Remote & Out-of-State Work

Per the Remote Work for Staff and Part-Time Employees policy:

• Senior executive officers (president, vice presidents, chancellors, provost, and the CEO of the IU Alumni Association) determine the overall remote work policy for their respective areas.
• Decision-making may be delegated to deans, directors, or unit heads.

Remote work suitability depends on the nature of your position and the unit’s operational needs.

• Some roles require an on-campus presence, such as research, teaching, clinical, performance, athletics, student—or public-facing activities, residence and dining, and buildings and grounds work.
• In addition, some IU campuses, schools, or units may require employees to work primarily on campus to foster a strong sense of community and collaboration. This approach helps maintain the in-person experience that is central to the university’s identity.

Yes, hybrid arrangements are possible with approval. It is anticipated that the majority of employees who work remotely will do so in a hybrid fashion.

Remote work is not a substitute for childcare or dependent care. You must have childcare, adult care, or similar personal arrangements in place to focus on work assignments in the designated workspace during your established work hours.

To be approved to work remotely, you must have reliable internet service to support your work activities.

Reimbursement is determined by your unit within established guidelines. Your unit will identify what, if any, expenses will be reimbursed.

1. Daily mileage to/from work for employees who are less than 100% remote will not be reimbursed.
2. All other travel reimbursements will be addressed per FIN-TRV-01, Travel.
3. IU will not reimburse, and units may not provide a subsidy for a remote employee’s utilities, data plans, or phone (cell or landline) except under applicable state law for remote employees who work outside the state of Indiana.
4. IU will not reimburse, and units may not subsidize a remote employee’s parking expenses. See campus-specific parking operations websites for options.

If you are a non-exempt employee working remotely and are required to come to campus during your workday, the travel is considered work time and will be counted as hours worked.

Travel time is compensable if your work occurred immediately before and continued immediately after the travel.

If you conduct any personal activity during the travel time, such as running personal errands, running to the store, or going to lunch, the travel time is not compensable.

The Remote Work Policy can help you and your supervisor understand basic equipment needs that support remote work. Ultimately, your unit determines the equipment supplied for remote workers. Please discuss equipment needs with your supervisor.

H-1B employees who are permitted to work remotely from a location other than initially reported in the H-1B petition should contact Office of International Services (OIS) for guidance on if an amendment to the H-1B petition and Labor Condition Application (LCA) are necessary due to the location change.