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Resources for faculty and staff

An essential worker on campus strikes a pose in his mask

Boise State University is currently preparing for a return to pre-COVID, campus based operations by the fall 2021 semester, with most employees returning to campus in phases. University vice presidents will communicate general return-to-work plans to their divisional leaders and set expectations, timing and processes for supervisors and employees returning to campus-based work.

The university is committed to attracting and retaining a quality workforce and recognizes that offering workplace flexibility is important to our staff. The following guidance is intended to help managers, supervisors and employees develop short and long-term flexible work arrangements. These arrangements should be equitable and clearly understood by all parties.

Telecommute arrangements must be operationally appropriate and designed in a manner that aligns with the university and each individual unit’s mission, and creates an environment where employees can continue to provide comprehensive support for faculty, staff, students and other stakeholders.

It is the university’s goal to keep all Boise State employees safe and healthy as we move forward in our new way of working. This pandemic has been a challenge for our entire campus community. Human Resource Services is available to provide clarity and resources to reduce your uncertainty.


The university is using the following definitions related to telecommute arrangements, which are not the same as an occasional need for flexibility.


In a telecommuting arrangement, work is performed away from the employee’s Boise State worksite at an alternative work location according to a defined schedule during the work week.
Telecommuting may be assigned within the following short or long-term arrangements:

  • Hybrid work – work includes a mix of in-person work from the employee’s Boise State worksite and telecommuting from an alternative work location for a specified number of hours or days per week with an approved Telecommuting-Hybrid Agreement (coming soon). The arrangement may be short-term or long-term. Responding to emails/messages from home, or occasional out-of-office work assignments are not considered Telecommuting-Hybrid.
  • Remote work – Working entirely at an alternate work location other than a Boise State University worksite. In most cases, this is the employee’s home. Telecommuting-Remote work can occur both within the State of Idaho and outside the State of Idaho.
  • Flex Schedule – a pre-arranged, temporary change in an employee’s standard work schedule. Working hours must be coordinated in advance with the supervisor and documented on the employee’s calendar.

Next steps

Departments can begin planning and preparing by assessing the unit’s needs. Consider levels of on-site presence needed to maintain a vibrant campus that supports students and colleagues, and provides opportunities for collaboration and connection between team members.

Determine if positions and tasks are compatible with a telecommuting agreement and create master plans for schedules and workstations, keeping in mind:

  • Employees who work remotely will not have an assigned Boise State University worksite location, e.g. individual office or cubicle and may be expected to relinquish for re-assignment any private offices and/or workstations they previously occupied. Remote workers will be required to share assigned space or use “hoteling” spaces when they are on campus.
  • Employees in a hybrid work model will be expected to relinquish or share private office spaces and/or they may be reassigned to an open cubicle workstation.

Share these plans with the appropriate contacts and leadership in your area, and with employees.

A page with frequently asked questions has been published and additional guidance, including updated policy, example planning templates, and resources for change management will be shared as they become available.