NOTE: Additional information will be forthcoming soon regarding policies and procedures for managing remote work arrangements. Please consult with your local HR representative if you have questions or need guidance on issues related to remote work arrangements. 

Telecommuting enables an employee to work off-site for all or part of the workweek on a regular basis. Duke considers telecommuting to be a viable alternative to working from a central Duke worksite in cases where the characteristics of the employee, supervisor, and work are compatible with such an arrangement, and the physical environment, equipment, and technology are adequate to support it.

Telecommuting is a work arrangement that enables a staff member to work at home or another off-site location for all or part of the regular workweek. Telecommuting may be appropriate for only some employees and jobs. It is not an organizational-wide program that is available to all employees and does not change the standard policies, terms, and conditions of employment with Duke. Telecommuting arrangements must comply with federal, state and municipal laws that apply to employees at Duke. This includes, but is not limited to, the Fair Labor Standards Act (FLSA) and Occupational Safety and Health Act (OSHA).

Remote Work Outside of North Carolina

Because work performed by staff living outside of North Carolina may be subject to other state laws, filings, and income taxes, certain additional guidelines and restrictions apply to remote work for these staff.

Approved States for Remote Work

Time Worked

Typically, a Telecommuting arrangement will specify the number of hours to be worked at home and the specific time in which this will occur (e.g., every Tuesday, the first Monday of the month, etc.). Telecommuting employees who are not exempt from the overtime requirements of the Fair Labor Standards Act will be required to accurately record all hours worked using the usual time-keeping system. Hours worked in excess of those scheduled per day and per workweek require the advance approval of the telecommuter's supervisor.

Telecommuting is not designed to be a replacement for appropriate childcare. Although an individual employee's schedule may be modified to accommodate childcare needs, the focus of the arrangement must remain on the job performance and meeting business demands.


On a case-by-case basis, the departmental director, with information supplied by the employee and the supervisor, will determine the appropriate equipment needs (including computer hardware, software, and other office equipment) for each telecommuting arrangement. Equipment supplied by Duke will be maintained by Duke. Expenses such as the cost of a reliable, appropriate internet service (e.g. speed and bandwidth), paper shredder, or phone line are not covered by Duke.

Equipment supplied by the employee, if deemed appropriate by Duke, will be maintained by the employee. Duke accepts no responsibility for damage or repairs to employee-owned equipment.

Duke reserves the right to make determinations as to appropriate equipment, subject to change at any time. Equipment supplied by Duke is to be used for business purposes only.

The departmental director may require that the staff member sign an inventory of all Duke property received and periodically update the inventory listing. The staff member must agree to take appropriate action to protect the items from damage or theft. Upon termination of employment, all Duke property must be returned, unless other arrangements have been made.


Consistent with Duke's expectations of information security for employees working at the office, staff who are telecommuting will be expected to ensure the continued protection of confidential, private, and proprietary information received or created off-site as part of their Duke employment and continue to conform with all state and federal privacy laws including HIPAA.

Examples of appropriate measures include compliance with Duke's IT Security Office guidelines and protocols, including use Duke provided anti-virus software and multi-factor authentication for accessing Duke data online. Other measures include use of locked file cabinets and desks, regular password maintenance, safe transport of information when moving from off-site to on-site or vice versa, use of fire-proof safe to store critical documents, and any other measures appropriate for the job and the environment.


Employees are expected to maintain their home workspace in a safe manner, free from hazards. When establishing a home workspace, employees should follow the guidance provided by the Duke Occupational & Environmental Safety Office. Duke will provide each telecommuter with a Safety Checklist that the staff member and supervisor should review at least annually.

Duke's workers' compensation policies and procedures apply to telecommuters. If an employee has an accident and/or is injured while working in a home workspace, he or she must report the incident as soon as possible to his or her supervisor and complete the online injury report within a maximum of 24 hours. Duke's Workers' Compensation will investigate the incident and determine whether it is covered by workers' compensation. Initial medical treatment will be provided by Duke Employee Occupational Health & Wellness, with subsequent treatment directed by Duke Workers' Compensation.

The employee is liable for any injuries sustained by visitors to his or her home worksite.


Whether working on-site or remotely, the process for requesting a reasonable accommodations is the same. Requests must be sent to the Duke Disability Management System for consideration.

Performance Expectations

Duke's work rules and other policies continue to apply to off-site work locations. Staff members that are telecommuting are expected to be available and communicative during scheduled work hours. In addition, staff members working under a telecommuting arrangement will come on-site for periodic meetings and interactions with the supervisor or other work-related needs.

Supervisors may require their staff members that are telecommuting to sign a Telecommuting Agreement that details additional performance expectations.

Forms & Resources

If you're ready to formalize a remote working arrangement, start by reviewing the necessary templates, forms, and checklists. You can also find access to helpful videos for staff and managers to make remote working arrangements work better for you and the department.

Forms & Resources