Information for Employees

Telecommuting Policy
The current work accommodation has been extended through July 18, 2021, and will not be automatically renewed. The last two weeks of July will allow for a gradual return- to-campus process, although employees are encouraged to transition back to campus at any point prior to July 18.

An active, engaged community is a part of our culture and mission, and every Hood Hello makes that happen. As a student-centered institution, students should be encouraged to engage and build webs of human relationships, not just with their faculty, but with all members of the campus community, allowing them to hone their interpersonal skills.

Additionally, we must not discount the importance of spontaneous interactions to developing interpersonal connections, informal communication and knowledge share. Hood’s culture values the efforts that faculty and staff put into relationship building – hiring, retaining, promoting and rewarding people who contribute to thecommunity in a holistic way.

In the spirit of intentionally maintaining and encouraging relationship building, while meeting the needs of our staff members, the College has revised its current telecommuting guidelines for fall 2021 based on feedback from staff and the technology available that now allows us to better meet the needs of our students and employees in multiple environments. We are modifying this policy to simultaneously stay true to our mission as a residential, educational institution for our students and allow for greater work-life balance and flexibility for our employees.

We have always allowed for flexible work policy when personal issues arise, whether it be work from home or a shift in schedule. To that end and to be clear about the flexibility in the policy, there are two types of full-timeemployees (FTE):

  • Essential employees (see staff manual for definition)
  • Non-essential employees who work full-time on campus

Supervisors have discretionary flexibility to create a schedule outside the boundaries outlined below, as it works within their individual offices. Employees should refer to human resources for more details related toADA accommodations.

Criteria and Expectations for Non-Essential (non-faculty) Employees Requesting Work Accommodations

  • This is a discretionary allowance and based, in part, on the continued demonstration of the ability to successfully work remotely. This adjustment in schedule is only allowable for employees with one year of employment at the College.
  • The arrangement is renewable after a six-month pilot; thereafter renewable every 12 months.
  • Employee must be on campus at least part of the workweek and cannot telecommute more thanthe equivalent of two days a week.
  • The arrangement cannot unduly burden other employees.
  • Employee must be able to come to campus when needed or requested, even if it falls on a day the employee is scheduled to work remotely. This may be for office coverage when others take PTO or areaway for business, or for all-campus events.
  • Employee must demonstrate, in consultation with their supervisor, no negative impact of productivity and efficiency.
  • As when in the office, the employee must be available via email and phone during the College’s core business hours and reply in a timely manner.
  • The employee must demonstrate a safe work environment at home, with access to the necessary technology, office equipment and Wi-Fi bandwidth.
  • All offices are expected to have in-person coverage, Monday through Friday, 8:30 a.m.-5 p.m. (or other hours as prescribed by that department).

Policies and Procedures

  • Staff who request a regular telecommuting schedule (not related to ADA accommodation) must submit a Request for Telework formin consultation with their supervisor, which will be reviewed by human resources. 
  • Telecommuting accommodations must be approved by the supervisor and the vice president.

If an employee submits a request for accommodation under the ADA, a representative from the Hood College HR department will engage in an interactive process with the employee.

To be eligible to receive workplace reasonable accommodations under the federal ADA, an individual must have an “actual” or a “record of” a disability, as defined by the ADA Amendments Act.

There must be some connection between the impairment and specific need for accommodation. In response to receiving a request for an accommodation under the ADA, an employer has the right to ask the employee to obtain sufficient disability-related information to establish the right to receive an accommodation, when the impairment and/or need for accommodations is not known orobvious.