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MD Anderson assigns Work Arrangement Designations¡ªRemote, Hybrid, or On-Site¡ªbased on job titles within the myHR/PeopleSoft system. Managers are responsible for ensuring these designations accurately reflect the operational needs of their departments and the specific functions of each workforce member¡¯s role. While default designations are determined using market benchmarks and the necessity for physical presence, managers have the authority to update or change these assignments as needed to support business and role-specific requirements. These designations may also be adjusted at any time in response to evolving operational or institutional needs.

For positions designated as Remote or Hybrid in myHR/PeopleSoft, a Remote Work Agreement is required in compliance with the and .? This agreement outlines the terms and expectations for remote work and must be renewed annually. MD Anderson reserves the right to revoke the agreement at any time based on changing business or operational demands. Remote Work Guidelines ¨C Manager and Workforce Member Responsibilities (Attachment #ATT3639) ¨C serve as a framework for maintaining accountability and clarity while working remotely.

To officially authorize a workforce member for Remote or Hybrid work, two key documents must be completed and approved: the Off-Site Authorization Agreement Form and the Remote Work Agreement Form. These documents ensure proper documentation and alignment with institutional policies before remote work can begin.

Performance Expectations

Remote and Hybrid work arrangements should be reviewed regularly to ensure that the arrangements meet MD Anderson¡¯s needs and comply with all applicable requirements. Remote or Hybrid workforce members must comply with all MD Anderson policies, practices, and instructions as addressed in Work Arrangements: Remote, Hybrid, and On-Site Policy ADM3667 and Remote Work Guidelines ATT3639. Workforce members are responsible for adhering to all departmental guidelines and instructions from managers regarding Remote work.

Performance expectations to consider no matter the work location include, but are not limited to:

Any change in productivity and/or performance;
The inability to obtain prompt response from the workforce member during established work hours; and
The existence of distractions at the Remote work site when communicating with the workforce member that, in the determination of the workforce member¡¯s manager, are disruptive to a team or interfere with the workforce member¡¯s ability to perform the duties and responsibilities of their work.

Corrective Action Standards

Regardless of where the work is performed (Remote, Hybrid, or On-Site), all members of MD Anderson¡¯s workforce must comply with all institutional policies as well as the Institutional Code of Conduct.?

All employees are responsible for acquainting themselves with performance criteria for their particular jobs, along with rules, procedures, core values, and standards of conduct established by the institution and their departments, and maintaining standards of conduct suitable and acceptable to the work environment. An employee who does not fulfill the responsibilities set out by such performance criteria, rules, procedures, core values, and standards of conduct may be subject to corrective action up to and including termination of employment in accordance with Corrective Action Policy #ADM0256.

Physical and Information System Controls

As a condition of Remote Work, workforce members at MD Anderson must ensure that their remote work location is clean, safe, and free from any obstructions or hazardous conditions. This is essential to maintain a productive and secure working environment outside of the traditional office setting.

Employees are also responsible for safeguarding MD Anderson-owned equipment. This includes protecting devices from unauthorized or accidental access, damage, or destruction. The integrity of institutional property must be preserved at all times while working remotely.

Additionally, workforce members are prohibited from conducting any in-person MD Anderson business at their personal residence. All professional interactions that fall within the scope of employment must occur in appropriate, designated settings.

To uphold MD Anderson¡¯s standards for confidentiality and information security, remote workers must comply with all relevant institutional policies. This includes maintaining privacy and security at the remote location, using secure and password-protected Wi-Fi connections, and ensuring that both MD Anderson equipment and any personal devices connected to institutional networks are properly secured. Employees must also prevent others from accessing electronic files, lock or secure paper files when not in use or when away from their remote workspace, and report any safety incidents or accidents that occur during remote work to Employee Health and Well-Being.