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 at UT Dallas
- 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.
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.