Fresno State “Pilot” Telecommute Program - Spring 2022
California State University, Fresno supports telecommuting for positions if the campus determines that telecommuting is operationally feasible and is in its best interest.
Telecommuting is only feasible for those job duties that can be performed away from campus. In that regard, most telecommuting agreements are voluntary and can be implemented only in instances in which a Department’s Appropriate Administrator has determined that the nature of the job duties of a particular position can be performed successfully outside the traditional office setting without having a negative impact on the University’s operations and educational mission.
- The Telecommute Program is available for CSUEU (Units 2, 5, 7, 9), APC (Unit 4), MPP, and Confidential employees
- For the Spring 2022 semester, Telecommuting is only allowed one day per week
- All agreements must be approved and signed by the Manager and Division Vice President/Cabinet member
- Telecommuting cannot disrupt departmental operations in order to meet the operational needs of the University and must not impact the ability to serve our students and campus community (e.g. walk-in traffic, ability to make appointments, accepting and returning phone calls during normal working hours). Each department must determine the benefit to the University from the proposed Telecommuting Agreement and ensure equity amongst comparable positions within a department.
- Telecommuting is generally not allowed for student employees
Employees who are authorized to telecommute in spring 2022 must submit a Telecommuting Agreement form. Participation is on a voluntary basis other than as part of an emergency plan. Please complete the form as instructed; upon submission, the form will automatically route to the appropriate administrator. Please allow up to 30 days for processing before beginning a telecommute work arrangement.
Fresno State Telecommuting Agreement Form
To request telecommuting for the spring 2022 semester, please consult with your manager and then complete the Fresno State Telecommuting Agreement form.
Please Note: Do not use for temporary telecommuting for COVID-19 related or ADA related reasons.
Frequently Asked Questions
Yes. All non-faculty employees must complete a new Telecommuting Agreement form and have it approved by their Manager and Vice President/Cabinet member.
Participation in the campus Telecommute Program should not be considered a benefit or an entitlement. Rather, telecommuting is voluntary and approved upon by mutual agreement between the employee and the Appropriate Administrator if it is determined that telecommuting is operationally feasible and will not create any inequities.
The employee and supervisor establish telecommuting start and end dates. Upon completion of the Telecommuting Agreement, please allow up to 30 days for the appropriate approvals from the Manager and Vice President/Cabinet member. Telecommuting should not begin prior to obtaining all approvals.
The employee and/or supervisor may end participation in the program as outlined in the CSU Telecommuting Program and corresponding union MOU.
- Set a clear schedule. Make sure your family, friends, and housemates understand that you should not be interrupted during work hours.
- If your work hours coincide with others being at home, you will need to establish your own workspace.
- Maintain separate work and personal email accounts. If you need to check work emails in the evening or on weekends, limit it to a scheduled time (such as right after dinner).
- Create “clock in” and “clock out” rituals. Use a morning task such as making coffee to get into work mode. When you are finished for the day, it may be helpful to do something that forces you to disengage from your computer, such as doing chores or taking a walk.
- Working out of the home office means that work is always accessible. When you are done, try to stay done.
- Remember to call/text/message/zoom/video conference/etc. colleagues to check in.
- How do I ensure my home workspace meets safety standards?
- The participating employee is responsible for assuring that their Telecommuting Site complies with health and safety requirements. Any equipment, furniture, utility charge or internet access not provided by the campus is the responsibility of the employee to procure/arrange and at the employee’s sole expense, unless agreed to as described below
- The Telecommuter is responsible for ensuring a clean, safe, and ergonomically sound home/off-site office as a condition for telecommuting. An initial on-site workplace hazards assessment of the home/off-site office may be deemed necessary. All conditions included on the Telecommuter's Home Safety Checklist, as included in the Agreement, should be met and checked off and are the sole responsibility of the Telecommuter. The Telecommuter should review this checklist with their Appropriate Administrator, and must sign it prior to the start of telecommuting.
No. Telecommuting is not a substitute for dependent care, medical leave, or caring for an ill family member. Telecommuters are expected to perform the full functions and range of their position description. Telecommuters are required to make arrangements for dependent care during the approved work hours.
Yes. A specific work schedule will be stated in the Telecommuter’s Agreement, which includes that exceptions will be made when an employee’s attendance is required for an office function/activity/meeting.
No, not at this time.
It is not recommended, as on-boarding and training within the campus environment may be critical during this early period.
Please follow the process for an ADA Job Accommodation Request. This will allow Human Resources to provide reasonable accommodations to an employee with a disability or medical condition to perform the essential functions of their jobs using the interactive process under ADA.
Systemwide Memorandums of Agreement