Remote Work

What is changing?

 The University of Missouri System is reestablishing itself as a primarily in-person work model. Employees at all campuses are expected to return to working at a university location by August 3, 2026, unless a formal, approved remote work exception (fully remote and/or hybrid) is granted. Remote or hybrid work arrangements may still be possible but must align with the university's operational needs and mission and be approved via university policy.

What are the major changes?

 Key updates include:

• In-person work is the expectation
• Approval is required for any fully remote or hybrid position designations
• A more rigorous review of remote work eligibility will be conducted based on mission, service needs and effectiveness in helping the university achieve its important missions
• Approval for remote or hybrid roles will last up to 365 days and must be renewed annually 

Why is UMSL making this change?

The UM System is reaffirming the importance of an in-person workforce to support student success, strengthen campus community and fulfill our land-grant mission. An in-person presence ensures:

• Accessibility, mentoring and timely services for students
• A vibrant, engaged environment that enhances learning, culture and innovation in teaching and research
• Visible stewardship of the public trust and resources invested in us as a public institution
• Connection with communities across the state is consistent with our role as a land-grant university
• These factors make a predominantly in-person workforce essential to delivering the university's mission effectively 

Who does this apply to?

 This applies to all UM System faculty and staff, including full-time and part-time employees, unless otherwise specified by existing policy (e.g., exception request approved, university-approved ADA accommodation). This policy does not apply to part-time, non-regular (adjunct) faculty appointments within the United States.

What is the default work expectation under the new policy? 

The default expectation is that work will be performed at a university location. Remote work is an exception, not standard practice, and must be formally approved. 

How is remote and hybrid defined?

• Fully remote: Working in-person at a university location less than one day per week or less than 20% of scheduled work time
• Hybrid: Working off-site on a regular basis but spending at least one day per week or 20% of scheduled time in-person at a university location
• Unique circumstances: Working off-site temporarily for less than 30 days

Does flexibility still exist? 

Yes. Occasional or sporadic remote work (e.g., waiting for a repair appointment) may continue with supervisor approval and does not require a formal remote work arrangement. This type of flexibility should not occur consistently and/or regularly. This policy also does not address faculty work activities that can be effectively completed away from campus, such as research/scholarly writing, course preparation, grading and manuscript reviews, among others.

I was hired as a fully remote employee. What if I cannot relocate? 

Remote work arrangements, regardless of how they originated, are not permanent and are subject to change based on university needs. Employees who were hired fully remote may submit a request for a continued remote or hybrid arrangement through the formal exception process. Approval is not guaranteed. 

If an employee elects not to return on-site and does not receive an approved exception, the employee may be separated from employment because they are unable to meet the position's required work location. This separation is not considered a layoff.

What is the process for submitting an exception request? 

Requests for fully remote and hybrid work are expected to demonstrate compelling reasons why remote work is necessary to meet the university's needs and how the employee's remote work arrangement will meet the university's needs with the same or greater efficiency and effectiveness as on-site work. 

• Approval process:

  • Manager enters request in PeopleSoft Manager Self-Service (available mid-March)
  • College, School, Division leader approves or denies in PeopleSoft
  • HR gathers information from PeopleSoft
    • HR facilitates Research, Security, and Compliance review for international remote (if applicable)
    • HR gathers information for Vice Chancellors to review
    • Vice Chancellors approve or deny
    • Chancellor approves or denies
    • President approves or denies international requests

What criteria will be used to evaluate remote or hybrid work requests? 

Requests must clearly demonstrate:

• Strong alignment with the university's mission and operational requirements
• That services, collaboration and responsiveness will be maintained at a level indistinguishable from in-person work
• That the arrangement does not negatively affect students, faculty, staff or community partners

What should departments consider before requesting an exception? 

Departments should carefully evaluate whether a remote or hybrid arrangement is truly necessary and in the best interests of the university. Exceptions should be uncommon and must clearly show that the arrangement:

• Supports the university's mission and operational needs
• Maintains service quality, accountability and effective collaboration
• Cannot be successfully performed using an in-person work model

Examples of situations where an exception may be appropriate include:

• Positions that are difficult to fill due to a limited local talent pool
• Roles requiring a specialized or hard-to-replace skill set that significantly affects the university
• Space or facility limitations that prevent in-person placement
• Positions that require frequent collaboration with non-local partners, agencies or institutions
• Short-term operational continuity needs
• Temporary recruitment or retention needs to support staffing stability

Are remote work arrangements permanent? 

No. Fully remote and hybrid arrangements are:

• Reviewed annually
• May be modified or ended at any time based on university needs or performance

What is the timeline for exceptions to on-site work?

• March 2- April 1 (est.): Units review existing remote/hybrid arrangements
• March 16- April 3 (est.): Window for CSD leaders to submit exception requests and transition plans
• May 15 (est.): Employees notified of exception decision
• August 3: Deadline to return to in-person work unless a temporary extension is granted for extenuating circumstances.

