Remote work is an alternative work arrangement established by UAP 3245: Remote Work, that allows UNM staff employees to perform all or part of their work away from a UNM worksite. With department approval, UNM considers remote work to be a viable, flexible work option when both the employee and the job are suited to such an arrangement.
This program may be appropriate for some staff employees and jobs, but not for others. It is not an entitlement, and in no way changes the terms and conditions of employment with the University or any collective bargaining agreement, if applicable.
These guidelines describe the process to establish a Remote Work Agreement and provides guidance to leadership in assessing whether an alternative work arrangement is suitable for their department(s) or particular employees in their department(s). Leadership at the Dean/VP levels are encouraged to review UAP 3245: Remote Work, these process guidelines, and communicate expectations for remote work that will provide equitable use across departments while maintaining business continuity.
The Remote Work Agreement (RWA) is a written agreement that establishes the specific conditions that apply to the eligible employee(s) working in an Alternate Location, as defined in UAP 3245.
The completed form will be coded in Banner and the document uploaded into the personnel file. Once submitted via Electronic Personnel Action Form (ePAF), the information on your employee’s remote work status will be viewable on the active employee report in HR Reports. Job aids providing instruction on how to submit the ePAF can be found at Job aids providing instruction for this process can be found at https://confluenceunm.atlassian.net/wiki/spaces/EKB/pages/49850946.
Remote Work Agreements are subject to modification or termination at any time based on operational or business needs. Employee’s must receive a minimum of thirty (30) days’ notices.
Hybrid and In-State Remote Work
Out-of-State
Remote work is defined in UAP 3245 as the practice of employees performing some or all of their duties from an Alternate Work Location (non-UNM worksite) either in-state or out-of-state.
UNM has multiple categories of remote work, each having different expectations and requirements under an established Remote Work Agreement (RWA):
Several factors should be considered in determining the feasibility of remote work, including the job/position, nature of the work performed, operational needs, impact on the department and employee performance, the University’s ability to supervise the employee adequately and whether any duties require use of certain equipment or tools that cannot be replicated at the alternate work location. Many University services are still directed toward students who are seeking an in-person experience.
The main considerations are the operational and business needs of the unit and the degree to which an employee’s job duties can be accomplished remotely at an Alternate Work Location. Other considerations include, but are not limited to:
Once remote work arrangements have been determined to be feasible, consideration should turn to employee conduct expectations. In general conduct requirements should be consistent with expectations for on-campus employees, while recognizing some differences for a remote work environment. Establishing and documenting conduct expectations will maintain department business standards equitably and reduce misunderstanding between employees and management.
Topics for conduct standards may include, but are not limited to:
Questions? Email clientsv@unm.edu and your HR Consultant will respond.
