Fully Remote Work Arrangements
Columbia University’s policy on fully remote work arrangements can be found on the Office of the Provost or the University Policies websites.
Fully remote work arrangements are not the norm at Columbia and the conditions for approval are significant. Frequently asked questions (FAQ) can be found below and include information about the deadline of December 31, 2024 for current fully remote employees.
After reading the policy and the FAQ, if you would like to apply for a policy exception for an employee in your department, please complete the Columbia University Fully Remote Exception Proposal Form below.
Frequently Asked Questions
To whom does this policy apply?
This policy applies to all University employees, including faculty, researchers, librarians and administrative staff including Variable Hours Officers (VHOs). Casuals will not be permitted to work fully remotely. Please refer to the University Policies site for more details.
What is the definition of fully remote work?
The University defines a "fully remote" Officer of Administration or Support Staff employee as one who works less than one day per week at a Columbia University or partner academic or research location.
A "fully remote" Officer of Instruction/Research is one who works less than 20% of what their regular and systematic attendance is expected to be at a Columbia University location. There are, however, other exceptions for instructional staff teaching an online course. Please refer to the University Policies site for more details.
What if our department's normal hybrid arrangement is less than one day each week at a Columbia location?
A fully remote work arrangement for an entire Unit may be agreed to by the respective Executive Vice President or Dean of the Unit and the Vice President of Human Resources on the Morningside Campus, Chief Human Resources Officer, CUIMC, or the Provost's Remote Work for Academic Personnel Committee. Please refer to the University Policies site for more details.
How do I apply for a fully remote work arrangement for one of my employees?
After reading the policy and confirming that the employee meets one or more of the conditions under which the application would be favorably considered, complete the Columbia University Fully Remote Exception Proposal Form. We strongly encourage you to discuss the application with your Senior HR Business Partner prior to submission. When you are ready, please submit the application to your Senior HR Business Partner. Please refer to the University Policies site for more details.
What do I need to do about employees already working fully remotely?
Where the current arrangement came into being without any formal review or approval, the Unit should either alter the individual's schedule to meet the University’s definition of a Hybrid Work Model, terminate the employment relationship or, if conditions warrant, seek a policy exception.
Where the current arrangement was properly authorized within the Unit under then-applicable procedures, such instances would be considered "legacy" cases. The arrangement may continue, subject to the same terms and conditions as were set when the case was approved, through December 31, 2024. Prior to that date, the Unit should either alter the individual's schedule to meet the University’s definition of a Hybrid Work Model, terminate the employment relationship to be effective no later than December 31, 2024, or seek an exception under the terms of this policy. For Officers of Research who have not received an exception, they need to receive the letter of non-renewal 90 days prior to December 31, 2024. Please refer to the University Policies site for more details.
What if I need to hire a fully remote employee in the coming months?
The University understands that there are rare instances when an employee should, for business reasons, be granted an exception and be permitted to work fully remotely. Such exceptions to Columbia’s general practice must have the support of the employee’s supervisor, the support of the Unit’s Executive Vice President or Dean, and the explicit approval of the Vice President of Human Resources on the Morningside Campus, the Chief Human Resources Officer, CUIMC, or the Provost’s Remote Work for Academic Personnel Committee. These approvals should be secured prior to any sort of a commitment being extended. Please refer to the University Policies site for more details.