In order to manage the impacts of COVID-19, remote work may be employed on a temporary basis if approved by the supervisor as part of a campus-wide authorized response.
Items to discuss include the following:
Equipment and supplies necessary for the employee to perform the duties of their position. In order to work remotely, the employee may need to utilize personal equipment. No additional reimbursement or payment is anticipated for use of personal equipment or space.
The start date must be approved by the supervisor. The employee and/or supervisor may end remote work at any time.
Practices to ensure department information is stored in web-based applications or departmental servers to protect the security of information; use encryption tools when needed; safeguard records and papers for their return to the office.
For questions or concerns please contact Human Resources via email email@example.com.
Employees on campus: Employees whose job functions must be performed on campus to keep the campus safe and to protect against loss or undue hardship for university employees. Examples of these positions may include, but are not limited to: employees working in research labs, animal facilities, facilities services, police services.
Employees working remotely: Employees whose job functions must be performed to maintain education and/or business continuity, or to protect against loss or undue hardship for university employees. Examples of these positions may include, but are not limited to: employees working in business and finance functions, human resources, residential life, enrollment, information technology, student support, research services, development and administration personnel.
Employees on administrative leave: Employees not able to perform their normal jobs remotely will be placed on administrative leave. Employees do not have to perform work but they must be available to work while on administrative leave. Employees must continue to be available if called to perform work while on administrative leave. Employees may be reassigned or be directed to perform tasks outside of their normal departments or units. If an employee is unavailable for work, annual leave, sick leave or leave without pay must be taken.
Supervisors should do the following:
Ensure approving remote work will not disrupt business operations or productivity
Establish and maintain regular communication intervals
Communicate with employees regularly to give work assignment and direction and to review completed work
Establish standard work hours or an agreed upon flexible work schedule with the supervisor
Account for time worked for hourly employees in the same manner as on-campus work
Employees should do the following:
Establish a remote work environment that is conducive to work
Remain accessible for group meetings and/or status updates. Attendance is confirmed by the employee being available during assigned working hours. Time off requests should be submitted as needed
Report back to supervisor with work plans and provide a written summary of progress via an agreed to method and schedule. This information will be used to support performance evaluation
Let supervisor know when additional assignments or work is needed to fill work hours
Classified and temporary hourly employees should take scheduled breaks and a lunch hour
In case of injury, theft, loss or other liability, allow agents of the university to investigate and/or inspect the work site with reasonable notice
Report to the supervisor immediately any Job-related incidents or accidents that occur during remote work
Accept responsibility for costs incurred related to residential insurance and utility costs
During this challenging time, please remember our Employee Assistance Program through LifeWorks. LifeWorks offers all WNC employees and their families free support and assistance during any difficult time and has a few resources specific to COVID-19 that may be helpful to you. Please see below for links to more information on LifeWorks as well as links to a few relevant articles. LifeWorks can be reached by phone or online using the information below.
To access their articles and other online resources, you may login to LifeWorks using the User ID: NSHE and Password: eap. Please note, these are both case-sensitive: “NSHE” (all caps) and “eap” (all lowercase).
Call any time, day or night.
English – 1-877-234-5151
Spanish – 1-888-732-9020
More information on the Employee Assistance Program: https://www.unr.edu/bcn-nshe/benefits/eap
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