Guide to Remote Work at Adelphi
Adelphi supports flexible work arrangements when they align with departmental operations and the needs of our students, faculty, staff and broader University community.
Remote and hybrid work are intended to help employees perform their roles effectively while maintaining collaboration, service and connection to campus.
These guidelines outline expectations to ensure consistency, clear communication and a healthy work-life balance while supporting the University’s mission and daily operations.
Remote Work Agreement
Remote and hybrid work arrangements may be approved when appropriate for the responsibilities of the position and the operational needs of the department. Employees approved to work remotely must complete a Remote Work Agreement outlining their schedule, work location and expectations.
The agreement confirms that job duties, performance standards and service expectations remain the same regardless of work location and that employees will follow all University policies while working remotely.
Supervising Remote & Hybrid Employees
Supervising employees in a remote or hybrid environment relies on clear expectations, consistent communication and a focus on outcomes. These practices help maintain collaboration, service and engagement across locations.
Supervisors should clearly define job responsibilities, service expectations and work schedules for remote or hybrid employees. Employees should understand when on-campus presence is required and how coverage will be maintained.
Expectations should include availability during work hours, response time for communications, meeting participation and performance standards. Remote work does not change the essential duties of a position.
Establish regular communication routines that work for the team, such as scheduled check-ins, team meetings and shared calendars. Communication should be consistent across remote and on-campus employees.
Supervisors should communicate preferred contact methods and expected response timeframes so employees know when immediate responses are needed and when email is appropriate.
Focus on results, service delivery and completion of responsibilities rather than physical location. Provide regular feedback and address concerns early.
If performance or service levels decline, supervisors should reassess the remote arrangement and may require additional on-campus presence as needed.
Employees working remotely should remain active participants in their department. Supervisors should include employees working remotely in meetings, planning discussions and departmental activities.
When appropriate, supervisors may schedule in-person meetings or workdays to support team collaboration, training or operational needs.
Departments must maintain appropriate coverage for students and campus operations. Supervisors should coordinate schedules so service hours remain consistent and accessible.
Remote schedules should complement departmental needs and may be adjusted during peak periods, events or operational demands.
Apply remote work practices consistently across similar roles while recognizing that some positions require more on-campus presence than others. Decisions should be based on job responsibilities, not personal preference.
Clear and consistent application helps maintain fairness and transparency across teams.
Encourage reasonable work boundaries, use of leave time and open communication about workload. Flexible work arrangements should support productivity while helping employees maintain balance and avoid burnout.
Supervisors should regularly check in on workload and priorities, particularly during busy periods.
Working Remotely: Employee Expectations
Remote and hybrid work provide flexibility while maintaining the same responsibilities and service standards as working on campus. The following expectations help ensure consistency, collaboration and effective support for students, faculty, staff and the University community.
Employees are expected to work their approved schedule and remain available during work hours. Calendars should be kept current and employees should be reachable through university communication tools.
Employees may be asked to report to campus for meetings, training, coverage or operational needs with reasonable notice. Remote and hybrid work arrangements are designed to facilitate productive university operations and are not a substitute for childcare, eldercare, or other personal obligations. Employees are expected to manage personal responsibilities outside of their scheduled working hours. While working remotely, employees must remain fully dedicated to their professional duties, maintain standard availability, and ensure that personal matters do not disrupt productivity or service delivery.
Maintain regular communication with supervisors and colleagues. Respond to emails and messages within a reasonable timeframe and notify your supervisor if you will be unavailable during the workday.
Use Zoom, Google Meet and other collaboration tools as requested to support engagement and effective teamwork.
Employees should maintain a workspace that allows them to perform their duties with minimal ongoing interruption. Remote work should not interfere with productivity, confidentiality or professionalism during meetings and interactions.
Employees remain responsible for safeguarding University and student information.
Job responsibilities, deadlines and service expectations remain the same regardless of work location. Employees are expected to complete assignments on time and maintain normal service levels.
If job duties cannot be performed effectively from a remote location, adjustments to the arrangement may be required.
Employees working remotely are active members of their department and should participate in meetings, projects and campus initiatives as required by their role.
Employees should remain informed of departmental updates and maintain regular interaction with colleagues.
Employees must use University approved systems and follow security requirements when accessing University information remotely. Reliable internet access is required to perform job duties.
Technical issues that prevent work should be reported to IT and the supervisor promptly.
Remote work is intended to support flexibility, but is not a substitute for dependent care or other personal obligations during scheduled work hours. Employees are expected to remain focused on work responsibilities during their work schedule.
