Hi Su,
University of Miami policy does not permit remote employees to be reimbursed for any days that they may have to travel into the office. Currently the majority of my staff live within driving distance and come into the office once per week.
Employees who live far (including out of state) generally come in twice annually for all staff meetings and training, leadership positions come in more frequently.
Laura
From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org>
On Behalf Of Susan Yeang Cole
Sent: Friday, March 3, 2023 7:00 PM
To: xxxxxx@lists.healthresearch.org
Subject: [EXTERNAL] [RESADM-L] Remote Work
|
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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