MIT Guidance on Working Remotely and Pay Policies

MIT Guidance on Working Remotely and Pay Policies

MIT is open for business, and pay and benefits will continue uninterrupted during this period of social distancing.
 
Employees who can work remotely are expected to be generally as productive as if they were working in their usual work setting. The hours of work may vary due to business needs (e.g., calls in the early morning or evening) and/or the employee’s own obligations (e.g., caring for children during normal working hours). Employees must communicate with their managers if they cannot work their usual hours.
 
Hourly Paid (Support and Service Staff):
  • Hourly paid staff working remotely:  Record the total number of hours worked remotely each day as “Work” on your timesheet. Employees may not work more than their usually scheduled number of hours without their managers’ prior approval.
  • Hourly paid staff who cannot work remotely: Some hourly paid jobs cannot be done remotely. In this case, you will be paid for your regularly scheduled hours. Record your regularly scheduled hours not worked as “Public Health Leave” (when this option becomes available on the timesheets).
  • Hourly paid staff who can work remotely for only part of their regularly scheduled hours: Staff who are able to work remotely for only part of their regularly scheduled hours will record the hours worked as “Work”, and the regularly scheduled hours not worked as “Public Health Leave.” The total hours of Work and of Public Health cannot exceed the regularly scheduled hours of work for that day. 
    • This applies to hourly paid staff who cannot work their usual number of hours remotely due to child care, elder care, or other personal obligations. Staff members with these personal obligations should contact their managers to discuss their availability and the work priorities.
    • As with other Emergency Closing pay, Public Health Leave hours do not count as hours worked for overtime purposes.
  • Hourly paid staff who are required to work on site: Hourly paid staff who are specifically required by their managers to work physically at their work sites will be paid a 25% premium for those hours worked. This premium is used only when the staff are required to work on-site and these hours are to be recorded as “On Site Required Work” as of Monday, March 16, 2020. The tentative end date for this premium pay is April 15, 2020; that end date may be sooner or later depending on the circumstances. Any change in duration will be announced. The premium is not paid for staff who choose to work on site, but are not required to do so.

Salary Paid (Sponsored Research Staff, Postdocs, Technical Associates, Research Scientists):

  • As with some hourly paid staff, we recognize that some salaried staff will not be able to work their usual number of hours due to child care, elder care, or other personal obligations. Staff members with these personal obligations should contact their managers to discuss their availability and the work priorities. Those staff will be paid their regular salaries.
  • Salaried staff who cannot do any work remotely should discuss the circumstances with their managers. If you cannot do any work, you will be put on a paid, personal leave. However, if you can do some work, you will simply be paid and with no leave required. Please let me know if you are someone who cannot do any work so that I can place you on paid leave. 
All of this information is posted on the HR Covid-19 website and will be updated regularly: https://hr.mit.edu/covid19.  
 
You can stay current on announcements from MIT regarding COVID- 19 here http://covid19.mit.edu, as well as resources from IS&T about working remotely during an emergency: https://ist.mit.edu/remote-working-emergency-resources.