Benefits of remote and telework

Flexible and remote work practices are helping the university reduce historic barriers, including geographically remote and rural locations, by expanding the size and breadth of our labor market pools. This has also enabled the university to attract and retain a more diverse workforce. Flexible and remote work options also allow for increased productivity and the promotion of healthy employee engagement. Recognizing that some work can only be done on-site, Virginia Tech supports the use of appropriate flexible and alternative work options for employees where remote work or telework is an option.

In order to meet the needs of Virginia Tech employees, while providing comprehensive support for operations, it is recommended that flexible work options (i.e. telework, alternative schedules, etc.) be considered. Supervisors are asked to be flexible with employees while maintaining clear performance expectations. Conversations between supervisors and employees should include:

• Childcare/eldercare needs: Telework is not designed to be a substitute for active dependent care; however, exceptions can be granted under exceptional circumstances. Under such conditions, employees are encouraged to work with their supervisor to develop a work schedule to accommodate dependent care needs while remaining productive with work responsibilities.
• Hours of work/schedule: If an employee is actively caring for a child or family member, that time is not considered work time. Appropriate leave should be used during those times.
• Remote or telework/hybrid work schedule: Employees and supervisors must determine based on type of role and employee work performance whether a role can be done fully remote or in a telework/hybrid schedule. In a telework/hybrid schedule, employees may be in the office 1-4 days a week and in a home office on alternate days.
• Balance of presence in virtual and on-site meetings: Supervisors should set clear expectations on how employees should participate in meetings. Video conferencing access, such as Zoom, Microsoft Teams, etc., should continue to be provided for all meetings so that attendees can have flexible options to participate.
• Expectations for focused, uninterrupted time for completing job responsibilities and attending meetings: If an employee is unable to set boundaries for work time, then the employee is expected to use leave for the time they are not working.
• Performance management expectations and metrics of monitoring work performance. Additional recommendations and tips for entering into a telework agreement are provided in Step 4 of the telework suitability guidelines.