Telework Arrangement Request System

The new Telework Arrangement Request System will be available Tuesday July 1, 2025. Learn more about the in-person work updates happening at KSU.

Resources

Telework Request Approval Guide for Supervisors

In Person Work FAQ's 

Policy 

  • 妖姬直播 is introducing a new telework policy that prioritizes a vibrant, in-person campus environment to better support student success. While in-person work will become the standard, limited exceptions may be available based on role, responsibilities, and institutional needs.
  • The transition began on May 1, starting with campus leadership. Directors, executive directors, assistant/associate vice presidents, and vice presidents returned to fully in-person work on that date. All administrative faculty, regardless of title, are expected to work from campus. The implementation for other roles will follow over the next several months.  It is the expectation that 妖姬直播will be transitioned to in-person work by the start of the fall 2025 semester.
  • Policy changes, including separating the Telework policy and the Alternative Work Arrangement policy, will go through the Policy Process Council when it reconvenes in the fall.  
  • No, employees may still receive approval to work an alternative schedule to meet student and customer needs.
  • An alternative work schedule is a variation of a work schedule that deviates from the department鈥檚 core business hours, including, but not limited to, compressed workweeks, flex schedules and partial-year employment. Telework is when a person, for at least one day in a particular pay period, works at an alternative workplace.
  • No, all departments must be open five days a week during the summer during normal business hours.
  • You will receive updates directly from your supervisor and unit leadership as the transition planning continues. HR will also provide guidance and support throughout the process.
  • No changes have been made to the Modified Operations Policy at this time. Currently, our primary focus is on implementing the return to campus mandate. Any decisions regarding Modified Operations will continue to be made based on the specific circumstances of each incident, as outlined in the existing policy.

General Questions

  • This was a directive that all USG institutions received from the system office. The goal of the mandate is to enhance collaboration and prioritize a vibrant, in-person campus environment to better support student success

  • The May 1 return-to-campus requirement is specific to directors and above. Any expectations for assistant and associate-level directors are at the discretion of the cabinet member. 

    All administrative faculty, regardless of title, are expected to work from campus. Administrative faculty are those who undergo 360 reviews.

  • Yes. However, there may be exceptions in extremely limited circumstances.  Employees can submit an exceptions request to their manager who must submit the request, including the justification, for approval by your Department Head (if applicable), Business Unit leader (if applicable), divisional leader and cabinet member.  These must be submitted on a case-by-case basis by department leadership in consultation with Human Resources.  The request form will be live later this month.
  • We understand this transition may impact employees differently. Please speak with your supervisor and HR Business Partner to discuss individual concerns and determine available options.
  • Changes to workspace needs and scheduling may occur as we return to fully in-person operations. Departments will assess these impacts and communicate any updates regarding office assignments. Additional information regarding space needs can be found .
  • Yes. Please refer for additional information on parking.
  • These changes do not impact the current structure of the university鈥檚 benefits package.

Impact

  • Due to the nature of their work, instructional faculty (non-administrative faculty) have flexible work hours. Instructional faculty are required to be on campus as needed to fulfill their responsibilities and as requested by their supervisors.
  • This directive applies to all staff. 
  • This directive applies to all employees.  Our current telework policy requires all arrangements to be reviewed annually and could be revoked by the supervisor at any time.  The current telework agreement states the following: 鈥淭he employee鈥檚 supervisor(s) may terminate this Agreement at any time in its discretion if participation fails to meet Departmental needs.鈥�
  • At this time, there are no changes to the current arrangements for part-time faculty who teach online. If any updates arise in the future, they will be communicated through the appropriate channels.
  • At this time, the policy does not affect faculty or staff who have already been approved for out-of-state employment. These situations are typically unique and reviewed individually, particularly in cases involving part-time faculty teaching fully online courses. At this time, there are no changes to the current arrangements for part-time faculty who teach online. If any updates arise in the future, they will be communicated through the appropriate channels.
  • While there are no immediate changes, discussions about the implications of out-of-state employment are ongoing. Updates will be shared if any changes are made.
  • The out of state work policy already includes the justifications that are being put in place for the exception process, so there is consistency in how we will be evaluating the telework exceptions.
  • This policy change does not directly impact office space arrangements for faculty. Faculty who previously gave up office space will continue under their existing agreements unless their role or responsibilities require a change.

Exceptions 

  • HR is committed to supporting leaders in applying the telework policy fairly and consistently, with a focus on business needs. Exceptions are reviewed on a case-by-case basis and must be justified by operational requirements鈥攏ot employee preference. To promote transparency and reduce any perception of favoritism, all decisions are guided by business rationale and established policy guidelines.
  • There will not be a blanket approval for a particular type of position or department.   Exceptions will be reviewed and decisions made on an individual basis.  While there is an exception approval process, which includes multiple layers of approvals, the ultimate determination is made by the Cabinet member and, in some cases, the CHRO in addition to the Cabinet member.
  • This may include positions with highly specialized duties or limited applicant pools.  These situations will be rare and must be well-documented.   
  • This directive is regarding regular telework agreements, not emergency situations.  Employees should work with their supervisors regarding emergency situations.  

Worker鈥檚 Comp and Disability Accommodations

  • Yes. Employees may request telework as a reasonable accommodation under the Americans with Disabilities Act (ADA). These requests will be reviewed through HR's established ADA process, following all applicable ADA guidelines.
  • Faculty and staff with approved ADA accommodations for fully remote work will not be impacted by this policy. However, like all accommodations, these arrangements should be reviewed regularly to ensure they remain appropriate.

Feedback and Additional Information

  • Yes. We welcome employee input. Please reach out to HRquestions@kennesaw.edu with questions or concerns. More opportunities for dialogue and feedback will be made available during the transition period.
  • Updates will be shared through your department, supervisor, and Human Resources communications. A dedicated intranet page with policy details and resources will also be provided once the final policy is released.
  • We are committed to clear communication, flexibility where possible, and providing time for adjustment.  Resources will be available to help staff and supervisors manage the change effectively.