Some arrangements fall outside the scope of this guidance, such as ADA or other legally required accommodations.

Additional exceptions:

• Any remote schedule that does not fit the standard 5-day, 4/1 or 3/2 structure must receive written approval from the Chancellor.
• Human Resources will obtain and maintain documentation for these approvals.

Guidance on holidays, building closures and seasonal or summer schedules will be shared separately as needed.

Supervisors must:

• Review all staff schedules to ensure appropriate coverage and service needs

• Confirm all Flexible Work Arrangements are updated and approved by Jan. 16

• Clearly communicate unit-specific expectations

• Work with Human Resources to request Chancellor approval for any exceptions

• Participate in UWO training for supervising hybrid and remote employees

• Use technology effectively to support communication and performance

• Develop and annually review strategies for team engagement and collaboration

Your headquarters location is the official work location for your position. This is typically the UW-Oshkosh campus or university office and is determined by the needs of the university at the time of hire or when a remote work agreement is approved.

Remote work categories are defined as follows:

• Hybrid Remote Worker:
  Employees approved for a hybrid schedule (such as 4/1 or 3/2) remain headquartered at the position’s assigned university work location. Travel from a remote work site to campus is not eligible for reimbursement.

• Fully Remote Worker:
  Employees who voluntarily work fully remote, and not as a condition of employment, are also headquartered at the position’s assigned university work location. Travel reimbursement to campus is not permitted. This designation requires Human Resources approval.

• Assigned Fully Remote Worker:
  Employees required to work from a remote location as a condition of employment are headquartered at their home or alternate work location. Travel to the position’s assigned university location may be reimbursed if approved by the supervisor and if the distance exceeds 85 miles. This designation requires Human Resources approval.

Remote work arrangements vary based on position responsibilities, department needs and operational requirements. There is no one-size-fits-all approach.

Considerations may include:

• Department and service needs

• Job duties and ability to assess work performed

• Availability and cost of required equipment

• Employee performance and work history

• Time management and ability to work independently

• Impact on students, coworkers and unit operations

Yes. Supervisors may modify or end remote work arrangements based on operational needs, staffing changes, performance concerns or other business factors. Supervisors should provide as much notice as possible when changes are necessary.

Employees are generally expected to work within Wisconsin.

Out-of-state remote work may be permitted only when required by the position or in limited circumstances with advance approval from division leadership and Human Resources. Out-of-state employment may involve legal, tax, benefits and insurance considerations.

Faculty and instructional academic staff who work from multiple locations as part of a flexible, non-routine schedule are not required to complete a remote work agreement.

However, faculty and instructional academic staff who work remotely on a routine and consistent basis, including those working out of state, should complete a remote work agreement.

Employees requesting an accommodation due to a medical condition should submit a Reasonable Accommodation Request Form through Human Resources or contact HR to schedule a discussion.

Human Resources may request additional information to evaluate the request under applicable laws. Employees without approved accommodations are expected to follow their assigned work schedules.

Employees approved for remote or hybrid work are encouraged to:

• Establish a dedicated workspace

• Clearly communicate availability and schedules

• Use collaboration tools such as Microsoft Teams

• Set daily goals and track progress

• Minimize distractions and protect privacy

• Stay connected with colleagues and supervisors

Effective remote supervision is grounded in clear expectations, communication and trust.

Supervisors are encouraged to:

• Set clear performance and communication expectations

• Communicate regularly and consistently

• Use shared tools for collaboration and tracking work

• Revisit arrangements as needs change

• Foster inclusion, connection and team engagement

The intent of not allowing both Monday and Friday as remote days is to strike a balance between flexibility and the operational needs of the university. Ensuring on-campus presence on at least one of those days helps maintain continuity, responsiveness, and a shared sense of campus community.

This guidance is designed to promote:

• Reliable in-person coverage for students, colleagues, and campus partners

• Team cohesion and collaboration, especially for meetings and cross-functional work

• Equitable expectations across units, so no department unintentionally becomes unavailable at the start or end of the week

At the same time, the guidance still provides meaningful flexibility through standard remote-work options, and supervisors retain discretion to adjust schedules when operationally appropriate. Any exceptions beyond the standard options can be considered through the established approval process.

Our goal is to support flexibility while also ensuring the university continues to meet its mission and service commitments.