Remote Work FAQs

UA supports remote work as a way to efficiently and effectively meet the mission of the university while providing ways for employees to keep a better work/life balance.  

Your supervisor is the one that approves the remote work arrangement.  

You only need a formal remote work agreement when:

  • The employee or supervisor wants a formal agreement, or
  • Remote work occurs on a regular basis for more than two days per week, or
  • Remote work location is outside Alaska for 30 days or more per calendar year
No.  If you have a valid telework agreement in place, you will not need to have a new remote work agreement unless one of these situations apply:
  • The remote work location has changed, or
  • The job duties have changed

Yes, if you decide a remote work arrangement is not right for you, talk with your supervisor.

In short - yes! The ADA, relevant sections of the Rehabilitation Act, Board of Regents’ Policy, and the University of Alaska Nondiscrimination Policy still apply to employees of the University of Alaska that work from home. For more information on disability-related laws, policies, and regulations at the University of Alaska, visit this glossary.

It depends. The interactive process requires that we examine every case on an individual basis. Just because someone requests a certain accommodation doesn’t necessarily mean that they will be granted that particular accommodation. We will take a look at available options and grant what works best for the employee, their supervisor, and the University. For more information, check out this FAQ page

Department needs may allow some employees in similar positions to work remotely, while requiring some to work on-site. Being able to work remotely depends on multiple factors and needs to be considered on an individual basis. Work with your supervisor to see if your job can be done remotely.


The supervisor makes the final determination after completing the Remote Work Assessment form.   While there is no special appeal process if remote work requests are not approved, the supervisor and the employee can talk with the 1-up supervisor. If you would like assistance discussing remote work with your supervisor please contact Human Resources (, 907-450-8200).

As a supervisor, after completing the Remote Work Assessment form, you make the final determination whether a position can work remotely. If you would like assistance discussing remote work with your employee, please contact Human Resources (, 907-450-8200).

Supervisors are provided with tools and resources to assist in assessing whether a position can work remotely. This includes a remote work assessment form and a remote work expectations guide. 

There is no extra pay provided to people who work remotely.  Expenses of those working remotely vs onsite will differ. Remote workers pay utility, insurance, mortgage and other costs for their home office space. They also need to provide a work space such as a desk and chair.  Onsite workers pay for transportation to and from the office and may pay for a parking permit.


You will receive a geographical differential if you are working in the same area as your assigned campus.  

Report the injury as you normally would by notifying your supervisor and reporting the incident through Origami Risk