Who Can Work Remotely

Remote work arrangements are neither appropriate for every position nor are they a guaranteed employee benefit. Successful remote work situations are available to positions that don’t require a consistent physical presence or proximity to a campus location or unit. Other factors to consider could include: whether campus and operational continuity is jeopardized by working remotely, whether the student experience and access to services is hindered in any way, whether the employee can work productively with minimal supervision, whether the team dynamic is compromised with remote arrangements and whether there are clearly defined measurables that can be successfully accomplished with a remote arrangement. Organization managers and directors are responsible for evaluating each position and requests independently and thoroughly in determining whether remote status is appropriate.  

New Hires and Internal Transfers 

Full-time remote arrangements are a benefit offered for employees. As such, unless the position was advertised or negotiated as remote, remote arrangements will not be agreed to until new hires have: 

  1. Successfully completed their six-month probationary period for new hires and internal transfers*, and 
  2. Are in continued good standing with regard to performance (i.e. “meets expectations” or above). 

*Exception is made for employees that were hired during the COVID pandemic, requiring a fully remote work modality. However, continued full-time remote work for these employees is not guaranteed. Thus, should be reviewed within the organization planning.

With regard to Salary Upon Hire... 

The College of Arts and Sciences will not allow salary differential offers based on regional cost of living. Salary offers are based on the current University of Colorado Boulder pay scale.

With Regard to Travel... 

The College of Arts and Sciences will not factor travel expenses into salary offers, and remote staff will be responsible for their own travel (fuel). There should be a clear understanding of the travel requirements and mandatory in-person events for all employees. Those mandatory events are: 

  • Mandatory in-person trainings;
  • Service and engagement;
  • In-person team-building exercises, meetings designated by supervisors as mandatory in-person; and
  • To be determined by supervisor with advanced notice.

The College of Arts and Sciences will not reimburse staff members for travel to campus for required events or general business needs. If employees are electing to work remotely, they are responsible for their own travel expenses to and from campus and business locations as needed. 

Who Can Work in a Hybrid Capacity 

Like remote work arrangements, hybrid work arrangements are not appropriate for every position nor are they a guaranteed employee benefit. Successful hybrid work situations are available to positions that can be performed effectively virtually but also require/benefit from maintaining some access to in person availability. Other factors to consider could include: whether campus and operational continuity is jeopardized by hybrid work, whether the student experience and access to services is hindered in any way, whether the employee can work productively with minimal supervision, whether the team dynamic is compromised with hybrid arrangements and whether there are clearly defined measurables that can be successfully accomplished with a hybrid arrangement. Organization managers and directors are responsible for evaluating each position and request independently and thoroughly in determining whether hybrid status is appropriate.