Policies & Procedures

Dual Appointments - UC Berkeley Local Procedures

Dual Appointments - UC Berkeley Local Procedures

NOTE:

Dual appointments are rare; they are only permitted on an exception basis, provided that all the required criteria are met, including approvals coordinated through Central HR Policy and Practice.

Dual appointments (on the Berkeley campus) occur when a staff employee who holds a staff position and:

Notice of Policy Changes (PPSM)

From time to time, changes are made to PPSM at a systemwide or local level. When these changes are proposed or enacted, we will notify you of them here.

Model Telecommuting Agreement

This agreement specifies the conditions applicable to an arrangement for performing work at an alternate work site on a regular basis. The supervisor/manager and employee should go over the model agreement together and keep copies for departmental and employee records.

Telecommuting Policy Statement

Telecommuting Policy for Staff

Definition: Telecommuting is a work arrangement in which some or all of the work is performed at an off-campus work site such as the home or in office space near home. (Field stations are not telecommuting locations because they are established permanent work sites for groups of employees within a department.) Communication may be by one of several means, such as phone or laptop. Equipment may be owned and maintained by the employee or by the university.

Telecommuting Policy

Telecommuting Policy for Staff Employees

Telecommuting is one of many flexible work arrangements that campus departments may establish for their staff in order to enable them to achieve a more successful balance between work responsibilities and family life. (Other examples include flexible schedules, part-time and partial-year appointments, job sharing, alternate workdays, and alternate work weeks.)

Telecommuting Guidelines

Telecommuting Guidelines

  1. A telecommuting agreement should be voluntary. No employee should be required to telecommute.
  2. The arrangement must be in the best interests of the university. It should benefit--or at least not cause significant problems--for the department as well as the employee. In evaluating benefits to the department, these are some factors to consider:
    • Does the nature of the work lend itself to telecommuting?

Carrie Ann Colton

Title: Employee & Labor Relations Director

Phone: 

Email: cacolton@berkeley.edu

University Policies

Reduced Fee Enrollment Program

Eligibility

PPSM 70 Complaint Form

Eligibility