Telecommuting Policy

SCOPE

Telecommuting provides employees with an opportunity to work from an alternative work place instead of their primary location at Harvey Mudd College. Telecommuting should be voluntary on the part of the employee (unless it is a condition of employment), must not interfere with regular office or department functions and services, benefit the department and College, and requires management approval. The quality of an employee’s work and services must not be compromised as a result of telecommuting.

Student Employees, Temporary Employees, and other similar positions are not eligible to telecommute.  All requests require Supervisor and Cabinet Member approval, prior to beginning any telecommuting arrangement, and at least 30 days in advance of the beginning date of the agreement.

DETERMINING ELIGIBILITY TO TELECOMMUTE

Telecommuting is normally reserved for employees in exempt positions. However, a nonexempt employee may request and receive approval to telecommute with the understanding that the employee continues to be responsible for accurately recording daily work hours, start and stop times for meal periods and otherwise comply with College policies regarding employment and work hours such as rest breaks and overtime.

REQUEST AND APPROVAL PROCESS

A. The employee obtains verbal approval from the employee’s immediate supervisor and Vice President at least 30 days in advance of the beginning date of the agreement. Depending on the employee’s position, a request to telecommute may require review by the President’s Cabinet to assess impact and determine whether the position is appropriate for a telecommuting agreement.

B. The employee completes and submits the Telecommuting Request and Agreement available at  https://hmc.formstack.com/forms/telecommuting_agreement.

C. Human Resources staff will receive the completed form, review it and do the following:

1. Send it back to the employee if more information or corrections are needed before the agreement is final.

2. Confer with the supervisor and/or Vice President if there are questions.

3. Forward the agreement to the supervisor and Vice President to confirm their approval or denial of the request.

4. Forward the final agreement to the employee and confirm that the agreement has been approved or denied. Final approval rests with the Vice President with the concurrence of the supervisor, subject to approval by the President’s Cabinet as considered necessary.

D. Harvey Mudd College retains the right in its sole discretion to determine if a position is appropriate for telecommuting and approve an employee’s request. Telecommuting is not an entitlement and the decision to grant an employee’s request is determined and approved on a case-by-case basis. Prior approval to telecommute given to an employee does not guarantee future requests will be approved.