Teleworking Program

Student working on laptop behind

Teleworking Extension Procedures

  • Existing teleworking agreements expire at the end of the workday Tuesday, August 10, 2021
  • Staff employees without a new approved teleworking agreement are required to physically return to campus, Wednesday, August 11, 2021
  • New teleworking applications may be submitted to supervisors between Monday, July 26, 2021 – Friday, August 6, 2021. 
  • New teleworking arrangements may begin as early as August 11, 2021.
  • After August 6th teleworking applications may be submitted at any time for future approved start dates
  • RIC will continue to adopt the State’s Teleworking Policy, which was implemented in 2018, as the vehicle to allow RIC staff to telework on a full-time or part-time basis. 
  • Staff employees that wish to be considered for teleworking must complete and submit a formal request using the Teleworking Request Form and Teleworking Agreement. The completed forms are submitted to your direct supervisor for review. Your supervisor will coordinate the review of the formal request with the appropriate RIC administrators and HR.

Teleworking Policy FAQs

A teleworking arrangement allows an employee to perform the essential functions of their job from an alternate work location.

Staff employees must have been in their current positions for at least six (6) months, demonstrate satisfactory performance, have no record of discipline within the past twelve (12) months and demonstrate self-motivation, self-discipline, an ability to work independently and meets or exceeds deadlines. Job duties that require independent work, infrequent office-based face-to-face interaction and have defined tasks are typically best suited for telework. It is recommended you discuss the suitability of teleworking with your supervisor. 

An approved work site other than the employee’s principal office/work station location where official RIC business is performed. Such locations may include, but are not limited to, employee’s homes or satellite offices.

Applications are currently being accepted.

A Telework arrangement may not begin prior to completing and receiving express approval by the appropriate administrators (Director, AVP or VP and Director of HR) via the appropriately completed Teleworking Request Form and Teleworking Agreement.

The length of the teleworking arrangement is temporary and will be approved for the length of time indicated on the “Teleworking Agreement,” but in any case may not continue for more than 12 months.

Yes. Teleworking is not an entitlement or employee right. Teleworking arrangements are approved on a case-by-case basis. Employees on a Teleworking arrangement are required to adhere to all terms and conditions of the Teleworking Policy and all state and RIC policies, practices, rules and procedures as if the employee is working on-site at RIC. Further, employee participation is voluntary, therefore, the employee, director or authorized official may terminate the Teleworking arrangement at any time and for any reason, with or without cause, with advance notice where feasible.

Employees are responsible for providing and maintaining their own workspace furniture, equipment, telephone lines and internet services, including all expenses related thereto.

Staff employees that wish to be considered for teleworking must complete and submit a formal request using the Teleworking Request Form and Teleworking Agreement. The completed forms are submitted to your direct supervisor for review. Your supervisor will coordinate the review of the formal request with the appropriate RIC administrators and HR.

The “Teleworking Policy”, “Teleworking Request Form” and “Teleworking Agreement” are available on the Office of Human Resources Forms page.

FORMS AND RESOURCES

Rhode Island College entrance

If you have additional questions regarding teleworking please contact:

Office of Human Resources

The Office of Human Resources supports the college’s mission and vision by providing essential and responsive HR services in a respectful, fair and equitable manner to faculty, staff, administrators and other stakeholders.

Mrs. Maggie Sullivan

Director - Human Resources

Mr. Gregory M. Stewart

Business Analyst

HR Operations