Dear Colleagues,
In our monthly Employee Town Hall today, we spent time talking through our updated telework policy. During and since that conversation, College leadership has heard from many of you across the district.
We’ve heard frustration. We’ve heard confusion. And we’ve heard from people who are still trying to process what this means for them, their teams, and the way they work. We understand that. A change like this affects how people organize their work and their lives. We don’t want to minimize that.
So, we want to be direct about what we’re doing and how we came to those decisions. Yes, we must abide by the state’s new law, but it’s much more than that.
We’re a Student-First College
We are a College that must be, and will be, student-first. That means creating a vibrant campus culture. I’ve seen the love and care you bring to our students. It’s real, and it’s meaningful, but if we’re being honest with ourselves, it’s not enough. Our persistence rates should be higher. Our completion rates should be higher. Our students are telling us they can’t find us when they need us. We can do better with predictable, consistent campus presence and hours where students can get that face-to-face interaction.
We Work Better When We Work Together
We’re a College that’s building for the future. We’re going to have to do it together. There is something important that happens when we work alongside one another. Ideas move faster. Problems get solved in the moment. People learn from one another, and relationships grow. Some of our best work happens in the conversations that weren’t scheduled.
What You Can Expect
Because of the size and diverse functions of our College, implementation will naturally look different across departments. Roles that require day-to-day interaction with students or campus operations will be on-site, while other eligible positions will have opportunities for some telework arrangements. I’ve asked everyone to think and plan around what we can do to best serve our campuses.
- General Remote Guideline: Qualifying nonteaching positions may be eligible for up to two remote days per week. When and how that happens is based on job responsibilities, performance criteria, and operational needs.
- Continuous In-Person Support: All departments must maintain continuous, in-person coverage on campus during standard operating hours so that we can support our students and visitors and be available to each other.
- Annual Review: Telework agreements will be reviewed and approved on an annual basis by your immediate manager and highest-level area administrator.
I recognize that change takes time and adjustment. I ask that you approach this shift with patience and understanding.
You can view the full Telework Policy on our AR webpage. Below, I’m sharing answers to common questions we’ve received. If you have specific questions about how this policy applies to your area, connect with your supervisor.
Thank you for your dedication to our mission, your honesty, and everything you do to make ACC a place where our students feel supported, valued, and ready to succeed.
Much love,
russell
Dr. Russell Lowery-Hart
Chancellor
Austin Community College District
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Frequently Asked Questions (FAQs)
The College compiled a list of frequently asked questions from staff and supervisors. You can read more below.
Why is ACC changing its approach to telework?
ACC is changing its approach to comply with Senate Bill 2615, which created new legal restrictions on telework for employees of Texas public higher education institutions.
What does Senate Bill 2615 require of Texas public colleges and universities?
The law limits when telework may be permitted. For nonteaching employees, the individual must meet performance and independence criteria and work in a position that does not require day-to-day physical presence or in-person interaction with students, administration, or colleagues.
The law also permits telework under specific circumstances involving temporary illness, reasonable accommodations, qualifying teaching/research assignments, telehealth, dual credit, and catastrophes.
What are the potential risks if ACC does not comply with SB 2615?
While SB 2615 does not outline specific financial fines, allowing telework outside legally authorized circumstances exposes the College to serious legal, compliance, governance, and audit risks. Compliance means utilizing the flexibility allowed under state law responsibly and consistently.
Is ACC eliminating telework entirely?
No. Telework will continue where it is legally permissible, operationally viable, in the best interest of ACC, and consistent with our Administrative Rules.
Who is eligible for telework, and what criteria must be met?
Eligible nonteaching positions are those that do not require day-to-day physical presence or in-person interaction. Additionally, employees must meet performance criteria, including:
- Satisfactory job performance and completion of the probationary period.
- Demonstrated ability to work with minimal supervision and manage time effectively.
- Measurable work deliverables and a strong working relationship with managers and peers.
- Safe remote worksite with appropriate technology, information security, and minimal need for specialized on-site materials.
Does working in a non-student-facing or online position make an employee automatically eligible?
No. Position duties are a primary consideration, but they do not automatically grant eligibility. The position, the employee, and the operational needs of the department must all satisfy state law and ACC procedures.
Why did ACC establish a general maximum of two telework days per week?
While SB 2615 does not set a specific day limit, ACC established a two-day general maximum to balance flexibility with campus vibrancy, direct collaboration, student access, and operational coverage.
What does “generally” mean, and can more than two telework days be approved?
“Generally” indicates that two days is the standard upper limit, not an absolute cap. The area’s highest-level administrator holds the authority to approve additional remote days when operationally appropriate and fully compliant with state law.
Why are departments required to maintain continuous in-person support?
ACC mandates continuous coverage to guarantee that students, visitors, and colleagues can receive prompt, in-person support during standard operating hours. Managers coordinate team schedules to fulfill this operational standard.
Can telework schedules change, or can an employee be called to campus on a scheduled remote day?
Yes. Managers maintain final authority over work schedules. Employees on telework agreements remain obligated to attend on-site meetings, institutional events, or address operational needs on campus when required.
Who reviews and approves telework requests?
- Immediate Manager: Reviews the request, evaluates operational needs, and provides a recommendation (including explaining the decision basis to the employee).
- Highest-Level Area Administrator: Holds final approval authority for all Telework Agreements.
How do employees apply for telework?
Employees can access the official Telework Agreement form via the ACC Telework Guideline/Procedure. Completed forms should be submitted directly to your immediate manager.
How long are agreements valid?
Agreements are approved for a defined term of up to one year. If an arrangement is to continue beyond the end date, a new agreement must be submitted and reviewed. Existing or past telework arrangements do not guarantee automatic approval or renewal.
What should an employee do if they have questions or disagree with a telework decision?
Employees should schedule a conversation with their immediate supervisor to request clarification. Supervisors are responsible for explaining the operational and legal basis for decisions. Unresolved concerns may be brought forward through standard management or Human Resources channels.
How do these guidelines apply to faculty?
Full-time faculty are expected to maintain a regular, meaningful on-campus presence for instruction, office hours, departmental work, and campus initiatives. However, faculty retain professional discretion over where they conduct course preparation and grading when physical presence isn’t required. Expectations vary across full-time, adjunct, dual credit, and librarian faculty roles.
How are medical accommodations, pregnancy, or temporary illnesses handled?
SB 2615 explicitly allows telework for temporary illnesses and legally mandated reasonable accommodations for temporary or permanent medical conditions. Requests for workplace accommodations are managed through a separate, dedicated process handled by Human Resources, distinct from standard operational telework requests.
How do requirements apply to part-time and hourly staff?
Part-time and hourly employees are subject to the same SB 2615 statutory requirements as full-time employees. Eligibility depends entirely on position responsibilities, assignment structure, and departmental needs.
The official Telework Policy is posted on ACC’s Administrative Rules webpage.
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