Remote Work Policy Update

This article outlines the University of Missouri System’s process of evaluating and determining what roles are essential to have in-person and the process for submitting a Remote Agreement if a position is deemed eligible for remote work. Please read through all sections for timeline information and steps to submit approval for remote work.

This article outlines the University of Missouri System’s process of evaluating and determining what roles are essential to have in-person and the process for submitting a Remote Agreement if a position is deemed eligible for remote work. Please read through all sections for timeline information and steps to submit approval for remote work.

 

1. Remote Work Policy Update - Rationale 

MU Health Care is reaffirming its commitment to a primarily in‑person workforce, aligning with the University of Missouri System’s return‑to‑campus initiative. Approximately 90% of MU Health Care employees already work fully in person, and the updated policy focuses on evaluating the remaining hybrid and remote roles. This shift supports MU Health Care’s mission of exceptional patient care, education, research, collaboration and community trust, which depends on physical presence and in‑person teamwork.  

Key drivers include: 

• The centrality of in‑person presence to clinical quality, responsiveness and care coordination. 

• The importance of on‑site collaboration for teaching, hands‑on learning, research and interdisciplinary teamwork.  

• Systemwide expectations that remote and hybrid arrangements be rare and supported only when they clearly serve MU Health Care’s operational needs.  

 

2. Hybrid/Remote Work Arrangement Approval Process 

This is not a blanket recall. MU Health Care will individually review all current hybrid and remote arrangements. Requests may be approved for up to a year, with annual renewal required. Remote or hybrid arrangements must demonstrate a clear business case aligned with MU Health Care’s mission needs, service quality, operational efficiency and talent availability. 

Approval criteria include: 

• Nature of work and whether it can be effectively performed offsite 

• Operational needs and service levels 

• Talent availability (local, regional, national) 

• Space availability 

• Impact on collaboration, patient care, or support services  

Approval authority includes: 

Hybrid and remote work arrangements must be approved by the MU Health Care CEO at the request of executive leaders. Executives will review remote/ hybrid arrangements with HR partners before recommending approval from the CEO.  Hybrid/remote designations require formal approval before continuation. The CEO will review requests based on job classifications and/or individual employees at the request of the department’s executive leader. 

 

3. Timeline 

MU Health Care’s rollout timeline includes the following key dates: 

• March–April: Executives review remote/hybrid work arrangements
• April: Remote/hybrid work arrangements are review for approval by MU Health Care CEO 

• May 15: Leaders are notified of remote/hybrid work arrangement decisions 

• May 22 (on or about): Leaders communicate decisions to employees and work with Planning, Design & Construction for return-to-campus needs, including workspace availability and furniture tied to onsite transitions  

• May 22–June 5: Employees in roles approved for hybrid/remote work arrangements complete Remote Agreement in myHR  

• May–July: Leaders will work to ensure arrangements are in place for any employees who will be returning to in-person work  

• August 3: Deadline to return to in-person work unless a remote/hybrid work arrangement had been approved or a temporary extension is granted  

 

4. Remote Agreement 

Employees approved for remote or hybrid work must complete a Remote Agreement acknowledging responsibilities and compliance expectations. Required components include: 

• Work location information. This allows the University to meet all tax reporting requirements. Note that remote work outside Missouri, Illinois, or Kansas requires CEO approval; outside the U.S. requires University President approval. 

• Equipment allocation - University-issued technology when appropriate. 

 

To complete a Remote Agreement, use the following steps: 

1. Log in to myHR  

2. Navigate to: Menu → Self Service → Remote Agreement. 

3. Complete all required fields. 

4. Submit the agreement by June 5, 2026. 

 

5. Resources 

ADA Accommodations 

Remote work for ADA reasons is not part of this policy and follows a separate ADA accommodation process.  

Employees should review the Knowledge Article regarding the accommodations request process for additional information. 

 

6. Examples of Business Justification for Hybrid/Remote Work 

Below are MU Health Care‑specific examples documented through departmental justification requests: 

A. Talent Market & Recruitment Needs 

• Certain roles face severe national recruitment shortages, with regional competitors offering remote options. Remote work flexibility is essential to attract and retain specialized talent.  

• Central Missouri’s talent pipeline cannot meet specialized workforce needs; national recruitment depends on remote work eligibility.  

B. Space Limitations 

• Department or unit operations with limited office and hoteling workstations face major space shortages, making remote work a necessary operational strategy.  

• Remote arrangements support fiscal stewardship by reducing space demand and avoiding additional facility costs.  

C. Industry Norms 

• Remote work is the industry norm for a given role or job classification where quality, productivity and accuracy benchmarks are maintained or improved. 

D. Unit-Specific Operational Need 

• Department or unit operates with a long‑standing remote/hybrid structure essential for supporting multi-site health system operations. Continued remote flexibility supports service excellence across all locations.