51�鱨վ

Overview

What is changing?
The 51�鱨վ System is reestablishing itself as a primarily in-person work model. Employees at all campuses are expected to return to working at a university location by Aug. 3, 2026, unless a formal, approved remote work exception (fully remote and/or hybrid) is granted.Fully remote or hybrid work arrangements may still be possible but must align with the university’s operational needs and mission.

What are the major changes from the previous policy?
Key updates include:

• In-person work is the expectation.
• Approval is required for fully remote or hybrid position designations.
• A rigorous review of remote work eligibility will be conducted based on mission, service needs and effectiveness in helping the university achieve its important missions.
• Approval of fully remote or hybrid roles will last up to365 days and must be renewed annually.

Why is the policy changing?
The UM System is reaffirming the importance of an in-person workforce to support student success, strengthen campus community and fulfill our land-grant mission. An in-person presence ensures:

• Accessibility,mentoring and timely services for students.
• A vibrant, engaged environment that enhances learning,culture and innovation in teaching and research.
• Visible stewardship of the public trust and resources invested in us as a public institution.
• Connection with communities across the state, which is consistent with our role as a land-grant university.
• These factors make a predominantly in-person workforce essential to delivering the university’s mission effectively.

Who does this apply to?
This applies to all UM System faculty and staff, including full-time and part-time employees, unless otherwise specified by existing policy (e.g., university-approved ADA accommodation). This policy does not apply to part-time, non-regular (adjunct) faculty appointments within the United States.

Expectations

What is the default work expectation under the new policy?
The default expectation is that work will be performed at a university location. Fully remote and hybrid work is an exception, not standard practice and must be formally approved.

How do you define remote and hybrid work arrangements?
The HR-522 Remote Work policy defines three categories:

• Fully Remote: a Remote Work arrangement in which an employee regularly works less than one day per week or 20% of the employee’s regularly-scheduled working time from a University location.
• Hybrid: a Remote Work arrangement in which an employee regularly works from a location that is not a University location but works at least one day per week or 20% of the time from a University location.
• Unique Circumstances: a work arrangement in which an employee regularly works from a location that is not a University location on a temporary basis (less than 30 days).

Does flexibility still exist?
Yes. Occasional or sporadic remote work (e.g., waiting for a repair appointment)may continue with manager approval and does not require a formal remote work arrangement. This type of flexibility should not occur consistently and/or regularly.

I was hired as a fully remote or hybrid employee. What if I cannot relocate?
Remote work arrangements, regardless of how or when they originated, are not permanent and are subject to change based on the university’s needs. Employees who were hired fully remote should discuss with their manager whether a request for an exception is appropriate. Approval is not guaranteed.

If an employee elects not to return in-person at a university location and does not receive an approved exception, the employee may be separated from employment because they are unable to meet the position’s required work location. This separation is not considered a layoff.

Approval and Exception Process

What is the process for submitting an exception?
After reviewing existing remote/hybrid roles and determining a business justification:

• Manager submits the remote request form for each employee in HRPRD (PeopleSoft).
• Form is routed to CSD leader or dean for initial approval.
• President, Chancellor, CEO or General Counsel approves or denies the exception.
• Approval or denial is sent to the remote request form submitter.
• If denied, manager works with employee to determine a transition plan back to an in-person work arrangement.
• If approved, employee will need to complete the Remote Work Agreement in myHR to finalize the exception process.

What criteria will be used to evaluate fully remote or hybrid work requests?
Requests must clearly demonstrate:

• A business justification for the request explaining the market justification, recruitment needs or space considerations.
• Strong alignment with the university’s mission and operational requirements.
• That services, collaboration and responsiveness will be maintained at a level indistinguishable from in-person work.
• That the arrangement does not negatively affect students, faculty, staff or community partners.

What should managers consider before requesting a fully remote or hybrid work exception?
Managers should carefully evaluate whether a fully remote or hybrid arrangement is truly necessary and in the best interests of the university. Exceptions should be uncommon and must clearly show that the arrangement:

• Supports the university’s mission and operational needs.
• Maintains service quality, accountability and effective collaboration.
• Will meet the university needs with the same or greater efficiency and effectiveness as on-site work.

Examples of situations where an exception may be appropriate include:

• Positions that are difficult to fill due to a limited local talent pool.
• Roles requiring a specialized or hard to replace skill set that significantly affects the university.
• Space or facility limitations that prevent in-person placement.
• Positions that require frequent collaboration with non-local constituents, partners, agencies or institutions.
• Short-term operational continuity needs.
• Temporary recruitment or retention needs to support staffing stability.

Are remote work arrangements permanent?
No. Fully remote and hybrid arrangements are:

• Reviewed annually.
• May be modified or ended at any time based on the university’s needs or performance.

Is there an appeal process if my exception is denied?
No. All decisions are final.

What happens if a manager or employee does not comply?
Noncompliance or misrepresentation are subject to disciplinary action.

Timeline and Transition

What is the timeline for returning to in-person work?

• March 2 – March 16: Units review remote/hybrid arrangements
• March 16 – April 17: Window for managers to submit exception requests
• Mid-May: Exception decision determined
• Aug. 3: Deadline to return to in-person work unless a temporary extension is granted for extenuating circumstances

Will fully remote or hybrid employees be required to come to campus for certain meetings or events?
Yes. Even with an approved fully remote or hybrid arrangement, employees maybe required to attend meetings, training or events in person. Managers will communicate these expectations in advance.