Will employees receive notice before being required to return on-site?

Yes. UMSL is committed to a thoughtful transition. Many units have already returned, and others are in the process of returning. Leaders will work through units to provide employees with clear expectations and adequate notice. 

Are faculty expected to be on campus?

Yes. Faculty are expected to actively participate in a vibrant, in-person academic community and regularly perform research, teaching, office hours, and service duties on campus unless an approved exception exists. Full-time and part-time instructional faculty who are teaching on-campus and hybrid courses continue to be expected to teach in-person and to be available in-person outside of the classroom to engage with students. However, faculty may continue to perform activities such as scholarly writing, preparing research proposals, course preparation, grading and manuscript review off-site.

Are all faculty expected to be in the office 8 a.m. - 5 p.m., five days/week?

No. We want faculty to be present and active on campus because it creates a richer learning and creative environment. However, we recognize that faculty work schedules vary across individuals and across time depending on factors such as whether they teach day or evening courses and pressing deadlines or projects. Faculty can continue to set their work schedules to fit the nature of the work and be productive provided they have a regular on-campus presence and are available for on-campus work activities.

Can faculty designate discrete portions of their work week to work at home or in another off-campus location to complete activities such as writing, course preparation, or manuscript reviews?

Yes. If there are tasks that a faculty member performs more efficiently at home or in another off-campus location, they have the flexibility to designate times to complete them off campus, provided the faculty member's blocked times do not interfere with other on-campus workload expectations (e.g., an in-person meeting) and they have a regular on-campus presence.

Does the remote work policy apply to adjunct/part-time faculty?

No, unless they are working outside of the United States. In those cases, remote work approval would be required.

When is an exception request not needed for faculty?

Exception requests are not needed for flexible arrangements. Faculty have the flexibility to perform some non-student-facing work activities that can be effectively completed away from campus, such as scholarly writing, course preparation, grading and manuscript reviews, among others. Communication with their department chair and Dean is expected to ensure college expectations are met.

Are there a minimum number of days/hours that faculty are expected to be on campus?

We are not establishing these types of minimums because there are natural variations among individuals (e.g., some faculty are more productive writers at home, others are more productive in the office), among disciplines (e.g., lab-based disciplines may require more on-campus research time than other disciplines), and at different times of the academic calendar (e.g., when classes are in-session versus out-of session). Again, though, faculty members must be on-campus to engage in on-campus workload activities (e.g., teaching courses, attending in-person meetings), and we strongly encourage faculty to be on-campus as much as possible. Colleges can set rules regarding on-campus presence such as the minimum number of on-campus office hours a faculty member is expected to keep, the number of days per week faculty member is expected to be available for on-campus responsibilities, and mandatory in-person attendance at faculty meetings.

Does the policy apply to summer appointments for faculty on nine-month contracts?

Yes, if the faculty member is on a summer appointment that requires on-campus workload expectations. If faculty are unavailable to engage in on-campus workload activities while on a summer appointment, they must receive remote work approval.

Can employees work remotely outside Missouri?

Remote work outside of the state of Missouri is not permitted unless specifically approved as part of a formal Remote Work Arrangement.

Can employees work remotely outside of the United States?

Remote work outside the United States, including U.S. territories, requires Chancellor and President Choi's approval and is expected to be extremely rare.

How does this policy affect ADA accommodation?

The remote work exception process is separate from the ADA accommodations process. The Office of Accessibility and ADA will continue to manage the accommodations process for employees with disabilities who are seeking work-related modifications, adjustments to the work environment, assistive technology or assistive devises. Find details at Accessibility Accommodation at UMSL.

I am feeling anxious about the transition to on-site work. What should I do?

It's completely understandable to feel anxious about a change in work expectations. The best first step is to have a candid, open conversation with your supervisor. You may want to ask:

• What are the in-person work expectations for your role and unit?
• Will there be any planned flexibility or scheduling considerations?
• How will the transition be implemented for your unit over time? 
• What, if any, requests your supervisor plans to submit on behalf of the unit?

Supervisors are encouraged to listen to employee concerns and provide clarity around expectations. Starting with respectful and honest conversations is the most effective way to ensure your questions are addressed and to understand available options.

If I have turnover in my department because of this transition, will my unit be able to backfill the position?

Policy and procedure regarding backfilling positions are not changing as part of this transition. If turnover occurs, we anticipate hiring replacements, consistent with current practice, and all backfills will continue to follow the established justification and approval process.

What if I disagree with this change?

UMSL recognizes that perspectives may vary. However, this is a university decision, and employees are expected to move forward in support of the transition to ensure consistency, effectiveness, and mission success.

Who should I contact with questions?

Employees should begin by speaking with their supervisor. Additional guidance and process details will be provided by Human Resources and Academic Affairs.