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COVID-19 Work Arrangements

Updated 7/30/21

As the university plans for the resumption of on-site classes and expanded research in the fall, we are committed to offering all staff flexibility in line with operational needs. This includes varying how work requirements and obligations are fulfilled regardless of when (time) or where (place) the work is done. We will continue to update these policies over time as circumstances evolve. 

On-site work

Updated 6/24/21

As announced on April 7, Stanford is planning for as normal a fall quarter as possible with a return to an in-person academic experience, with modifications as needed based on the public health situation. 

While many employees will continue to telework over the summer, certain employees will be needed on-site to support the return of our students and the resumption of research activities.  As we learn from those engaging in the Flexible Work pilot process over the summer, our guidelines and policies will be updated to assist schools and units in decision-making to return more people in ways that are aligned to both the university’s long-term recovery and our reimagined workplace, including flexible and hybrid work models, augmented space utilization, and other options to meet local requirements.      

School/unit leaders will determine whether an on-site staff presence is required for the summer and moving into fall, either fully or partially, and Deans, Vice Provosts, and Vice Presidents (or an assigned delegate) must approve all recommendations for revised work arrangements, including those participating in pilot programs during the summer and tentative plans for flexible work. 

Staff invited to return to on-site work, including for pilots, will be notified at least two weeks prior to the employee's scheduled return. 

Staff not returning on-site should expect to continue telecommuting through early September  2021, although greater access to on-site work may be possible sooner as noted above.

Note: Please see the university’s Travel Guidance for requirements for returning to Stanford after travel.

Requirements for employees who are returning to work on-site: Any position approved by school/unit leaders to work on-site either on a regular, occasional or intermittent basis must comply with all related policies and procedures, including COVID-19 Best Hygiene Training and  Health Check reporting when scheduled to be on-site.

Hybrid (previously referred to as Telecommuting)

Updated 6/24/21

Over the summer quarter, as flexible work pilots are underway, many employees will continue to telework while we prepare to transition to more on-site operations in the fall. School/unit leaders (Deans, Vice Provosts, and Vice Presidents or an assigned delegate) will determine and notify staff required to return, either fully or partially, to on-site work. Employees not required to have an on-site presence will continue to work from home through early September 2021, although greater access to on-site work may be possible sooner as noted in the on-site work guidance above.

The university is committed to providing staff flexible work options in line with the operational needs of their department. Flexible work encompasses a broad spectrum of approaches, including hybrid work arrangements where staff may work from home for part of their week, although their primary work location continues to be at Stanford.

Hybrid work arrangements include diverse office patterns and mixed work arrangements, such as working from home 20-80% of the week, and working at on-site Stanford locations and other locations for the remainder of the week.

Updated Temporary Hybrid/Remote Work Agreements are required when an employee changes their work location, particularly when working out-of-state for a period of 30 consecutive days.  

Note: If you move, it may  impact the  medical plan options available to you. Under the  Kaiser, SHCA and Trio plans, you must live within the plan’s defined service area and you can only receive services from in-network providers. If you move, you must update your address through StanfordYou in order to make sure that the health plan options you are eligible for are properly updated.  For all employees working in hybrid or remote roles who move outside of the service area of the health plan you are enrolled in, you (and your enrolled dependents) will be automatically enrolled  into the Healthcare + Savings medical plan which has nationwide coverage and is administered by Blue Shield of California. Employees can find more information about medical and life benefits here. 

Note: Please see the university’s Travel Guidance for requirements for returning to Stanford after travel.

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.

Fully Remote work

Updated 6/24/21

Fully remote roles are defined as roles in which the individual works 100% of the time from home or another location and does not have a physical presence at a Stanford location. Typically a remote employee is rarely expected to be physically on-site, but may be asked to travel to a Stanford location for operational needs less than 5% per year.  At this time, fully remote roles may be approved  for a temporary period by school/unit leaders (Deans, Vice Provosts, and Vice Presidents or an assigned delegate), including for those participating in pilot programs during the summer, and should coincide with the current extended telecommute period until early September. 

During summer and as fall quarter approaches, school/unit leaders (Deans, Vice Provosts, and Vice Presidents or an assigned delegate) will determine and notify staff required to return, either fully or partially, to on-site work. Staff invited to return to on-site work will be notified at least two weeks prior to the employee's scheduled return.

Staff on Temporary Hybrid/Remote Work Agreements 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 in the fall. 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.

Please see the university’s Travel Guidance for requirements for returning to Stanford after travel.

As part of the long-term recovery planning effort, university leaders will continue to evaluate recommendations for furthering fully remote work options, including as we learn and hear feedback from those participating in the pilot programs during the summer.