The university’s remote work policy (HR-522 Remote Work) has been updated to prioritize an in-person workforce across the university. These updates reflect a thoughtful, university wide approach to supporting the multiple constituencies we serve. Unless a formal, remote work arrangement is approved in accordance with the updated policy, faculty and staff currently working in fully remote or hybrid arrangements are expected to return to on-site work by Aug. 3, 2026.
Scope of Policy
- For purposes of this policy, a University location is a location owned or leased by the University, or otherwise designated as a University location by the President, Chancellor, MU Health Care CEO, or General Counsel. University locations include, but are not limited to, the locations listed in Section I.A of this policy.
- Remote Work does not include work arrangements in which employees’ official responsibilities require regular work at locations in Missouri that are not University locations (e.g., extension specialist working on private farms or in school districts). Work arrangements in which employees’ official responsibilities require regular work at locations outside Missouri (e.g., student recruitment specialists and donor engagement professionals assigned to other states) must be approved in accordance with this policy.
- Remote Work does not include brief periods of work from a location that is not a University location on an occasional or sporadic basis (e.g., working at home while awaiting a maintenance appointment), which is subject to supervisor approval.
- Remote Work does not include temporary work from a location that is not a University location due to inclement weather or other disruption in accordance with HR-217, Emergency Closure and Transition to Remote Operations.
- This policy does not apply to part-time, non-regular (adjunct) faculty appointments unless the employee’s work location is outside the United States or District of Columbia. Adjunct faculty are expected to perform their assigned workload responsibilities, including any assigned on-campus teaching.
- Remote Work does not include faculty work activities that can be effectively completed away from campus, such as research/scholarly writing, course preparation, grading, and manuscript reviews, among others, as long as the faculty member remains available for on-campus work. Faculty have workplace flexibility for such activities. Faculty are expected to be part of a vibrant, in-person community and to regularly perform their workload responsibilities on campus. Remote Work must be approved under this policy if a faculty member will perform their workload responsibilities primarily at an off-campus location or regularly will not be available to perform their workload responsibilities on campus (e.g., faculty member is not available to come to campus on certain days of the week).
Why We Are Prioritizing In‑Person Work
The university is reaffirming the importance of an in-person workforce to support student success, strengthen campus community and fulfill our land-grant mission. An in-person presence ensures:
- Accessibility, mentoring and timely services for students.
- A vibrant, engaged environment that enhances learning, culture and innovation in teaching and research.
- Visible stewardship of the public trust and resources invested in us as a public institution.
- Connection with communities across the state, which is consistent with our role as a land-grant university.
- These factors make a predominantly in-person workforce essential to delivering the university’s mission effectively.
Definitions
- Fully Remote: a Remote Work arrangement in which an employee regularly works less than one day per week or 20% of the employee’s regularly-scheduled working time from a University location.
- Hybrid: a Remote Work arrangement in which an employee regularly works from a location that is not a University location but works at least one day per week or 20% of the time from a University location.
- Unique Circumstances: a work arrangement in which an employee regularly works from a location that is not a University location on a temporary basis (less than 30 days).
Exceptions
In rare and exceptional circumstances, fully remote and hybrid work arrangements may be approved for compelling reasons. Exception requests for select positions must demonstrate that remote work directly advances the university’s mission, cannot reasonably be performed in-person and clearly benefits the institution. Personal preference or convenience will not meet this standard.
As a preliminary step in implementing this updated policy, we conducted an initial review of units with a high number of fully remote or hybrid employees. We granted exceptions to select positions within these units because the units’ operational effectiveness depends on hybrid or remote work arrangements due to market demands, space limitations and/or specialized workforce needs.
Managers will work directly with employees currently in fully remote or hybrid arrangements to outline transition timelines and address any operational needs, including submitting any requests for exceptions. If a manager submits an exception request, it will be reviewed by the dean or division leader and, if approved, will be submitted to the president for final approval. All employees granted exceptions will be required to complete a Remote Worker Agreement, which will be reviewed and renewed annually.
Work Location
Exception process requirements differ depending on the location in which the employee's official responsibilities require regular work:
- In-state, non-university locations: Exception process not required.
- Examples include Extension specialist working on private farms or in school districts
- Out-of-state locations: Exception process is required.
- Examples include student recruitment specialists and donor engagement professionals assigned to other states
Possible Exceptions
Situations where an exception may be appropriate include:
- Positions that are difficult to fill due to a limited local talent pool.
- Roles requiring a specialized or hard to replace skill set that significantly affects the university.
- Space or facility limitations that prevent in-person placement.
- Positions that require frequent collaboration with non-local constituents, partners, agencies or institutions.
- Short-term operational continuity needs.
- Temporary recruitment or retention needs to support staffing stability.
Exceptions Must Demonstrate
Exception requests need to clearly demonstrate:
- The business justification for the request explaining the market reasons, recruitment needs or space considerations.
- Strong alignment with the university’s mission and operational requirements.
- That services, collaboration and responsiveness will be maintained at a level indistinguishable from in-person work.
- That the arrangement does not negatively affect students, faculty, staff or community partners.
Timeline
- March 2 – March 16: Units review fully remote/hybrid arrangements
- March 16 – April 17: Window for managers to submit exception requests
- Mid-May: Exception decision determined
- Aug. 3: Deadline to return to in-person work unless a temporary extension is granted for extenuating circumstances
Additional Information
For answers to frequently asked questions, please refer to the Remote Work FAQ (PDF).