Telework Policy FAQs

Any full- or part-time staff employee (exempt, nonexempt, Contingent Category II) whose job functions, as determined by the employee’s supervisor, can be performed effectively from a location other than a physical UMB worksite and whose productivity, in the supervisor’s opinion, can be measured and maintained or improved through telework.

Where an employee requests to telework one day per week, a supervisor may reject the request at the supervisor’s sole discretion, but if asked should articulate a valid reason for denying the request based on the nature of the job, the effectiveness of the employee, or any of the guidelines listed in the policy. An employee’s request to telework two or more days per week may be denied at the discretion of the supervisor without need to articulate a reason for denying the request. 

Yes. To be approved for telework, an employee must have a performance rating of at least “meets standards” and a track record of performing work accurately and efficiently without the need for close supervision. Having a “Meets Standards” rating does not guarantee an employee the option of telework as some jobs and some employees are more productive and effective when work is performed in person. At the discretion of the supervisor, a new employee who does not have any performance rating may be considered for telework prior to receiving a performance rating. 

Employees are responsible for their own equipment in the remote worksite. Departments may elect to provide a teleworker with access to UMB equipment such as computers, printers, cables, software, or furniture. Equipment provided to a teleworker remains the property of UMB and must be returned upon termination of employment.

Employees are not authorized to regularly telework from a remote worksite that is in a state other than Maryland except where the arrangement has been approved in accordance with UMB’s Out of State Work Policy. 

Yes. An updated telework agreement will be released in August.

Yes. Employees are not prohibited from teleworking while dependents are present, but telework should not be considered a substitute for dependent care. If dependent care requirements would prevent an employee from devoting full attention to telework, the employee is expected to make alternative dependent care arrangements.

Yes. Attendance at an employee’s primary workplace for on-site meetings, conferences, training sessions, and similar activities may be required on scheduled telework days at the sole discretion of the supervisor. Where practical, a supervisor should give an employee two weeks’ notice of required on-site activities. Transportation and parking costs for such attendance are the employee's responsibility.