Remote Desktop Access
Authority: the Appropriate Use of Information Technology Resources policy prohibits unauthorized access to computing resources. As steward of this policy, the AVP for C&C determines which access methods are authorized. In the absence of a telecommuting policy, remote desktop access is not authorized without the explicit permission of the AVP for C&C or designee. C&C staff are authorized to use Teamviewer to provide client support, if the user accepts the remote access request.
Because there is no telecommuting policy at Evergreen, each VP has the discretion of approving work from home requests from employees within their division. Situations where remote desktop access is requested are:
Employee on temporary work assignment. Due to unusual circumstances and/or business needs, the supervisor has placed the employee on a temporary work assignment. Temporary work assignments have an end date when the employee will return back to their normal work assignment and no longer require the remote access.
Employee on medical leave. From HRS: If someone is on medical leave and they are released to work here or at home we would expect a release to work from their health care provider. As soon an employee returns to work or work from home, she/he is no longer on medical leave. To get work from home approved we may be able to offer that under reasonable accommodation, however, we would recommend that the supervisor puts in writing to employee what the condition and duration of such work looks like.
Employee on permanent work assignment. The most common approval comes in the form of an approved job description that specifies that the incumbent is required to perform substantial amounts of their work away from their official work location for Evergreen. This is typical for staff who work "in the field" away from Evergreen visiting prospects at their locations anywhere in the world. Examples are admission counselors and advancement gift officers.
Employees whose job description includes performing system administration duties that may require working on Evergreen systems after-hours, weekends or on holidays to avoid disruption to college operations. Work would include administering access control and security configurations, applying upgrades and patches, troubleshooting system outages and communicating with other technical staff.
Due to college liability and support implications, we work with HRS to determine when it’s appropriate for us to grant remote desktop access, which is really tacit approval to “work from home”.
To make a determination about your request, we need to know:
1. Does your hiring authority approve this “work from home” work assignment?
2. Is the employee’s job covered by a bargaining unit (classified) or exempt from FLSA?
3. Is the employee on a temporary work assignment?
4. What is the assignment and expected work hours?
5. What is the duration of the temporary assignment?
6. Has it been approved by HRS?
7. Is the employee on medical leave? If so, HRS needs to clear them to work from home while on medical leave.
8. Is this a permanent work assignment?
9. Is performing substantial amounts of their work away from their official work location at an Evergreen facility noted in their official job description? This is typical for staff who work "in the field" away from Evergreen visiting prospects at their locations anywhere in the world. Examples are admission counselors and advancement gift officers. It also applies to employees who support IT systems and are required (in their job description) to perform system administration work outside of official operating hours.