Alternative Workweek and Telecommuting Schedules. It is the County 11 Executive’s policy to actively promote alternative workweek or telecommuting schedules wherever 12 possible. Each bargaining unit employee shall have the opportunity to request an alternative 13 workweek or telecommuting schedule. The employee shall submit the request in writing to 14 management listing the reason(s) for the request and the type of alternate workweek or 15 telecommuting schedule requested. Management and the employee will evaluate the feasibility of the 16 employee’s request. Management must consider information provided about the employee’s child 17 care and other family and transportation needs in making the decision. The decision of whether or 18 not to grant an alternative workweek or telecommuting schedule will be stated in writing to include 19 the reasons for denial or approval, according to an established list of criteria. A Labor-Management 20 committee established for this purpose shall develop the criteria that are applied when considering an 21 alternative workweek or telecommuting schedule. If a request for an alternative workweek or 22 telecommuting schedule is denied, the employee may appeal the denial in accordance with the appeal 23 process listed below. 24 Management or the employee may terminate an alternative workweek or telecommuting 25 schedule, in writing, with advance notice of thirty (30) calendar days. When management terminates 26 an alternative workweek or telecommuting schedule, the employee must receive written notification 27 stating the reason(s) for the termination. In instances where the County, due to emergency or 28 business reasons, must terminate the alternative workweek or telecommuting schedule, the County 1 will provide as much notice of schedule change as practicable. Upon receiving written notification of 2 termination of the schedule, the employee may appeal the termination of the schedule in accordance 3 with the appeal process listed below.