Faculty-Specific Questions

Does the remote work policy apply to adjunct/part-time faculty?
No, unless they are working outside the United States. In those cases, remote work approval would be required.

When does a faculty member need to seek approval for remote work?
Faculty need approval for remote work when they are regularly unavailable to engage in on-campus workload activities (e.g., teaching courses, attending in-person meetings).

How is “on-campus” defined for faculty?
“On-campus” is defined as a university-owned or controlled facility (e.g., campus buildings, extension centers, medical centers). Remote work approval is not required when faculty members work from a location specified in their workload assignments (e.g., an extension specialist working in the field; a veterinary clinician working on different farms throughout the state; a faculty member conducting research in public schools throughout the state; and similar).

Are faculty expected to be in the office 8 a.m.-5 p.m., five days/week?
No. We want faculty to be present and active on campus because it creates a richer learning and creative environment. However, faculty continue to have workplace flexibility to complete tasks that do not necessarily require them to be on campus (e.g., grading papers, writing manuscripts).

So this means that faculty can still devote blocked time to writing at home or another off-campus location, correct?
Yes, provided your blocked times do not interfere with other on-campus workload expectations (e.g., an in-person meeting).

As a faculty member, I live in another city and only come to campus three days/week (Tuesday-Thursday). Do I need remote work approval?
Yes. If you are regularly unavailable to be on campus on certain days (in this case, Monday and Friday), then remote work must be approved.

Are there a minimum number of days/hours that faculty are expected to be on-campus?
We are not establishing these types of minimums because there are natural variations among individuals (e.g., some faculty are more productive writers at home; others are more productive in the office), among disciplines (e.g., lab-based disciplines may require more on-campus research time than other disciplines), and at different times of the academic calendar (e.g., when classes are in-session versus out-of-session). Again, though, faculty members must be on-campus to engage in on-campus workload activities (e.g., teaching courses, attending in-person meetings), and we strongly encourage faculty to be on-campus as much as possible.

I am attending a conference for a week and will be engaging in work-related activities while at the conference. Do I need to request remote work authorization?
No. Remote work authorization would not be required in situations where faculty are absent from campus for a short period of time on university business (e.g., attending conferences/meetings).

I have an opportunity to work on a new research project with a colleague at a different institution for several months during the semester. I am teaching only online classes. Do I need to request remote work authorization?
Yes, because in this scenario you would likely be unavailable to engage in typical on-campus workload-related expectations (e.g., attending in-person meetings).

Does the policy apply to summer appointments for faculty on nine-month contracts?
Yes, if the faculty member is on a summer appointment that requires on-campus workload expectations. If faculty are unavailable to engage in on-campus workload activities while on a summer appointment, they must receive remote work approval.

As a faculty member, I do not return for the fall semester until after Aug. 3. Am I required to report early? 
No. Faculty do not need to report early and should follow reporting timelines as directed by the Provost’s Office. 

Location Restrictions

What is the definition of a university location?
University locations are defined as 51�鱨վ System campuses, MU Health Care hospitals and clinics, MU Extension offices, research parks and farms, and other university locations across Missouri.

What about employees assigned to an off-site location in Missouri?
Some roles may require in-person work at various locations throughout the state (e.g., extension specialist working on private farms or in school districts). This type of in-person work is not considered remote work.

Can employees work remotely outside Missouri?
Remote work outside of Missouri must be approved as part of a formal remote work arrangement (e.g., student recruitment specialists and donor engagement professionals assigned to other states).

Can employees work remotely outside the United States?
Remote work outside the United States (either on a temporary or longer-term basis), including U.S. territories, requires specific approval by the university President and is expected to be extremely rare.

Final Questions

How does this policy affect ADA accommodation?
The remote work exception process is separate from the ADA accommodations process. The Office of Accessibility and ADA will continue to manage the accommodations process for employees with disabilities who are seeking work-related modifications, adjustments to the work environment, assistive technology or assistive devices. Reach out to your campus ADA office for questions and information.

I have employees who are feeling anxious about the transition to in-person work. What should I do?
Managers are encouraged to listen to employee concerns and provide clarity around expectations. Starting with respectful and honest conversations is the most effective way to ensure questions are addressed and to understand available options.

The best first step is to have a candid, open conversation with your employee. You may want to discuss:

• What the in-person work expectations are for the role and unit.
• Any planned flexibility or scheduling considerations.
• How the transition will be implemented in your unit.
• What, if any, exception requests you as the manager will submit on behalf of the unit.

If I have turnover in my department because of this transition, will my unit be able to backfill the position?
Policy and procedure regarding backfilling positions are not changing as part of this transition. If turnover occurs, we anticipate hiring replacements, consistent with current practice, and all backfills will continue to follow the established justification and approval process.

How does this policy impact campus closure due to inclement weather? 
This policy does not include temporary work from a location that is not a university location due to inclement weather or other disruption in accordance with HR-217 Emergency Closure and Transition to Remote Operations.

What if I disagree with this change?
The university recognizes that perspectives may vary. However, this is a university decision, and employees are expected to move forward with the transition to ensure consistency, effectiveness and mission success.

Who should I contact with questions?
Employees should begin by speaking with their manager. Additional guidance and process details will be provided by your unit’s HR Partner.