The Department of Human Resources has worked with schools and business units across the University to determine how to best serve the residential and on-campus academic and research community. A primary component of this planning has been the evaluation of the modes of work for staff and AAP positions to provide flexibility while meeting the operational needs that allow Georgetown to achieve its educational and research missions.
Telework is a mode of work that enhances the ability to attract and retain a world-class workforce. Managers should familiarize themselves with the information on this page in order to understand key elements of the telework designation and associated processes. The HR Business Partners are always available to answer questions, offer guidance and ensure compliance with University policy.
Positions best suited for telework are those that require little face-to-face interaction, and /or for which performance results in a specific, measurable work product. However, many factors are considered when evaluating an application for telework. Other factors that may be considered include potential impact on co-workers, whether the employee works with restricted data, financial or other burdens on the department, and consistency with other telework requests.
Local Telework ( DC Metropolitan Area)
The University has a formal University Telework Policy (HR Policy #805) covering Staff and AAP employees working from home in the DC Metropolitan Area (District of Columbia, Maryland and Virginia).
The decision to designate a position as full-time telework is at the discretion of the University. Managers wishing to recruit for a local telework position must contact their HR Business Partner (HRBP) at the beginning of the search to ensure that all appropriate documentation is prepared in advance of any job posting or offer of employment.
In addition to the considerations required of all telework assignments (above), telework agreements for employees outside of the DC Metropolitan area require special consideration. As such, the University has reviewed and established a list of states that are approved for telework (map below). Managers intending to recruit for telework positions in one of these approved states should work with their HR Business Partner (HRBP) at the beginning of their search to ensure that all appropriate documentation is prepared in advance of any job posting or offer of employment.
The states under review are not available for hiring yet, but are part of the Department of Human Resources’s work to expand the number of states in which the University is registered as an employer. Managers who wish to hire in states outside of those currently approved for telework will need to follow the existing processes for hiring in unapproved states. The HR Business Partners are available to assist managers. This map will be updated as additional states are approved.