Telecommuting

Telework requests will be handled on a case-by-case basis. While not all positions will be eligible, all requests for temporary telecommuting should be submitted to your supervisor for consideration. Employees who are unable to report to work due to illness or symptoms associated with an illness that can spread through transmission should make arrangements with their supervisor to use their sick time or if possible perform their work from home. Employees who receive approval from their supervisor to work from home to prevent the spread of an illness will not be charged for a sick day.  The University will continue to periodically evaluate the feasibility for work to be performed remotely. 

Employees are responsible for taking appropriate precautions to reduce their risk of downloading viruses or other potentially harmful software. The University is not responsible for any virus infection that is the result of accessing the Internet using University networks. Employees who access the University network using a privately-owned computer system or mobile device are responsible for adhering to the University Technology Usage Policies. This applies whether the user connects to the network directly, via a virtual private network, and/or through cloud services. Technology Usage Policies can be found in Volume V of the University’s policy manual. 

Workers’ compensation liability and standard protocol applies to work from home. If a work injury is life-threatening or results in serious bodily injury, immediately call 911. For nonurgent injuries, the first step is to report the injury to your supervisor and to Jennifer Cannon, Senior HR Generalist at jcannon@caldwell.edu or 973-618-3405. Employees who test positive for COVID-19 should make a report to Jennifer if they feel they were exposed in the workplace. Compensability of claims will be determined on a case-by-case basis. The full policy on reporting employee injuries and accidents can be found in Volume III of the University’s policy manual.