Our institution also allows fully remote, but the technology must be there.  
We already had been investing in making tools available electronically so we just invested even more in that. 
We never anticipate these individuals to be visiting our offices. However, 
if individuals are working out of state, your institution should also find a way to provide health benefits to those 
individuals. Thankfully we already had that in place prior to the pandemic though they don't have a "menu" of 
health providers to choose from as most of the rest of us do.  


Elise Mills                                        
Contract & Grant Manager
University of California, Berkeley
ERSO, Berkeley Regional Services
ERSO Main Phone:  510-664-7800
Google Voice:  510-859-8641 
382 Cory Hall, Berkeley, CA 94720-1774       
(she/her/hers)  
SCHEDULE:  9-6 (telecommuting)
HOLIDAY:  3/31 HOLIDAY; University Offices Closed
***America's #1 College per Forbes***
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On Fri, Mar 3, 2023 at 5:02 PM Kelchner, Cyndy <xxxxxx@oregonstate.edu> wrote:

My office does not require permanently-remote employees to come to the main campus for any reason.  They were hired with the understanding that they would be working remotely and would not be available for in-person activities.  You can do a lot of successful training and team building online.  It’s well worth the effort to do so since this also helps ensure that remote employees feel fully included at all times.

 

If your policy is to require employees to be on-site for certain activities, then the travel expectations and expenses for permanently-remote workers should be negotiated and confirmed in writing at the time of hire.  (Personally, I would expect the institution to pay for such required expenses for a new remote hire, but it’s a reasonable item for negotiation.)  If a current employee decides to move far away, then that would be a different conversation but again the travel expectations and costs should be clarified in writing when the change occurs.

 

My team is also mostly remote and mostly local.  People often choose remote work because it *allows* them to work, even when located in the same town.  Requiring employees to travel when it isn’t an essential job function can be a real hardship for lots of reasons, of which the financial cost is only one.

 

I’ll be interested to hear what others think about this.  (And yes, we’re currently hiring for a new preaward position with a remote option.  See link below or the full job ad that Susan Cao posted to this list on 2/27/23.)

 

Thanks,

Cyndy

 

 

Cyndy Kelchner, PhD
Research Program Administrator
College of Engineering Research Administration
Oregon State University, 116 Covell Hall, Corvallis OR 97331
541-737-6518, xxxxxx@oregonstate.edu  or  xxxxxx@oregonstate.edu
https://engineering.oregonstate.edu/engineering-research-administration

 

Come join our Proposal Support team! Apply by 3/16/23 at https://jobs.oregonstate.edu/postings/132726.

 

 

From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org> On Behalf Of Susan Yeang Cole
Sent: Friday, March 3, 2023 4:00 PM
To: xxxxxx@lists.healthresearch.org
Subject: [RESADM-L] Remote Work

 

[This email originated from outside of OSU. Use caution with links and attachments.]

Hi all,

 

In these times of 100% remote work opportunities, I wanted to find out from fellow institutions what is the current standard practice for the following scenario.

 

The 100% remote employee resides in a state other than the state of the home institution.

 

For opportunities where the remote employee is asked to come on-site (for training/teambuilding/on-boarding, etc.) is the expectation that the institution cover the cost of bringing the remote employee to campus and pay for airfare, lodging, food, etc. or is the expectation the remote employee would incur these costs as they have opted for the 100% remote work opportunity?  What have you done and what has worked successfully?

 

I’d be interested in hearing both perspectives, that of the institution and that of the 100% remote employee.

 

We are currently in a hybrid model with being close to 95% remote and current team members all reside within close proximity of the university.

Thank you in advance for your feedback.

 

Thank you.

 

Susan “Su” Cole, CRA, CFRA

Associate Director

Grants and Contracts Administration

Clemson University

Division of Finance and Operations

and Division of Research

230 Kappa St., Clemson, SC 29634-5355, USA

P: 864-656-8580

https://www.clemson.edu/research/grants-contracts/

 

 

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