Telecommuting Program
San Diego State University (SDSU) supports telecommuting when the campus determines that telecommuting is operationally feasible and is in its best interest. Such instances for telecommuting may be considered when there are opportunities for improved operational performance, or as part of a disaster recovery or emergency plan. SDSU recognizes that with current technology it is possible for some employees to perform a variety of duties and job functions from their residences or other equipped sites.
The decision to authorize telecommuting will be largely based on job function and the university’s strategic interests regarding the time, manner, and place of work and services. Telecommuting cannot impair organizational efficiency, services or operations, nor can it result in a shifting of responsibilities or duties outside of a position and classification. Further, as SDSU is a brick- and- mortar institution and a residential campus, it is imperative that onsite services be maintained. Generally, all university offices must be staffed, open and accessible Monday through Friday, from 8:00 am to 4:30 pm and as operational and service needs dictate. Based on these considerations, many positions are unsuitable for telecommuting. All requests for telecommuting will be subject to a thorough and individualized assessment.
Telecommuting Request Forms
Telecommuting Program Documents
SDSU permits employees to telecommute in accordance with the program and MOUs below:
Quick Links
- Telecommuting Program
- Telecommuting Agreement
- Telecommuting Work Performance Expectations
- Telecommuter Home Safety Checklist
- Environmental Health & Safety (EH&S) Telecommuter Recommendations
- Environmental Health & Safety (EH&S) Workstation Self-Evaluation
- Environmental Health & Safety (EH&S): Ergonomics
- SDSU@Home: Remote Work Resources
- Employee Initiated Telecommuting Request
- Manager Initiated Telecommuting Request
Frequently Asked Questions
Please contact CHR Labor and Employee Relations by emailing [email protected].
The telecommuting policy currently only applies to employees represented by:
- California State University Employees Union (Units 2,5,7,9)
- Academic Professionals of California (Unit 4)
- Management Personnel Plan (MPP)
- Confidential Employees (C99)
Please note: No employee is entitled to participate in the Telecommuting Program. Rather, telecommuting is voluntary and approved upon mutual agreement between the employee and Appropriate Administrator when the campus determines that telecommuting is operationally feasible and in its best interest.
The employee and appropriate administrator establish telecommuting start and end dates. The employee and/or supervisor may end participation in the program as outlined in the SDSU Telecommuting Program and corresponding union MOU.
Yes. An employee approved to telecommute must have an approved Telecommuting Agreement on file with CHR Labor & Employee Relations (LER).
Please note: No employee is entitled to participate in the Telecommuting Program. Rather, telecommuting is voluntary and approved upon mutual agreement between the employee and Appropriate Administrator when the campus determines that telecommuting is operationally feasible and in its best interest.
The participating employee is responsible for ensuring that their Telecommuting Site complies with health and safety requirements. Any equipment, furniture, utility charge, or internet access not provided by the campus is the responsibility of the employee to procure/arrange and at the employee’s sole expense, unless previously agreed to.
The Telecommuter is responsible for ensuring a clean, safe, and ergonomically sound home/off-site office as a condition for telecommuting. An initial on-site workplace hazards assessment of the home/off-site office may be deemed necessary. All conditions included on the SDSU Telecommuter's Home Safety Checklist, as included in the Agreement, should be met and checked off and are the sole responsibility of the Telecommuter. The Telecommuter should review this checklist with their Appropriate Administrator, and must sign it prior to the start of telecommuting.
The decision to deny an employee’s request to participate in the Telecommuting Program is not subject to appeal.
Telecommuting is not appropriate as a substitute for sick leave or FML and should not be used when the employee’s own or a family member’s illness or injury interferes with the employee’s ability to perform their work.
Please contact Benefits Services at [email protected] for further information regarding leave options.