Flexible Work Options

A temporary remote work arrangement allows an employee to work off campus for 10 or fewer workdays. This arrangement is subject to approval by the immediate supervisor and the next-level manager. A formal Remote Work Agreement is not required, but the details of the arrangement must be documented in writing, such as an email between the employee, supervisor, and next-level manager.

A hybrid arrangement allows an employee to work from an off-campus location for part of their assignment, with the remainder performed on campus. The schedule for each location must be consistent and approved by the immediate supervisor. 

A formal Telecommuting Agreement filed with HRS is required. Agreements expire annually on June 30 unless an earlier date is established. Supervisors are responsible for ensuring departments are adequately staffed throughout the week. Remote work days should not be concentrated on Mondays and Fridays only. 

An entirely remote arrangement allows an employee to work from home or another off-campus location for all available work. A formal Telecommuting Agreement filed with HRS is required and must be renewed annually. Agreements expire on June 30 each year. 

Staff and temporary employees may only work remotely from within the state of Montana in accordance with Montana state law (MCA 2-18-101). Any arrangement where the work site is outside Montana requires additional approval from a campus Vice President or Vice Chancellor in consultation with the campus chief human resources officer. Contact HRS before making any arrangements to work from outside Montana. 

An alternate work schedule allows an employee to start and end their workday at a different time than the standard schedule of 8:00 a.m. to 5:00 p.m. Monday through Friday. Examples include compressed schedules such as four 10-hour days. 

Employees may request an alternate work schedule. Approval is at the discretion of the supervisor. If a request is denied, supervisors are encouraged to explain why the schedule is not workable. Supervisors retain the authority to establish or change work schedules as needed for the department. Offices with high public or student contact must remain open Monday through Friday, 8:00 a.m. to 5:00 p.m. 

Job sharing is the sharing of a full-time (1.00 FTE) position between two part-time employees. Employees working at least 0.50 FTE for at least six months are eligible for insurance benefits. 

• Staff: A non-probationary full-time employee may initiate a job-sharing request. The request requires approval from the immediate supervisor and Dean or Director. The conditions of the arrangement must be set out in writing and approved by the Director of Human Resource Services. 

• Faculty: Non-visiting faculty may enter into a job-share agreement with approval of the Dean and Vice President of Academic Affairs. The terms must be set forth in writing. 

Employees may request a reduction in working hours on a temporary, fixed, or ongoing basis. Approval is at the discretion of the supervisor. Employees must work at least 20 hours per week to remain eligible for certain benefits. Contact HRS before requesting a reduction in hours to understand the impact on your benefits eligibility.

With approval from the immediate supervisor, Dean or Director, and Director of Human Resource Services, an employee may provide care for their child at their regular work site. A written agreement signed by the employee and Dean or Director is required and must address specific work hours, the age limit of the child, the location of care, a method for handling disruptions, and the term of the agreement.

Employees may request supervisory approval for short absences during work hours for personal or family matters that cannot be scheduled outside of work, such as medical appointments, parent-teacher conferences, or school events. Supervisors are encouraged to allow employees to make up the time within the same workweek or to approve paid annual or sick leave in accordance with applicable policies.

All flexible work arrangements begin with a conversation between the employee and their immediate supervisor. Come prepared to explain how the arrangement will maintain or improve your work performance and how departmental needs will continue to be met. For remote work, supervisors will assess both the position and the employee for eligibility. Position factors include the extent of face-to-face interaction required, access to on-campus resources needed, and whether performance can be accurately assessed remotely. Employee factors include length of time in the position, performance history, and demonstrated ability to work independently.

HRS can help you determine which arrangement is most appropriate, confirm eligibility, and review any required agreements. For remote work arrangements, HRS must receive a completed Telecommuting Agreement before the arrangement begins.

Temporary short-term remote work: written documentation such as email 

Hybrid or entirely remote work: Telecommuting Agreement filed with HRS, renewed annually by June 30

Job sharing: written agreement approved by HRS

Work site child care: written agreement signed by the employee and Dean or Director 

Approval requirements vary by arrangement type. Supervisors may end a remote work arrangement at any time with written notice. Employees may end a remote work arrangement at any time with reasonable notice to their supervisor. If you disagree with a supervisor's decision on remote work, you may submit a written request for reconsideration to the next-higher level supervisor, whose decision is final.

Yes. All remote work arrangements can be denied, amended, or revoked at any time. A supervisor may end a telecommuting agreement at any time with written notice to the employee. If you disagree with the decision, you may submit a written request for reconsideration to the next-higher level supervisor, whose decision is final.

Your compensation, benefits, work status, and work responsibilities do not change due to remote work. However, reducing your work hours below 20 hours per week may affect your benefits eligibility. Contact HRS before making any changes to your schedule that could affect your FTE.

Staff and temporary employees may only work remotely from within Montana under state law. Any arrangement with a work site outside Montana requires approval from a campus Vice President or Vice Chancellor in consultation with the campus chief human resources officer. Contact HRS before making any arrangements to work from outside Montana.

Telecommuting requested as a reasonable accommodation for a documented disability is handled through the standard ADA accommodation process with HRS rather than through the standard remote work request process. Contact the HRS ADA Accommodation Coordinator for guidance.

Yes. Remote work is not a right and supervisors retain full authority to establish and change work schedules as needed for the department. You are encouraged to explain your reasoning when denying a flexible work request.