Remote Work Policy

In June, 2021, the NSHE Board of Regents recognized the changing dynamic of the work environment by providing guidance in the Board of Regents Handbook, the NSHE Code, to allow NSHE institutions the flexibility to utilize remote work or telecommuting as an option, when deemed appropriate and applicable by the institution.

Board of Regents Handbook Title 4, Chapter 3 – Approved by Board June 11, 2021
Limitations on Remote Work or Telecommuting Policies

Section 51. Limitations on Remote Work or Telecommuting Policies

Any policy enacted by an institution or system administration that authorizes an employee to work remotely or telecommute for a temporary or extended period of time must advance the institution’s mission and shall not reduce or impede the quality of instruction or service provided to students, co-workers, and the community.

Working remotely or telecommuting is not a right. It is a discretionary privilege, and if approved by a supervisor, it is subject to conditions on a case-by-case basis that may be amended or revoked. Not all positions will be eligible for working remotely or telecommuting, as some positions by their nature and responsibilities require daily in-person presence and interaction. Denial of an employee’s request to work remotely or telecommute shall not be subject to any grievance, reconsideration, or appeal. Any policy developed pursuant to this Section must comply with all applicable policies and procedures set forth in the Board of Regents Handbook, the Code, and the Procedures and Guidelines Manual.
(B/R 6/21)

TMCC recognizes the changing nature of the work environment and establishes the Remote Work Policy to provide a framework that addresses both institutional and individual employee needs. This policy reflects, supports and complies with the Limitations on Remote Work or Telecommuting Policies outlined above.

Procedures and Guidance

  1. Changes to the TMCC Remote Work Policy’s procedures and guidance will rely on shared governance protocols.
  2. TMCC is a “brick and mortar” institution where the majority of student support services and classes are offered in-person and on campus.
  3. It is crucial that TMCC employees who provide services and support to students have a presence on campus to deliver and facilitate the educational experience. Full-time TMCC employees of all types must be available to meet the needs of the campus community.
  4. Many job responsibilities cannot be effectively performed remotely.
  5. While online instruction can often be effectively delivered remotely, other full-time academic faculty responsibilities such as participation in curriculum development and assessment, department and college meetings, and collaborations with colleagues, are often most productive when done in person and on campus.
  6. Permanent or long-term remote work arrangements may be approved, but may not be available for all positions or individuals, and will be considered on a case-by-case basis.
  7. Remote work arrangements do not pertain to the scheduled teaching modalities of academic faculty including online, hybrid and other distance-ed formats. Rather, remote work arrangements will only pertain to the associated non-instructional responsibilities.
  8. Remote work arrangements must, with few exceptions, be cost-neutral to the College.
  9. The College will adhere to the NFA contract, where applicable, when entering into remote work arrangements for academic and administrative faculty covered by the collective bargaining agreement.