Remote Work

Overview as of June 3, 2022


CALS leadership has put in place modified Remote Work Expectations and Guidance effective September 1, 2022, through August 31, 2023.  This new guidance will continue to support a hybrid workplace environment for faculty and staff, while supporting the overall goals and mission of the college and UW-Madison as whole.

The revised Remote Work Expectations and Guidance will continue to allow CALS departments and centers and their supervisors the ability to determine what level of flexibility will meet the needs of their units to continue operations.  We ask that each department or unit in the college continue to follow their approved philosophy on remote work.  If revisions to the philosophy statement are needed, please submit changes to veronica.law@wisc.edu.

The deadline to submit the new Remote Work Agreement form for the Academic Year 2022-23 is August 15, 2022.

Employees may seek reasonable accommodations through the CALS DDR in Human Resources if an employee’s medical condition(s) may be better managed with an alternative work location arrangement. Non-recurring flexibilities to employee schedules (for dentist appointments, etc.) may be discussed directly with a supervisor.

The CALS Remote Work Expectations and Guidance will be reviewed each spring (prior to annual parking deadlines) for the next academic year with an effective date at the start of the academic year.

Please note that CALS continues to expect most job responsibilities to be carried out primarily on‐site and that all departments/units consider equitable application of the UW-Madison Remote Work Policy.

Please see information regarding Remote Work Agreement Appeals in the corresponding section below.

Annual review timelineexpand_more

The CALS Remote Work Expectations and Guidance will be reviewed each spring (prior to annual parking deadlines) for the next academic year with an effective date at the start of the academic year.

Appeals for Academic Year 2022-2023expand_more

If your remote work request is outside of your unit’s philosophy and the request is either denied or modified by your unit or supervisor, you can submit an appeal to rwa@cals.wisc.edu for Dean Gillaspy’s review of your request.

Please include the following in your request:

  • What is your unit’s current philosophy?
  • What is your remote work request?
  • Why should this be considered for approval despite being outside of the unit’s philosophy?

A written decision will be provided to the employee once the review has been completed.  Dean Gillaspy’s decision regarding remote work requests is final and may not be appealed further.

Overview as of April 15, 2022expand_more

CALS employees with existing remote work agreements:

  • With supervisory and unit approval, employees may extend their remote work agreement from the current end date of June 30, 2022 through August 31, 2022
  • CALS HR is partnering with departmental/center HR staff and supervisors/managers to automatically extend existing remote work agreements without the need to re-submit the online remote work agreement form
  • Employees will receive written notification no later than June 30, 2022 regarding the status of their remote work agreement extension request

For brand new agreements:

Beyond August 31, 2022:

  • CALS expects to revisit the current approach after the fiscal year given the number of significant leadership changes scheduled to occur at the system, campus, and college level in the coming months and based on the latest public health and operational considerations
  • CALS continues to expect most job responsibilities to be carried out primarily on-site and that all departments/units consider equitable application of the campus remote work policy

Reminders:

  • Remote working agreements only pertain to employees with remote work on a recurring, weekly schedule
  • Off-site work arrangements resulting from accommodations, for example, for medical reasons, will continue to follow the existing, separate process
  • Remote work agreements are unnecessary for workplace flexibilities, such as attending a dentist appointment
    • These nonrecurring flexibilities will continue to be agreed upon by employees and supervisors in accordance with UW–Madison leave policies

Please contact the CALS HR manager assigned to your unit with any questions.

Key dates for summer 2022expand_more

  • June 30, 2022: Employees who receive supervisory approval to continue their remote work agreement, as is, through the end of the fiscal year, will receive written notification by this date regarding the status of their remote work agreement
  • August 31, 2022: This is the latest date a for which a remote work agreement will be extended

Overview as of December 17, 2021expand_more

  • For those employees with existing remote work agreements, CALS Human Resources (HR) is partnering with departmental/center HR staff and supervisors/managers to extend existing remote work agreements through June 30, 2022. Those employees who receive supervisory approval to continue their remote work agreement, as is, through the end of the fiscal year will receive written notification regarding the status of their remote work agreement no later than Dec. 31, 2021.
  • CALS Human Resources (HR) is available to assist employees and supervisors with questions related to the extension process, or to discuss how to make other types of changes to the existing remote work agreement
  • All units should consider requests for any new remote work agreements based on the philosophy statements units were asked to craft for the fall of 2021. CALS will revisit the current approach during the spring, based on the latest public health and operational considerations.
  • CALS continues to expect most job responsibilities to be carried out primarily on-site and that all departments/units consider equitable application of the policy.
  • As a reminder, remote working agreements only pertain to employees with remote work on a recurring, weekly schedule. Off-site work arrangements resulting from accommodations, for example for medical reasons, will continue to follow the existing, separate process. Remote work agreements are unnecessary for workplace flexibilities, such as attending a dentist appointment. These nonrecurring flexibilities will continue to be agreed upon by employees and supervisors in accordance with UW–Madison leave policies.