July 15, 2026 - Space Management and Flexible Work Policy Takes Effect
This new policy outlines important expectations for the management of university space and requirements for staff for documenting work locations (at a university location or remote) and flexible schedules. It is accompanied by the launch of the new Work Location and Flexible Schedule module in UAccess.
With the changing needs of a dynamic workforce, we recognize that units may need to hire and retain employees who will live and work within the U.S., but outside the state of Arizona. To continue to ensure we remain committed to our Arizona community and land-grant mission, requests for out-of-state work arrangements must meet the institutional guidelines on this page.
What Type of Employee is Subject to Out-of-State Request Process?
Subject to Request Process
Work location is outside of Arizona, or the hiring unit is willing to consider candidates who work outside of Arizona, AND EITHER:
- The arrangement will last more than 8 weeks consecutive or cumulative within a calendar year, OR
- The entirety of the employment arrangement will take place solely outside of Arizona (e.g. limited-term adjuncts)
Employees on University-Sponsored Visas
Arizona employees on university-sponsored visas must receive additional approval from International Faculty and Scholars for any work arrangements outside of Arizona, regardless of the time the employee will be working outside of Arizona.
Not Subject to Request Process
The following scenarios are not subject to the review process:
- Student worker or graduate assistants/associates.
- University of Arizona Global Campus (UAGC) employees.
- Employees who periodically travel on university-affiliated business but conduct most work in Arizona.
- Travel out of state for sabbatical approved leave, or vacation.
Employees Working Outside the US
- International arrangements have a different review and approval process. Visit the International Employment page.
- University of Arizona Global Campus remain subject to the international arrangement review and approval process.
Out-of-State Request Process
If you receive a request for an out-of-state domestic work arrangement or are considering recruiting someone located outside of Arizona, you must follow this process before initiating an arrangement.
They can determine whether formal approval is required and guide you through the process steps.
Units must work closely with Human Resources to ensure requests are reviewed and aligned with staffing plan budgets that were approved by the Office of Budget and Planning.
Once you have obtained approval from your college or division leadership, you must then submit a request memo to your respective university senior leader. The memo should include the employee's name, title, department, and specific expertise, the business rationale for the arrangement, and the expected length of time outside the state. The university senior leader will then review the request to determine whether it aligns with the university's business needs and mission.
Once university senior leadership approval has been obtained, connect with your HR team who will review and submit the Out-of-State and International Employment Form on your behalf.
Note: You must await the compliance review results before you may move forward. The compliance review may reveal necessary changes, including adjustments to compensation level or exemption status, which could affect time-reporting requirements or budgets.
For approved out-of-state arrangements, supervisors must ensure the employee's work location in UAccess reflects the approved out-of-state location. This information impacts exemption status, compensation, taxation, benefits, leave, and other aspects of employment.
New hires
HR generalists or business units should add new hire out-of-state addresses during the New Hire Transaction Process.
Current employees moving outside of Arizona
Employees should use the UAccess Work Location and Flexible Schedule module to report their new work location. This module should be completed prior to the employee’s first day of work from the approved work location.
Steps for employees to update their work location:
- Navigate to UAccess Employee.
- From the homepage, select the Personal Information tile.
- Select Work Location and Schedule from the bottom of the lefthand menu.
- Select “Add” and follow the prompts.
Supervisors will be prompted by the UAccess system to review and approve the work location once employees submit in the UAccess module.
Steps for supervisors to review work location:
- Navigate to UAccess Manager Self Service.
- From the homepage, select the Approvals tile.
- Locate your direct report's submission and select it to review.
For more information, visit the Work Modalities page.
Frequently Asked Questions
Arrangements made prior to June 29, 2023 that previously received Division of Human Resources approval may have a defined approval end date of one year or less from the arrangement start date. Units may now disregard this end date in cases where SVP approval did not specify a corresponding end date.
Arrangements remain subject to any end dates as provided by university senior leadership during approval.
No. The rules for international employment have not been changed at this time. Due to the complexity and cost of complying with country-specific laws and unique tax requirements, individual employees should not work from another country unless necessary for their position and role. However, out-of-state work arrangements related to strategic university partnerships, such as Arizona International microcampuses, are supported.
Recruitment and hiring decisions for student workers and graduate assistants are not managed by Human Resources. Student workers are expected to be working from the state of Arizona. In the exceptional cases when a student worker or graduate assistant/associate is working and living outside of Arizona, responsible units need to ensure accurate reporting of work location addresses.
Some states may require adjuncts to be paid an hourly rate. Limited term adjuncts who are working outside of Arizona in a state that requires an hourly rate must be paid a pre-determined rate which is subject to change in accordance with minimum wage laws. Units must work with their HR team to ensure that hourly adjunct positions are paid equitably to non-hourly positions.
Please contact your HR team for more information on Out-of-State Adjunct Business Processes.