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Telecommuting Policy

Policy Title: Telecommuting Policy

Summary: Drake provides the opportunity for eligible employees to telecommute by performing their job responsibilities at an alternate work location.

Policy Category: Human Resources
Policy Owner: Human Resources
Policy Status: Active
Effective Date: July 1, 2020

Policy Document

Download: Telecommuting Policy 2020 (pdf)

Policy Title: Telecommuting Policy 

Policy Summary: Policy for Employee Alternate Work Location Arrangements 

Policy Category: Human Resources 

Policy Owner: Human Resources 

Policy Summary 

Drake provides the opportunity for eligible employees to telecommute by performing their job responsibilities at an alternate work location. 


The purpose of this telecommuting policy is to allow employees to work from a home office or other remote location in situations in which the arrangement is mutually beneficial to both Drake and its employees. 


Telecommuting can improve productivity as well as promote administrative efficiencies such as reducing the need for office and parking space, reducing transportation costs, supporting continuity of operations, and sustaining the recruitment and retention of a highly qualified workforce by enhancing employee work/life balance. 

The collaboration between faculty, staff and students recognized by Drake’s mission statement is an essential part of Drake’s culture. Even in positions that do not have direct contact with students, the interactions and collaborative learning that occurs in the workplace is essential to professional growth and sustaining the community that is Drake University. In most cases, therefore, telecommuting assignments will generally require some on-campus interactions, meetings and the on-campus completion of various aspects of an employee’s job responsibilities. 



Telecommuting is a voluntary work arrangement that is appropriate for some, but not all, employees and positions. No University employee is entitled to or guaranteed the opportunity to telecommute. A decision regarding whether a particular employee may telecommute will be made by the employee’s manager on a case-by-case basis. 

Candidates for telecommuting should be in a position that does not require a daily on-campus presence and has minimal in-person interaction with students or other key constituents. 

General Expectations and Conditions 

The Telecommuting Guidelines outline general expectations and conditions for University telecommuting arrangements. 

Telecommuting Agreement 

Employees must complete a Telecommuting Agreement prior to beginning a telecommuting arrangement. Managers electing to approve a Telecommuting Agreement with an employee, should forward the approval documentation to Human Resources for inclusion in the individual’s personnel file. Telecommuting Agreements do not constitute a contract for employment and have no impact on an employee’s status as an at-will employee. All telecommuting arrangements are revocable at any time, at Drake University’s election. 

Limited Duration or Periodic Work from Home 

In addition to extended telecommuting arrangements discussed above, there may be cases in which occasional work at an off-site location, including one’s home, is feasible. These situations are limited in scope and duration and require prior discussion with and approval by one’s manager. 


Questions about whether telecommuting may be appropriate in a particular instance should be directed to the Human Resources Partner supporting your area of the University. 


Telecommuting is defined as a work arrangement that allows employees to work at an alternative work site on a regular and ongoing basis as authorized by individual employees’ managers. 

Last Review Date: June 2020 
Effective Date: July 2020 

Resources and Related University Policies: Telecommuting Guidelines, Drake University Telecommuting Agreement 

Contact Name and Job Title: Mary Alice Hill, Human Resources Director 


Applicable Resources:

Drake University Telecommuting Agreement (docx)

Telecommuting Guidelines (pdf)