning of the 4/10 summer work schedule), we will collaborate to evaluate the program's continuing efficacy, focusing on its benefits to and effects on services. The evaluation of program efficacy will help determine whether the program will continue.
The opportunity to telecommute is based upon consideration of the duties of the employee’s position and departmental requirements by the appropriate administrator. Please note that this telecommuting program is available to employees, including individuals in the Management Personnel Plan (M80) and Confidential (C99) employees, excluding student employees. Telecommuting eligibility of represented employees varies among bargaining units based on the respective negotiated agreements.
If the employee is considered eligible for telecommuting after consideration of the employee’s duties per their position description, the opportunity to participate in the telecommuting program depends on the employee ensuring that a safe and productive work environment is established and maintained.
Decisions concerning approval, terms, and termination of telecommuting are at the sole discretion of management, and there are no employee rights to appeal, grievance, or any other process to challenge the decision.
Termination of Telecommuting Agreement
The appropriate administrator or participating employee may terminate the Telecommuting Agreement at any time for any reason upon twenty-one (21) calendar days’ (or less by mutual agreement) written notice to the participating employee or Appropriate Administrator. The Appropriate Administrator may review Telecommuting Agreements as needed. The Appropriate Administrator may review Telecommuting Agreements as needed.
Establishing a Telecommuting Work Arrangement
STEP 1 - Preparation
- Ensure you have a current and accurate version of your Position Description. As a reference, here is a current, blank Position Description form.
- Read the Telecommuting Program
- Schedule a meeting with your appropriate administrator to discuss if the responsibilities and duties indicated in your Position Description can be conducted remotely.
STEP 2 - Home Safety Checklist and Resources
Review the Home Safety Checklist and the Telecommuting Resources. The Home Safety Checklist form is now included in the Telecommuting Agreement. Consult with your appropriate administrator with any questions about satisfying the checklist.
STEP 3 - Telecommuting Agreement
If your request to telecommute is approved, you can initiate the Telecommuting Agreement approval process by selecting the link below. The Home Safety Checklist is included in the agreement form. Be sure to have the email addresses of your appropriate administrator, the vice president of your division, and your Position Description ready to be attached. The agreement will be sent to you, Human Resources, and your division's Vice President for signature.
A participating employee who needs equipment or supplies to telecommute must discuss the matter with their Appropriate Administrator/HEERA Manager. A laptop will be provided if needed. Laptop requests need to be made by the HEERA Manager to the Technology Support Center (TSC) on behalf of employees who need them. The TSC will provide technology support to participating employees, as it is provided to all employees. Campus-owned assets shall not be serviced anywhere other than by CSUSB ITS. Contact the TSC by emailing email@example.com or calling (909) 537-7677.
Student assistants are not eligible to participate in the Telecommuting Program.
CSUEU (Units 2,5,7,9), APC (Unit 4), MPP (M80), and Confidential (C99) employees who have job duties that can be performed remotely may be eligible.
Positions deemed appropriate to telecommute may submit a teleworking agreement to work up to two days per week, contingent upon the needs of the department and the services it provides. Consult your appropriate administrator for additional details on your weekly working schedule.
For more information, please contact the appropriate HR department: UEC HR (909) 537-7589 or SMSU/ASI HR (909) 537-7201.