Remote Work at ECU
ECU typically requires that work be performed on University property, during normally scheduled work hours as determined by the supervisor. ECU may permit or direct designated employees to work at alternate work locations for all or part of the workweek for reasons including, but not limited to:
- improve job productivity and departmental efficiencies,
- promote the recruitment of a highly qualified workforce,
- achieve administrative efficiencies,
- promote sustainable environmental practices,
- improve employee engagement and work-life balance,
- ensure continuity of operations, and
- allow for competitive advantages.
Teleworking/Remote work requires formalized agreements approved by authorized individuals as outlined in the Flexible Work Arrangement and Remote Work Agreement. Agreements can vary from a hybrid arrangement (with a predetermined number of days per week) up to a full-time arrangement. Flexible work agreements must be renewed at least annually.
Remote Work/Telework Defined
Remote work is defined as work performed at an Alternate Work Location, normally the employee’s personal residence, on a reoccurring basis during normal working hours. Remote work can be either partial/hybrid or full.
Reoccurring remote work must be approved by a Flexible Work Arrangement Agreement. Non-reoccurring/sporadic remote work does not need to be approved by a FWA Agreement but is still subject to supervisor approval.
Employees may work remotely on a reoccurring basis with the approval of their supervisor and department. Employees who work more from a alternate work location than at their on-campus duty station may be required to relinquish their personally assigned workspace and move to a shared working space
Full telework/remote work requests will only be approved on a case-by-case basis in limited position-based situations based on industry standard and/or recruitment/retention of positions requiring unique and/or scarce skills. All full telework/remote work requests must have the written approval of the appropriate Vice Chancellor. Full telework/remote work from a alternate work location outside of the state of North Carolina requires additional approval described in more detail below.
Flexible Work Arrangement Standard Operating Procedures
No employee can be approved for a Flexible Work Arrangement unless/until the unit to which the employee is assigned has received a formal review and approval of its FWA Standard Operating Procedures (SOP). The SOP is designed to complement, while remaining fully compliant with, the University Flexible Work Arrangement and Remote Work Regulation.
The SOP should establish the FWA policies for your specific work unit, including: what types of flexible arrangements are allowed; how eligibility for a flexible arrangement is determined; how flexible arrangements are approved; employee and supervisor responsibilities; and other unit specific rules regarding flexible work arrangements.
FWA SOPS must be reviewed and approved by the respective Division Office/Vice Chancellor in collaboration with the Director of Employee Relations. After a SOP is approved, a PDF copy must be sent to employeerelations@ecu.edu for retention and shared with all employees approved for a flexible work arrangement in the unit.
An optional FWA SOP template can be found on the Forms and Documents page to assist units in the development of a SOP.
Flexible Work Arrangement Agreements
Before an employee can begin a Flexible Work Arrangement, remote work or flexible scheduling, they must have an approved FWA Agreement. FWA Agreements are found on the Forms and Documents page and are approved by two levels of approval, in accordance with the unit’s FWA SOP. Agreements must be formally discussed and approved at least annually and revised if/as appropriate. A copy of the Agreement should be retained by the flexible worker and their supervisor; while the original is kept by Human Resources within the online system.
Remote Work/Telework Position Suitability
The nature of an employee’s work and responsibilities must be conducive to remote work/telework without causing disruption to performance and/or service delivery. Management will determine allowable arrangements based on factors such as the nature of the work performed, employee productivity, employee conduct, task interdependence, federal and state laws, and operational constraints. Certain University positions do not lend themselves to Flexible Work Arrangements and the University has sole discretion to make such determinations.
The Remote Work Suitability Assessment Checklist is a form used to assess if a position is suitable for Flexible Work Arrangements and to what degree. The suitability assessment is based on the duties of the position and not the employee currently seated in the position.
Out-of-State Full Remote Work/Telework
Full remote work from an alternate work location outside the state of North Carolina requires additional approval. Out-of-state flexible work arrangements introduce tax withholding, unemployment insurance, and worker’s compensation, and other considerations. Employees with remote work arrangements outside of North Carolina may only be approved following specific review by institutional experts, including Human Resources, Financial Services, Division Personnel Office and Office of University Counsel, as any such arrangements may be subject to the laws and regulations of other states or countries with respect to the employee/employer relationship. There are also further institutional policies on export controls which may be applicable for international remote work requests (even for short-term or temporary flexible work arrangements). Further, North Carolina strives to primarily employ residents of the State of North Carolina.
Requests for out-of-state full remote work must be submitted via the out-of-state request form found on the Forms and Documents page, regardless of if it is for a new hire or a relocating current employee. Vice Chancellor or designee approved requests will be reviewed by a cross-functional committee for final approval. A supervisor may not approve an out-of-state FWA agreement prior to receiving final approval from the committee. For questions concerning this process, please reach out to EmployeeRelations@ecu.edu.