Hello, Su
I began working remotely mid-January of this year. I understand approval for remote is reviewed annually but that is typical, and I took the leap.
Another detail is that state tax would be charged in both states should a remote employee report to work at the location of their employer for any number of reportable days. E.g., if I attend in person training or I conduct a training and/or work at the university
in person for any number of hours, I am to pay state tax throughout the year for the entire year. HR explained this to me. Therefore, remote workers can be held to pay state tax in two states: the one in which they reside and the one of their employer’s location
if they attend the employer’s location to conduct work for any number of days.
Health insurance is another point of concern, but I did my homework, and I am fortunate that my current employer provides national coverage and that locally my doctor is in-network.
Gina Betcher, MFA, CPRA
Research Coordinator
From: xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org>
On Behalf Of Campbell, Melissa
Sent: Monday, March 6, 2023 8:44 AM
To: xxxxxx@lists.healthresearch.org
Subject: [RESADM-L] RE: Remote Work
\
Good Morning Su,
I started working remotely in 2018. And have worked for two different employers, and I was in a different state for both of them.
When my employer was REQUIRING me to come onsite, they paid my airfare, lodging, rental car, per diem. And we had several remote employees, and the University paid for all of us to come (we were
coming from all over – New England area, Texas, Colorado). There were a couple of times, I paid out of pocket, but in those instances, I was flying back to Alaska (I had lived there for 18 years – and was working for the University for over 5 years when
I moved out of state) to visit friends (many who were working for the University themselves), so I went into the office those weeks. But since it wasn’t a requirement for my job, I paid.
I have yet to travel with my new employer, but it is my understanding, IF they decide to have an all hands-on meeting, they will pay. Currently our office has mostly remote staff from many different
states (Institution is in CA, we have staff in Alaska, Colorado, Arizona, Washington, and Oregon). Right before I started, I know that many of the staff all went to a NCURA regional meeting, so everyone flew in, and while there they got together too. So
the Institution was covering the cost.
I understand I am choosing to be a remote employee, but my employers also chose me knowing that I am a remote employee. So, I think that having a clear expectation set during the offer stage, makes
it clear who would pay in the circumstance where an employee is required to come to the Institution. And I think that some employees, may be fine paying their own way, IF they know to plan in advance that twice a year they have to do so. Some may not. But
again, if they know at the offer stage, they can try to negotiate, or decline the job. So, I think it best to make it clear in the beginning.
Happy Monday!
Melissa
Melissa Campbell
Senior Research & Sponsored Programs Officer
Office of Grants and Contracts Administration
p:
(310) 222-3621
THE LUNDQUIST INSTITUTE
1124 West Carson Street, Torrance, CA 90502
From:
xxxxxx@lists.healthresearch.org <xxxxxx@lists.healthresearch.org>
On Behalf Of Kozma, Laura B.
Sent: Monday, March 6, 2023 7:50 AM
To: xxxxxx@lists.healthresearch.org
Subject: [RESADM-L] RE: Remote Work
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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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