Faculty & Staff

Updated: July 21, 2021 

Antioch College is committed to building and maintaining a strong and supportive residential learning  environment for students. On-campus learning, living, and working are integral parts of the Antioch  College Mission and Vision, and the College values the interactions and collaborations that come from  being onsite together. At the same time, the College recognizes that work schedule and remote work  flexibility can support employee retention, as evidenced by employee and staff responses to the  COVID-19 Community Renewal Survey. Antioch College considers remote and/or hybrid work to be an  appropriate alternative to working onsite only if job responsibilities are compatible with such an  arrangement; remote work is not a viable option for all employees and jobs. 

This policy outlines the process for requesting and approving remote/hybrid-work arrangements.  Throughout this process, the College is relying on managers to determine the best way to fulfill the  work of their area, to support employees in their area, and to evaluate the success of remote and  hybrid work arrangements. Remote and hybrid work agreements will be reviewed at least annually by  the employer and their leaders. If the arrangement is not working for any reason, the leader and/or  Human Resources can modify or discontinue the agreement.  

Parameters 

Expectations and parameters for remote/hybrid work: 

• Employees working remotely continue to be subject to all College policies and procedures. ● Employees working remotely will be solely responsible for the configuration of and all of the expenses associated with their remote workspace unless the College expressly agrees otherwise. This includes access to an Antioch College laptop or your private computer with  internet access; a personal phone that you can use for Antioch business; and any other  material or equipment needed during this time. 
• Remote working includes being fully available to colleagues during work hours (as agreed upon with your leader) via phone, email, Google Chat and/or Zoom.
• Productive work is expected during remote work.
• Expectations regarding attendance, communication, deliverables and measuring productivity must be established between the employee and the leader.
• Institutional documents, reports, records and equipment must be securely stored and maintained in accordance with the College’s policies. 

Adapted from: https://www.colorado.edu/asfacultystaff/personnel/policies-procedures/staff-university staff/remote-hybrid-work-policy 

https://hr.wustl.edu/items/flexible-work-arrangement-policy/ 

• Employees working remotely are responsible for the security of all Antioch College information that they access during this time.
• Employees with responsibility for handling Protected Health Information must maintain compliance with HIPAA and information security policies. Additionally, employees responsible for handling protected student information must maintain compliance with  FERPA policies. 
• Employees must continue to comply with the College’s Responsible Use Policy regarding technology (https://3e5gfv4e3o124d3vv21aphkp-wpengine.netdna-ssl.com/wp content/uploads/2020/08/06.0001.pdf)
• All employees who are working remotely, including those working with dependents at home, must meet these expectations.
• Employees working under a remote work arrangement may be expected to return on-site periodically for meetings or other events, to meet other work requirements, or as otherwise required by their supervisors.  
• Remote work arrangements must comply with all legal and policy requirements, including that non-exempt (hourly) employees keep track of their actual hours worked, follow applicable policies regarding meal/break periods, and receive overtime pay if they work in  excess of 40 hours in a work week. Antioch reserves the right to change a salaried  employee to an hourly employee who will track hours worked with a timesheet. 
• Employees are responsible for maintaining specific remote work hours consistent with area needs and requirements, including maintaining remote work sites in a manner free from health or safety hazards that could endanger themselves, their family or others. If an injury  to an employee occurs at the remote work site, the employee is responsible for notifying  their leader of the injury. The College is not responsible for any injuries sustained by  visitors to a remote work location.  
• Employees with remote work agreements will not be provided reimbursement or a stipend for any transportation costs, including mileage and parking.
• If the arrangement is not working for any reason, the leader and/or Human Resources can modify or discontinue the agreement with 7 days notice to the employee.

Process 

Employees who would like to request a remote or hybrid work arrangement should work with their  leader to complete the Remote Work Agreement Template and send it to hr@antiochcollege.edu for  review. Human Resources will then review the Remote Work Agreement and will notify the employee  and leader as to whether or not it is approved. Please note the request may go through the Family 

Adapted from: https://www.colorado.edu/asfacultystaff/personnel/policies-procedures/staff-university staff/remote-hybrid-work-policy 

https://hr.wustl.edu/items/flexible-work-arrangement-policy/ 

Medical Leave Act (FMLA) and/or Americans with Disability Act (ADA) procedures if related to a  health or medical leave or accommodation request. 

Managers should consider the following when working with their area on remote work and/or flexible  work arrangements: 

• Student interactions – Think about the role of your office and area in the larger student  experience. Critically evaluate if the proposed remote work schedule will negatively impact  the student experience and opportunities for student interactions and support. 
• Essential functions – Review the job description and determine if the responsibilities can  reasonably be completed with the proposed remote work schedule. 
• Office coverage – Review and compare schedules within your area. Make sure that there is  at least one staff member providing office coverage during standard work hours (Monday – Friday, 8:30am – 5pm), if applicable. 
• Team meetings – Make sure that there is enough overlap in staffing schedules in your areas  to allow for regular team meetings virtually or in-person. 
• Consistency – Look at work arrangements across your area and be consistent as possible in  determining which employees can engage remotely. 
• Coverage – Identify any of the employee’s responsibilities that will be reorganized to other  employees. Is this placing undue burden on onsite employees? 
• Office peak dates and times – Consider the annual flow of your office requirements.  Determine if there are any dates and times when you will need more onsite coverage to  ensure service needs are met. 
• Performance evaluations and accountability – Develop a plan to assess the employee’s  remote performance and to hold them accountable for job responsibilities completed  remotely. 

Definitions 

• Alternate Work Schedule: An alternate work schedule refers to any one of a variety of work  arrangements different from traditional schedules. For example, different from Monday Friday, 8:30am – 5 pm, on-site work.  
• Hybrid: For the purpose of these guidelines is any employee who maintains a campus  workspace and works from a hybrid of home and campus offices.

Adapted from: https://www.colorado.edu/asfacultystaff/personnel/policies-procedures/staff-university staff/remote-hybrid-work-policy 

https://hr.wustl.edu/items/flexible-work-arrangement-policy/ 

• Remote: For the purpose of these guidelines is defined as an employee working full-time from  a location other than Antioch College campus with trips to campus only as necessary.

Adapted from: https://www.colorado.edu/asfacultystaff/personnel/policies-procedures/staff-university staff/remote-hybrid-work-policy 

https://hr.wustl.edu/items/flexible-work-arrangement-policy/