Common use of Overtime Eligibility Clause in Contracts

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 37.5-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week between 37.5-40 will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated 40 will receive pay at time and one-half Employee’s regular rate of pay or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtimecompensatory time off. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according Supervisor’s initials: [ ] Employee’s initials: [ ] to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the employee must be in compliance to standards set by Information Technology Services and the department for data encryption, security, anti-virus protection and other concerns. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the employee must be in compliance to standards set by Information Technology Services and the department for data encryption, security, anti-virus protection and other concerns. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from Supervisor’s initials: [ ] Employee’s initials: [ ] employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 37.5-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week between 37.5-40 will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated 40 will receive pay at time and one-half Employee’s regular rate of pay or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtimecompensatory time off. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according Supervisor’s initials: [ ] Employee’s initials: [ ] to work procedures mutually agreed upon by Employee and the their direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 37.5-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week between 37.5-40 will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated 40 will receive pay at time and one-half Employee’s regular rate of pay or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtimecompensatory time off. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks Supervisor’s initials: [ ] Employee’s initials: [ ] and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the their direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 40 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their your supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Supervisor’s initials: [ ] Employee’s initials: [ ] Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all Corporation/University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to Research Corp/University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of Corporation and/or University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all Corporation/University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 37.5-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week between 37.5-40 will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated 40 will receive pay at time and one-half Employee’s regular rate of pay or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtimecompensatory time off. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks Supervisor’s initials: [ ] Employee’s initials: [ ] and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the employee must be in compliance to standards set by Information Technology Services and the department for data encryption, security, anti-virus protection and other concerns. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 40 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Research Corp or University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the Supervisor’s initials: [ ] Employee’s initials: [ ] employee must be in compliance to standards set by Information Technology Services and the department for data encryption, security, anti-virus protection and other concerns. Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all Corporation/University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 40-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week up to 40 hours will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime40 will receive pay at time and one-half Employee’s regular rate of pay. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their your supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according Supervisor’s initials: [ ] Employee’s initials: [ ] to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all UniversityCorporation-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to Research Corp/University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of Corporation and/or University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all Corporation/University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 40-hour work week will require Supervisor’s prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week up to 40 hours will be eligible for straight time pay and hours worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime40 will receive pay at time and one-half Employee’s regular rate of pay. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their your supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks Supervisor’s initials: [ ] Employee’s initials: [ ] and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all UniversityCorporation-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to Research Corp/University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of Corporation and/or University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all Corporation/University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 40 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Research Corp or University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the employee must be in compliance to standards set by Information Technology Services and the department for data Supervisor’s initials: [ ] Employee’s initials: [ ] encryption, security, anti-virus protection and other concerns. Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all Corporation/University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 40 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their your supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of Corporation and/or University Equipment – Upon Separation. Employee acknowledges that all Supervisor’s initials: [ ] Employee’s initials: [ ] materials/equipment that may be provided to them by the Corporation/University shall remain Research Corp/University property. Upon the employee’s separation from employment, all Corporation/University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all Corporation/University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to Research Corp/University or which constitutes University Corporation property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of Corporation and/or University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all Corporation/University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 40-hour work week will require Supervisor’s time prior written approval. All worked hours must be reported appropriately through the timekeeping system. Xxxxx worked in a work week in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime40 will receive pay at time and one-half Employee’s regular rate of pay. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks Supervisor’s initials: [ ] Employee’s initials: [ ] and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is ExemptNon- exempt/Not eligible Eligible for overtimeOvertime. For non-exempt positions, any additional hours worked beyond the Employeestandard 40-hour work week will require Supervisor’s time prior written approval. All worked hours must be reported appropriately through the timekeeping system. Hours worked in a work week in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime40 will receive pay at time and one-half Employee’s regular rate of pay. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus site Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according Supervisor’s initials: [ ] Employee’s initials: [ ] to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisor. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned Supervisor’s initials: [ ] Employee’s initials: [ ] to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.

Overtime Eligibility. Employee will continue to work in pay status while telecommuting. This position is Exempt/Not eligible for overtime. For exempt positions, the Employee’s time worked in excess of 37.5 hours per workweek is not compensated or considered overtime. By signing this agreement, Employee indicates their understanding that, as an exempt employee, they are not eligible for overtime. Performance Standards. Employee shall continue to meet all performance standards (e.g., productivity; quantity; quality; responsiveness to phone calls, emails, texts) applicable to on-campus Employees. Work On-Site. Employee may be required to work on-campus or on-site, for a period or periods of time, with sufficient advance notice, whenever deemed necessary by their supervisorUniversity. Work assignments. Employee shall complete, in a timely manner, all assigned tasks and assignments. Employee will meet via telephone and/or video conference with their immediate supervisor to receive assignments and tasks and to review completed work as necessary or appropriate. Employee will complete all assigned work according to work procedures mutually agreed upon by Employee and the direct supervisor according to guidelines and standards stated in Employee's performance plan and employee’s job description. Telecommuting work Work will be evaluated through monitoring assignment and project deadlines, responsiveness to client communication, and volume of work completed. Missed deadlines, unreturned calls and emails and projects not completed within assigned timeframes (among other standards/parameters) may be cause for review of this agreement and appropriate disciplinary action. University equipment. In order to successfully work in a remote setting, Employee must have access to necessary resources, as well as be available via telephone and email. Equipment provided by the employee must be in compliance to standards set by Information Technology Services and the department for data encryption, security, anti-virus protection and other concerns. Return of University Equipment – Upon Separation. Employee acknowledges that all materials/equipment that may be provided to them by University shall remain University property. Upon the employee’s separation from employment, all University-provided materials/equipment (including copies of documents) shall be directly returned Supervisor’s initials: [ ] Employee’s initials: [ ] to the Supervisor within 14 calendar days of the effective date of the employee’s separation. If applicable, the return of all University property includes cooperating with Employee to ensure the return or secure destruction of all electronically stored information (“ESI”) related to University or which constitutes University property, including any such property or work product electronically stored on Employee’s personal computer or other electronic devices. Employee agrees not to modify or delete any such ESI without first notifying their Supervisor or authorized designee and receiving prior written authorization to modify or delete such ESI. Return of University Property – Upon Return to On-Campus Location. If the Employee’s telecommuting status is discontinued and they are permitted to return to perform on-site or on-campus, then Employee shall return all University-provided materials/equipment to Supervisor before they commence on-site or on-campus employment.