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Information for fully remote employees

An alternative to hybrid telework roles and/or situations are roles that lend themselves to being 100 percent remote. These roles allow for employees to fulfill all of their job duties from an alternative or remote work location (i.e. a work site that is not their formal work space provided by the university). The 100 percent remote role does not require the employee to come into the workplace and allows them to fully function in their role leveraging technology to work and communicate.

When reviewing a position for the 100 percent remote telework option, consideration should be given to how this work opportunity may enhance service quality or organizational operations. Remote operations might look differently than on-site models, however there should be no disruption in productivity, customer service, operational efficiency or team collaboration because the employee is fully remote.

The following graph identifies relevant questions to consider when assessing the feasibility of telework/remote work and the relevant impact areas that telework/remote work arrangements may have on operations:

Departmental Performance for hybrid and remote example

Additional questions to consider:

  • What routine job duties can/cannot be fulfilled while working remotely and how will it impact operations or other people?
  • What routine job duties require regular communication and collaboration with others? 
  • If the role is customer facing, how would a remote employee interact with the customer? (i.e. Zoom, phone, etc.)
  • What are the communication expectations for the remote employee?

Kim is a digital marketing specialist. About 90 percent of Kim’s job duties involve digital advertising campaigns and analytics reporting, and the rest of the time is spent keeping up with training and trends in the rapidly changing industry. The work can be conducted completely online, including any meetings with colleagues that might be needed to ensure alignment of marketing efforts across the university.

Would this position be ideal for a fully remote telework option? Probably. Based on the position description, the entire job could be done without having to come into an on-site office environment. However, the manager may consider:

  • Would collaborative meetings be more productive if everyone was on-site?

If it has been determined that the position is suitable for a fully remote telework option, the supervisor and employee will work together to develop performance evaluation measures that ensure clear expectations and goals that support departmental and Virginia Tech brand objectives.

Remember, an employee’s fully remote schedule should not create more work for another employee who is on-site. Employees, in concert with their managers, will be responsible for ensuring they have access to the necessary resources to work effectively while teleworking. 

Departments must provide remote site equipment and materials needed by employees to effectively perform their duties. This usually will consist of a laptop computer, a monitor, mouse, keyboard, headset, and university phone number. For an employee who has an accommodation letter from Virginia Tech’s office of ADA and Accessibility Services for qualified employees with disabilities in compliance with the Americans with Disabilities Act, the EEOC regulations governing Title I of the ADA, and University Policy No. 4075: University Accommodations of Persons with Disabilities, the department is responsible for providing specific electronic and/or other equipment or assistive technology that is specified in the accommodation letter.

Printers, copiers, scanners, fax machines, shredders, white boards, office chairs, and other traditional office supplies will be located on-site. 100 percent remote employees that wish to have these items at their remote site will need to purchase them with their own resources, unless a special situation is approved by their supervisor or department.

Employees must agree to use equipment provided by the department and supplies for business purposes and to notify the supervisor immediately of equipment malfunction in order to schedule repair or replacement. All university equipment located at an employee's home office is fully insured. Any damage or theft of the equipment should immediately be reported to the supervisor. University-owned equipment used in the normal course of employment will be maintained and repaired by the department. When employees are authorized to use their own equipment, the department will not assume responsibility for costs of repairs, maintenance, or service.

Roles that allow for 100 percent remote telework may be eligible for a Remote Work Location Allowance (RWLA) for employees meeting specific eligibility requirements. Departments may provide a monthly allowance for internet service at an employee’s assigned remote work location, cell phones for business use (see University Policy No 3960: Mobile Communication Devices), or reimburse an employee for business‐related long-distance calls made from their personal telephones. The university is not responsible for other costs associated with a remote work location. More details can be found on Procedure 24000a: Expenditures for Remote Work Assignment.

High speed internet access and telephone services are required to work remotely for Virginia Tech. The remote employee must provide their own connectivity. All employees are assigned a university phone number. 100 percent remote employees must have their office calls forwarded to their personal phone or use the Avaya phone service to ensure calls are received and returned in a timely fashion. For more information on the Avaya phone service, visit http://www.4help.vt.edu and search Unified Communications.

Telework and Remote Work Suitability Guidelines
Flexible Work Arrangement form site

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