This page is the central location for PALCS Remote Work Arrangement resources, including policy guidance, employee expectations, supervisor resources, workspace information, and FAQs.
The Employee Manual remains the starting point for all policy considerations
These are the core policy points employees and supervisors should understand before using or applying the Remote Work Arrangement.
Remote work is role-based
Remote-Eligible status is based on position requirements and operational needs, not employee preference.
Employee Manual: Remote Work Policy, Position Classification
Remote work is not guaranteed
Remote work may be modified, suspended, or revoked based on operational, performance, or organizational needs.
Employee Manual: Remote Work Policy, Position Classification; Modification or Revocation
Onsite reporting may still be required
Employees must report onsite when directed by school administration or their supervisor.
Employee Manual: Remote Work Policy, Onsite Reporting Requirements
Assigned primary worksite still matters
Travel to and from the assigned primary PALCS worksite is normal commuting and is not reimbursable.
Employee Manual: Remote Work Policy, Assigned Primary Worksite; Expense Policy for Mileage
Availability and responsiveness still apply
Employees must follow assigned schedules, attend required meetings, and remain available and responsive during scheduled work hours.
Employee Manual: Remote Work Policy, Work Schedule & Availability; Employee Attendance Policy
Professional standards still apply remotely
Employees must maintain confidentiality, use PALCS systems appropriately, and maintain a professional remote work environment.
Employee Manual: Remote Work Policy, Confidentiality & Information Security; Work Environment & Professional Standards
Remote work changes where work may occur. It does not change employee accountability, professionalism, performance expectations, availability, or supervisor direction.
Employees working remotely are expected to:
follow assigned work schedules;
remain available and responsive during scheduled work hours;
attend required virtual or onsite meetings;
protect student and employee information;
maintain a secure and professional remote workspace;
report onsite or travel when directed.
Employee Manual: Remote Work Policy, Work Schedule & Availability; Confidentiality & Information Security; Work Environment & Professional Standards; Employee Attendance Policy
Employees who report to the Enterprise location and do not have an assigned cubicle or office should use the workspace reservation process before reporting onsite.
Employees should follow the PALCS workspace reservation process and should not assume that an unassigned workspace will be available without using the established reservation process.
Employee Manual: Remote Work Policy, Onsite Reporting Requirements; Assigned Primary Worksite; Work Area Cleanliness and Maintenance Policy
This interactive guide is intended to help supervisors apply the Remote Work Policy, maintain effective communication, address concerns early, and know when to consult HR.
Is travel to my assigned primary PALCS worksite reimbursable?
No. Travel to and from the assigned primary PALCS worksite is considered normal commuting and is not reimbursable.
Employee Manual: Remote Work Policy, Assigned Primary Worksite; Expense Policy for Mileage; Travel Time Defined; Calculating and Reporting Travel Time
Can my supervisor require me to come onsite?
Yes. Employees must report onsite when directed by school administration or their supervisor. Employee Manual section: Remote Work Policy, Onsite Reporting Requirements
Employee Manual: Remote Work Policy, Onsite Reporting Requirements
Does remote work change my assigned primary worksite?
No. Remote work does not change an employee’s assigned primary PALCS worksite unless PALCS expressly modifies it in writing.
Employee Manual section: Remote Work Policy, Assigned Primary Worksite
Do I need to reserve a workspace at Enterprise?
Employees who report to Enterprise and do not have an assigned cubicle or office should follow the PALCS workspace reservation process before reporting onsite.
Related Employee Manual sections: Remote Work Policy, Onsite Reporting Requirements; Work Area Cleanliness and Maintenance Policy
Can I request additional equipment or supplies for my home workspace?
PALCS provides the Standard Staff Hardware Package established by IT. As of August 2026, the standard package includes:
Laptop
Docking station
Two monitors
Portable monitor
Keyboard and mouse
The standard setup is also referenced in the Home Office Tech Setup Guide.
Remote work does not create an entitlement to additional or duplicate equipment, including printers, ink, furniture, or other home-office supplies.
The Remote Work Arrangement is voluntary. If an employee needs access to equipment or resources beyond the standard package in order to perform a particular task, they may report to their assigned PALCS worksite and use the equipment available onsite.
Requests for equipment outside of the standard package will generally not be approved solely because an employee is working remotely. Any exception based on an identified operational or accommodation-related need should be reviewed with the appropriate supervisor and HR.
Can I work from anywhere?
No. Remote work must be performed from an Approved Remote Work Location that meets PALCS operational, security, confidentiality, internet, and onsite reporting requirements.
Employee Manual section: Remote Work Policy, Approved Remote Work Location
Do I need to keep my Zoom/status updated?
Employees are expected to maintain accurate availability status through PALCS-approved communication tools, including Zoom, when required by the position or supervisor.
Employee Manual section: Employee Attendance Policy
What happens if performance concerns come up while I am remote?
Remote performance concerns may result in corrective action or modification, suspension, or revocation of remote work privileges.
Employee Manual sections: Remote Work Policy, Performance Expectations; Performance Improvement Policy; Performance Management Policy
What if I need an accommodation?
Employees who believe they need a workplace accommodation should contact Human Resources. Remote work and ADA accommodations are related concepts, but they are not the same thing.
Employee Manual section: Reasonable Accommodations and the ADA
Start with your supervisor
For questions about schedule, availability, onsite reporting, meeting expectations, work priorities, and department-specific communication expectations.
Contact Human Resources
For questions about policy interpretation, accommodations, performance management, documentation, or supervisor consultation.
Contact IT
For questions about equipment, access, Zoom, connectivity, security, or PALCS systems.
Contact Facilities or the appropriate department contact
For questions about onsite space, workspace reservations, building access, or related onsite logistics.
