Occasional telework arrangements are infrequent, not regularly scheduled, and are typically either:
- Employee requested: For sporadic household appointments, to provide flexibility and maximize productivity around partial day absences for medical appointments, or to work from an alternative location when uninterrupted time is needed to complete a project. Occasional telework is also an option for employees who are experiencing mild illness, but are well enough to work from home. Occasional telework when caring for a mildly ill family member is allowable if the caregiver responsibilities are minimal.
- Employer requested: To support a unit’s continuity of operations, allowing them to plan for and respond to emergent situations such as having employees telework during suspended operations (e.g., power outages, snow days) or during inclement weather when the UW is open but managers strongly encourage telework to avoid unnecessary travel by employees.
Occasional telework does not require a telework agreement; however best practice is for occasional telework approval to be documented in a telework agreement using the Telework Agreement - Hybrid or Occasional (MS Word). Doing so will help establish the manager’s and employee’s understanding of the policies and expectations surrounding telework, prior to a specific request to telework. Occasional telework agreements become part of the employee’s departmental personnel file and are reviewed at least annually.
Written approval for a specific telework request is required. The request and approval should be documented through email on a case-by-case basis for each instance of occasional telework.
Occasional telework is not appropriate as a substitute for sick time off and should not be used when the employee’s own or a family member’s illness or injury interferes with the employee’s ability to perform their work. However, during suspended operations, modified operations, or as communicated by executive leadership, working at home while providing dependent care is allowable consistent with the policies and expectations related to telework as outlined in the telework agreement for hybrid/occasional telework.