One-Day-a-Week Teleworking FAQs

Do the divisional vice chancellors have to approve the one-day-a-week agreements? 
No. The "one day a week" arrangements should be granted by direct supervisors in situations in which it is feasible for the employee to work from home.

Will there be exceptions to the one-day-a-week arrangement?
Exceptions to the "one-day" rule will only be granted in unusual circumstances and as approved by VCs. Any requested exceptions require going through the full process set out in the existing University Policy 101.22.
 

 When will the revised University Policy 101.22 be approved and in effect? 
The revised policy is still being reviewed and updated. We do not have a target date for it to become effective, so it may be later in Spring 22 before the policy is finalized.   
 

How long is this plan in place and is the permanent policy, University Policy 101.22, still under review? 
This one-day-per-week plan is temporary and will remain in place through June 30, 2022. The University will continue to review University Policy 101.22 over the next few months and observe how teleworking impacts our ability to effectively carry out our mission. 

Are all employees entitled to work one day a week from home? 
The decision to allow an employee to work from home will be based on the determination from the supervisor that it is feasible based on the work being performed, and the needs of the business unit. However, we are encouraging flexibility where it is feasible.

Do the schedules have to be set (meaning employee teleworks the same day each week)?
No. Supervisors have the option to allow for rotating schedules and flexibility in setting up employee schedules. The only requirement is that it is limited to one day a week.
 

Can employees use the one-day-a-week telework instead of a sick day, child care, dependent care, or any other household or personal activity?
Generally,
teleworking should not be used as a substitute for a sick day, doctor’s visit, child care, dependent care, or any other household or personal activity that may prevent the employee from being fully available to work during their normal work hours. However, if there are extenuating and temporary circumstances, such as a child being placed in quarantine for COVID-19 exposure, supervisors may use flexibility and discretion, as long as the employee is able to work their hours (which may include flexing their time or using some leave) and the business needs of the University can be met. 
 

Are employees and supervisors required to take the online training before these arrangements can be put in place?
No. Employees and supervisors are encouraged to take the online training; however, this is not required for the one-day-a-week arrangement. When the new policy and procedures are rolled out, it will become required. 

Once the arrangement is in place, can it be revoked?
Yes. The supervisor or divisional leadership has the ability to revoke a telework arrangement for any reason such as performance issues, or the business needs of the work unit. 

Will agreements that are already approved and in place remain in effect?
Yes. Agreements that have been approved through the divisional vice chancellor and Human Resources
will remain in effect until revocation or expiration of that agreement.
 

What standards and expectations are in place for employees participating in the one-day-a-week teleworking plan? 

  • To be available and responsive during scheduled work hours. 
  • That duties, obligations, and responsibilities are the same as onsite workers, including the obligation to respond to phone calls, voicemail, email and other messages in a timely manner. 
  • To maintain an appropriate level of communication with clients/students/stakeholders, team members, and management. 
  • During virtual meetings, to have the camera "on" and a virtual Charlotte background in place. 
  • To review and comply with all IT Security Standards
  • When deemed necessary by the supervisor, to attend events or activities that require in-person attendance. 
  • There may be instances where the work unit cannot support teleworking on certain dates and the supervisor will be responsible for managing these situations. 
  • That the agreement may be revoked at any time by the supervisor based on unit needs or performance concerns.


How do I submit a teleworking form?

One-day-a-week telework agreements are submitted through DocuSign. Paper forms will not be accepted. It is recommended that employees discuss with the supervisor prior to submitting the form. Click here to access the form.

Do I have to initiate the form or does my supervisor?
Employees are responsible for initiating the form and routing to their supervisor for review and approval. Again, it is recommended that the employee discusses with the supervisor prior to submitting the form.
 

What happens after the form is approved?
After the form is approved, it is automatically sent to Human Resources. You will receive a confirmation email when your supervisor has signed the form, but there is no further action required unless there is a change to the form.
 

How can I assure I get a confirmation email once the teleworking agreement is approved?
Verifying that your DocuSign completion notifications are turned on will ensure that you receive confirmation emails. More information can be found here.

I have submitted my request form. Why was my one-day-a-week teleworking agreement declined?
Follow these steps to review the reason your agreement was declined: 

  • In the “Declined: Telework Work Agreement - One Day a Week” email, click on Review Document. 
  • In the window that loads, select Other Actions in the top right and then select View History. 
  • Look for the Action that is labeled “Declined”. 
  • In the Activity column, you will see the reason that the request was denied.


What do I need to do if my Telework Work Agreement - One Day a Week was declined and I need to make a correction?
 

You will need to start a new Telework Work Agreement form. Corrections to the previous DocuSign document can not be made once it has been submitted for approval.
 

If my supervisor declines to allow me to telework, what do I do? 
You will need to discuss this with your supervisor. Teleworking is encouraged when feasible, but at supervisor discretion.