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COVID-19 Work Arrangements

Santa Clara County's “shelter in place” order (the “Order”), which took effect March 17, 2020, has dramatically changed the way we work. The university is taking a conservative and phased approach to returning employees to campus. Business operations has relied on the support of both on-site essential reporting roles and a mostly remote workforce. Below are details on the various work arrangements for which we have operated.

SLAC employees: Policies may differ from those stated here due to our regulatory environment; please view the policies posted in the SLAC Intranet.

On-site work

Updated 1/4/21

The health and safety of our community is our top priority. Stanford is continuing a gradual resumption of on-site operations as conditions allow. Certain employees will be needed on-site to support operations, particularly as increasing numbers of students return. However, we also need to continue limiting our total on-site population in order to support the health and safety of our community.

This is also consistent with public health guidance. School/unit leaders will determine whether an on-site staff presence is required, either fully or partially, and Deans, Vice Provosts, and Vice Presidents (or assigned delegate) must approve all recommendations for return to work. Requirements for staff to return to work should be for those in roles that are truly essential to supporting the safety, well-being, and access to learning for all of our students and roles that are necessary to support research, teaching, students in residence, and patient care. Otherwise, all staff should expect to continue telecommuting through the end of March 2021. 

Exceptions to allow staff to work on-site when their duties do not require them to return should be rare and must be approved by the Dean, Vice Provost, or Vice President (or assigned delegate).  Any approved exception must be based on evident significant barriers to productivity and should prioritize our ability to keep all staff safe and healthy on our premises. Exceptions should not be based on an employee’s personal preference to work on-site. 

Note: As required by the university's Travel Guidance, when travelling more than 150 miles outside of Santa Clara County, employees are restricted from returning to the main campus or any Stanford facility in Santa Clara County, and must quarantine for 10 days before returning to on-site work.

Process:

Refer to the Emergency Essential Roles policy to help determine who is in essential reporting roles. Any position authorized to work on-site, either on a regular, occasional, or intermittent basis must be:

  • Approved by the dean, vice president, or vice provost, or their delegate.
  • Recorded in the On-site Reporting Management System (ORMS).
  • Comply with all related policies and procedures, including COVID-19 Best Hygiene Training and daily Health Check reporting when scheduled to be on-site.

Telecommuting

Updated 12/1/20

While Stanford continues a gradual resumption of on-site operations, we also need to minimize our total on-site population in order to support the health and safety of our community.

Cell/Home Internet Stipend policy: All employees who are required to perform work from home are eligible to receive a stipend.

View policy

To reduce the potential for exposure, telecommuting will be extended and employees not required to have an on-site presence will continue to work from home through the end of March 2021.

Updated temporary telecommute/remote work agreements (link is external) are required when an employee changes their work location, particularly when working out-of-state for a period of 30 consecutive days. When telecommuting out of the area, the employee may need to change their health benefits.

Note: If an employee is working 150 miles outside of Santa Clara County and is recalled to return to on-site work, per the university's Travel Guidance, employees are restricted from the main campus or any Stanford facility in Santa Clara County, and must quarantine for 10 days before returning to on-site work.

Additionally, staff should not typically be approved to work outside the U.S. and if approved to do so, will be limited to a maximum of 30 calendar days.

Remote work

Updated 12/1/20

Remote work is defined as working from a location at a distance that prevents being readily available to work on-site, if needed. At this time, remote work may be granted for a temporary period and shall coincide with the current extended telecommute period - through the end of March 2021. Staff planning to temporarily move out of the area should seek manager approval in advance, and should do so with no expectation to continue a fully remote work arrangement post-pandemic. It's also important to note that Stanford may recall an employee to work on-site at any time during this temporary period with reasonable advance notice.

Additionally, staff should not typically be approved to work outside the U.S. and if approved to do so, will be limited to working during a maximum period of 30 calendar days.

As required by Stanford’s Travel Guidance, individuals who travel 150 miles outside of Santa Clara County are restricted from returning to the main campus or any Stanford facility in Santa Clara County, and must quarantine for 10 days.

As part of the long-term recovery planning effort, university leaders will evaluate recommendations for furthering remote work options.