L&S Remote Work Policy

This document provides information on the University's remote work agreement (RWA) policy.

Please send completed spreadsheet to your HR Associate Director and copy humanresources@ls.wisc.edu.

Departments will be notified of approval/non-approval and approved employees should be instructed to compete a remote work agreement in the RWA system, using these guides:

        - Employee Checklist for Completing a RWA

        - Employee Access to Remote Work Agreement

RWAs are routed to the supervisor as first step approver (Reports To in HRS needs to be up-to-date); Dept Admin staff as second step approver; and L&S HR as final approval step.

2. Employees requesting an in-state hybrid work schedule need to submit a remote work agreement, using the guides listed above.  Faculty and graduate students are exempt, no remote work agreement is needed if working remotely in Wisconsin.

Additional information:  All requests for remote work should be reviewed carefully and must be approved by the supervisor/department chair or director and the Dean's office. The operational needs of the department must be carefully considered in your review. The employee is not authorized to begin remote work until the request has been approved by the Dean's Office.

All requests for remote work should be reviewed carefully and must be approved by the supervisor/department chair or director and the Dean's office. The operational needs of the department must be carefully considered in your review. The employee is not authorized to begin remote work until the request has been approved by the Dean's Office.

It is the policy of the College of Letters & Science that, unless remote work is a condition of employment (and should be noted in the recruitment/PVL as such), departments may not incur any costs as the result of an approved telecommuting agreement. This is true regardless of the funding source (e.g. state, federal, gift, foundation) and includes the costs for computer equipment, software, supplies, internet connection, etc.

Foreign nationals seeking to work remotely from an international location are required to provide the Office of Human Resources Payroll Office with documentation to ensure that they are appropriately taxed when working outside the U.S., and that they receive the correct tax reporting documents at year end. See the Foreign Source Income website. 

Workplace Flexibility: definition and why it matters

The College of Letters & Sciences supports the use of appropriate flexible and remote work options for employees. To minimize confusion and align with university policy, understanding formal definition of the term “workplace flexibility” is important. Workplace flexibility refers to work that is performed at an off-campus worksite on a sporadic basis and that does not follow a regular, repeated schedule. A remote work agreement is not required for employees practicing workplace flexibility in consultation with their supervisor. Examples of workplace flexibility, provided supervisor approval is obtained, include:

• • working remotely for the remainder of a day after a doctor’s appointment for physical exam or a dental cleaning
  • working from home while waiting for a furnace repair service professional
  • an employee working remotely during severe weather (see UW–­Madison Inclement Weather Policy)
  • an employee working remotely for a month or less, within the United States

Additional Resources:

• Campus Remote Work Website
• Campus Remote Work Policy
• Tipsheet - Requestor
• Tipsheet - Approver
• Work Modality Definitions

If you have any questions about this policy, please contact your HR Associate Director. For procedural questions, please contact humanresources@ls.wisc.edu. 

Last updated 3.23.2023