Fresno State Telecommuting Program

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. 

Yes, but 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.