Towson University (the “University”) has established this policy for authorized work
from an approved location, typically the employee’s primary residence. Arrangements
governed by this policy are intended to be regularly occurring and developed mutually
between the employee and the department.
Eligible Employee: An employee in a job/position identified by the University as being suitable for
Alternate Workplace: A University approved worksite other than the University’s campus or the employee's
usual and customary worksite.
- Good Standing: An employee will be considered in good standing for purposes of telework if they
have received a rating of “Meets Expectations” on the most recent annual performance
evaluation (as applicable), do not have formal disciplinary action on record, and
are not working under a current performance improvement plan. New employees will be
presumed in good standing, subject to minimum service time requirement and approval
of the department.
Overtime: Refers to actual hours worked over 40 in a standard workweek and subject to the
provisions of the Fair Labor Standards Act (“FLSA”). May also refer to hours worked
over eight (8) in a workday, provided that those hours result in a total of more than
40 hours for the workweek.
Teleworker: An employee who is regularly scheduled to telework in accordance with an approved
Telework: Working at an Alternate Workplace.
Telework Request Form: A document used to initiate a telework request for review and approval by the employee’s
department/supervisor, and review and support of the Office of Human Resources (“OHR”).
Telework Agreement: A document to be signed by the employee outlining the teleworking relationship between
the employee and the University to include, but not be limited to, pertinent policies,
expectations, terms, and conditions required of the employee for the employee to be
permitted to telework.
- Teleworker Work Plan: A document setting forth the details of work assignments, expectations, and duties
to be completed by an employee while teleworking.
Responsible Executive and Office:
Responsible Executive: Chief Human Resources Officer
Responsible Office: Office of Human Resources
The University recognizes telework as an alternate workplace arrangement for University
employees in appropriate circumstances and in accordance with the practices listed
in this document.
Teleworking enables employees in telework eligible positions to perform their essential
and regular job duties at an alternate work site.
Teleworking refers to the location of and conditions relating to an alternate work
place arrangement and not to a separate category of employment at the University.
All policies governing the employee’s employment category (Non-exempt, Exempt, Contingent,
etc.) shall continue to apply throughout the teleworking arrangement.
The teleworker must comply with all University and USM policies that apply at the
Alternate Workplace as if the teleworker were on campus or at the usual and customary
Although it is anticipated that a Teleworking arrangement will benefit the teleworking
employee, the arrangement and the continuation of an arrangement is at the discretion
of the University.
- Telework agreements may vary in duration up to one (1) year at the discretion of the
department. Agreements will be reviewed by the department for renewal or adjustment
at the end of the stated term, at a minimum of once annually. Requested modifications
may be made during the term of the agreement only with the support of the department
provided in writing and following review of OHR.
- Modifications to a telework arrangement may be made by the department during the term
of an agreement if necessary to support operations with reasonable notice to the employee.
Teleworking is voluntary and may be terminated by the employee or the University at
Telework opportunities in accordance with this policy shall be afforded to regular
full-time staff and contingent category II staff only. Faculty, regular part-time
employees and contingent category I staff shall not be eligible to apply for regular
telework arrangements pursuant to this policy.
- Minimum Service Time — Employees applying for a regular telework arrangement must
be employed by the University in the role for which they are applying to telework
for a minimum of 90 calendar days to be eligible.
- Good Standing — Employees must be in good standing as defined by this policy in order
to apply for a regular telework arrangement and must maintain good standing throughout
the term of the telework agreement. Failure to maintain good standing shall result
in discontinuation of the telework arrangement.
- Telework Requests
- The University will determine which positions are suitable for teleworking and will
review position eligibility on an annual basis. The OHR shall be responsible for maintaining
an up-to-date list of positions that are eligible to request a teleworking arrangement
as not all positions are suitable for telework.
- At the discretion of the University, employees in positions suitable for telework
may be permitted to telework up to a maximum of two (2) established and agreed upon
workdays per week, provided the requested arrangement is conducive to operations of
the requestor’s department and the request is supported by OHR.
- Before an employee may be permitted to telework, the employee must submit a telework
request form to their supervisor for review and preliminary approval and consult with
the supervisor on the teleworker work plan. The supervisor shall then submit the telework
request form and teleworker work plan to OHR for review. Upon completion of its review,
which is typically conducted within ten (10) business days from receipt of the request,
OHR will either support or not support the request and provide written confirmation
of its decision. If a request is not supported by OHR, OHR reserves final discretion
to adjust requests and/or prospective arrangements in conjunction with the department
in the event that modifications will result in OHR support of the request.
- If a telework request and telework work plan are supported by OHR, the department
and the employee shall complete a Telework Agreement and assemble all elements necessary
to support the telework arrangement for final submission to OHR.
- The following documents must be completed and returned to OHR in order to render a
teleworking request and arrangement effective:
- Telework Request Form
- Teleworking Agreement
- Alternate Workplace Self-Certification Checklist
- Teleworker Work Plan
OHR will record and retain the telework documentation, at which time the department
and employee are authorized to commence approved telework arrangements.
- Due to the specific nature of a position, in very limited circumstances there may
be requests that exceed the maximum of two (2) regularly scheduled telework days prescribed
by this policy. These requests must be supported by the department and submitted to
the appropriate divisional Vice President (or their designee) and OHR for review.
- Exceptions may only be granted by the divisional Vice President (or designee) and with concurrence of the Chief Human Resources Officer. Review of exceptions
requests shall consider the following factors:
- specific nature of the position;
- duration of the requests;
- necessity to operations of the department
- equity and consistency within the division; and
- any other factor deemed relevant by the divisional Vice President (or designee).
