Remote Work
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Remote Work at UT Dallas
UT Dallas makes remote work available as an option in situations where it supports department and business operations.
It is an option for suitable positions and eligible employees; however, it may not be right for every position or employee. The employee’s leadership is responsible for determining which jobs are suitable and which employees are eligible for remote work and must define the circumstances under which the jobs are to be performed.
- Remote work is completing the same work normally performed at the specified University worksite but doing it from another approved location.
- Remote work is not an entitlement. Permission to work remotely is based on job function, work group, internal and external customer needs, job performance, and permission from leadership.
- Remote work is not a substitute for childcare, elder care, and/or any type of caregiving; the employee must continue to make arrangements for child or dependent care to the same extent as if the employee was working from the University worksite.
- Further details on remote work options for job postings and newly hired employees can be found here.
Questions regarding remote work can be sent to remotework@utdallas.edu.
International Remote Work
- International remote work, working from a location outside of the United States, is not permitted.
Research and Teaching Assistants Remote Work
Per the Office of Graduate Education:
- Teaching Assistants and Teaching Associates (both referred to as TAs) are expected to perform their duties at the UTD campus. TAs are prohibited from working remotely.
- Research Assistants (RAs) are expected to perform their duties at the UTD campus, unless there is a justifiable reason for them to perform their duties elsewhere (ex. traveling to another lab to use equipment that UTD does not have).
- TAs and RAs should contact the Office of Graduate Education with questions.
F-1 and J-1 visa holders should contact the International Students and Scholars Office (ISSO) for questions about their specific situation.
Before requesting a Remote Work Agreement, the employee should
- Read the Remote Work Agreement Guidelines.
- Engage in a conversation with their supervisor to determine whether remote work is an option in their division or department. In addition, they should discuss whether their position is suitable for remote work and whether they meet performance standards for a remote work arrangement.
- After discussion, if it is agreed upon that the employee should move forward with initiating a request for a remote work agreement, the employee will complete the online Remote Work Agreement form. The form will be routed to the employee’s supervisor for review and approval. The supervisor will forward for additional and final approvals as needed.
In State (Texas) Remote Work Agreements
- Remote work is approved at the discretion of the unit/ school/ division executive leadership, or their designee, in accordance with unit specific criteria and protocols, and those defined by UTD.
Out-of-State Remote Work Agreements
- Vice Presidents (VPs), Deans, or their designee can approve out-of-state remote work for any state not on the restricted or limited list (See Below.) VPs, Deans, or their designees should be clear as to what they will/ will not approve within their school/ division/ unit and must own decisions.
- A monthly fee of $500 per month ($6,000 annually) will be charged to the employee’s home department to cover the cost of UTD’s additional administrative responsibilities in managing out-of-state employment obligations with remote workers.
Remote work is RESTRICTED or LIMITED in the following states:
- Due to state or local employment laws, there are certain states in which remote work is RESTRICTED. Currently, these include the following:
- California, Colorado, Connecticut, District of Columbia*, Illinois, Maine, Massachusetts, Minnesota, New York, Oregon, Pennsylvania**, Rhode Island and Washington.
- Any exceptions require prior approval from Provost (Academic Units) or VPCOS (Administrative Units).
- *Employees assigned to Archer Center with an office location in the Washington, DC area are exempt from this restriction.
- **Non-exempt staff are not permitted to work remotely for any length of time in Pennsylvania due to state employment laws.
- Due to state or local employment laws, the following states may be approved for remote work arrangements but should be LIMITED and only approved for mission critical or hard to fill positions:
- Delaware, Hawaii, Maryland*, Michigan, Montana, New Jersey, Pennsylvania**, and Vermont
- Approval is still required from Provost (Academic Units) or VPCOS (Administrative Units)
- *Employees assigned to Archer Center are exempt from this restriction.
- **Non-exempt staff are not permitted to work remotely for any length of time in Pennsylvania due to state employment laws.
- A monthly fee of $500 per month ($6,000 annually) will be charged to the employee’s home department to cover the cost of UTD’s additional administrative responsibilities in managing out-of-state employment obligations with remote workers.
Questions regarding remote work can be sent to remotework@utdallas.edu.