- The decision regarding a telework exception made by the divisional Vice President
(or designee) with concurrence of the Human Resources Officer shall be final. Approved exceptions
will be reviewed by the University on an annual basis.
- The teleworker’s duties, obligations, responsibilities, and conditions of employment
with the University will be unaffected by teleworking.
- The teleworker’s pay, retirement benefits, and State of Maryland sponsored insurance
coverage will remain unchanged by the teleworking arrangement.
- All work hours, overtime compensation, and leave usage must conform to all USM and
University policies, the provisions of the Teleworker’s Agreement and Work Plan, and
to terms otherwise agreed upon by the employee and the supervisor.
- Overtime hours are not permitted while teleworking unless specified in the teleworker
work plan or pre-approved by the appropriate supervisor. Approval of overtime must
be in writing with a copy shared to OHR for timekeeping and payroll purposes.
- Holding work-related meetings virtually while at an approved alternate workplace may
be permitted in accordance with an individual Teleworker Work Plan.
- Any telework arrangement made pursuant to this policy that includes telework at a
location outside of the State of Maryland shall be limited to an employee’s primary
residence from which they regularly commute to the University’s campus or usual and
customary worksite. Telework arrangements that include telework from other locations
outside the State of Maryland are generally prohibited by the University.
- Work Space
- The teleworker must have an area designated as a workspace at the Alternate Workplace.
- The workspace should be maintained in a safe condition, free of hazards that might
endanger the employee or university equipment.
- The supervisor shall require that the teleworker complete and return the Alternate
Workplace Self Certification Checklist.
- The teleworker and the supervisor, in consultation with the University’s Office of
Technology Services, shall take appropriate safeguards to secure confidential data
- Equipment and Supplies
- Teleworkers must have a phone and a designated workspace with appropriate equipment
and supplies to perform the assigned work at an alternate workplace.
- Teleworkers must provide for Internet and/or phone service at their own cost if such
service is necessary to complete the job duties outlined in the Teleworker Work Plan.
- The University may provide the teleworker with other equipment and services as needed
for work at the Alternate Workplace.
- Equipment provided to the teleworker by the University shall remain the property of
the University and shall be returned upon termination of employment, termination of
the employee’s participation in the telework arrangement, or at such time deemed appropriate
by the supervisor.
- The use of equipment, software, data, supplies, and furniture, if provided by the
University, is limited to use by authorized persons and for purposes related to University
- The teleworker will be responsible for the security of all items furnished by the
- Regular Work Hours
- The teleworker and their direct supervisor will determine the teleworker’s regular
work hours and accessibility to other University employees.
- Teleworking is not a substitute for availability during regular University hours or
interaction among University colleagues and is not a substitute for use of accrued
annual, personal, or sick leave. Appropriate leave must be taken when needed even
if it falls on a scheduled telework day.
- Work hour and accessibility requirements will be addressed in the Teleworking Agreement
and Teleworker Work Plan.
- Individual departments and departmental units reserve the right to establish core
working days and/or hours during which telework will not be supported.
- In the event operations require a teleworker to report to campus on a scheduled telework
day, the telework day shall not be automatically rescheduled.
- Job duties reasonably requiring an employee’s presence on campus including, but not
limited to meetings or events, shall not be scheduled around a teleworker’s scheduled telework day(s).
- Telework days/hours may be adjusted/flexed with advanced approval of the appropriate
- The teleworker must complete their timesheet within the established guidelines set for all employees by the University.
- A teleworking arrangement does not, in itself, assure reimbursements by the University
for any cost incurred by the teleworker.
- The teleworker is responsible for the cost of maintenance, repair, and operation of
personal equipment not provided by the University.
- The teleworker is covered under the State’s Workers’ Compensation Law for injuries
occurring in the course of the actual performance of official duties at the alternate
- The teleworker or someone acting on the teleworker’s behalf shall immediately notify
the teleworker’s supervisor of any accident or injury that occurs at the alternate
- The University and the supervisor should follow the University’s policies regarding
the reporting of injuries for employees injured while at work.
- The University is not liable for damages to the teleworker’s personal or real property
while the teleworker is working at the alternate workplace, except to the extent adjudicated
to be liable under Maryland law.
- The teleworker is liable for property damages and injuries to third persons at the
- By accepting a teleworking arrangement, the teleworker agrees to indemnify and hold
the University and all or any of its representatives harmless from and against any
and all claims, demands, judgments, liabilities, expenses, losses or costs (including
as examples, cost of suit and attorneys’ fees) resulting or arising from or in connection
with any injury and damage (including death) to any person or property, caused directly
or indirectly by the teleworker’s willful misconduct, negligent actions or performance
of the teleworker’s duties and obligations, except where liability arises solely from
negligence and misconduct of the University.
- Child/Dependent Care
- Teleworking is not a substitute for child or dependent care.
- The teleworker must continue to make arrangements for child or dependent care to the
same extent as if the teleworker were working on campus or at the employee’s usual
and customary worksite.
TU Policy 10-01.02 – Acceptable Use Policy
TU Policy 10-5.00 – Data Governance Policy
TU Policy 10-01.01 – Information Technology Security Policy
TU Policy 10-01.05 Mobile Computing Devices Policy
TU Policy 07-01.00, et seq. – Human Resources Policies
Guidelines for Responsible Computing
Data Governance Roles and Responsibilities Guidelines
Procedures, Guidelines & Standards on Telework (TBD)
Effective Date: 10/15/2004
Amended Date: 7/27/2021, 1/26/2022
Approved by: President’s Cabinet
How to Request the Policy PDF
This online version of the policy may include updated links and names of departments.
To request a PDF of the original, signed version of this policy, email the Office
of the General Counsel, generalcounsel AT_TOWSON.