Employee Responsibilities and Obligations. All job responsibilities and conditions of employment apply as if the employee were working at the primary worksite. • Employees will comply with all University rules, policies and procedures that would be in effect if the employee were working at the primary worksite. Employees must notify their supervisor immediately of any situation that interferes with their ability to perform their jobs. • Employees agree to all requirements as outlined in the Hybrid Work Interim Guidelines. • Work developed or produced during remote work away from the primary worksite remains the property of Xxxxxx State University. • A hybrid arrangement is not a substitute for long-term child/dependent care. Employees are required to make child/dependent care arrangements during the agreed-upon work hours. The University may ask the employee to provide child/dependent care information. • Employees must certify that the remote work environment is safe and the same safety habits that would be used at an on-campus site are being practiced (see attached checklist and Hybrid Work Interim Guidelines. • Hybrid employees are encouraged to contact their insurance agent for any information regarding home worksites and coverage for equipment that is damaged, destroyed, or stolen. • An employee who has an approved Hybrid Work Agreement is not entitled to reimbursement for travel mileage to attend work meetings. • Tax deductions (i.e., home office deductions) are not applicable if the hybrid work is for the convenience of the employee. The employee should seek professional advice for any questions or concerns regarding tax issues. • Failure to follow policies, procedures, and practices may result in termination of the arrangement and/or disciplinary action.
Employee Responsibilities and Obligations. Employees who request a temporary, non-ADA work accommodation must adhere to all job responsibilities, conditions, College rules, policies, and procedures at all times, whether working on campus or in a remote capacity. Failure to follow policies and procedures may result in termination of this agreement or other disciplinary action. In addition, employees must agree to the following: • I will remain accessible while working in a remote capacity and are responsible for communicating with my supervisor, staff/co-workers, students, and any other stakeholders based on the requirements of the job. • I will protect any College-owned property, equipment, records, and/or materials from any (accidental or otherwise) unauthorized access, disclosure, use, modification, or destruction. • I am responsible for providing space, telephone, printing, networking, and/or internet capability at my remote work location and will not be reimbursed by the College for these, or any additional work-related, expenses. Internet access must be sufficient for the purposes of my job responsibilities. • I will maintain all confidentiality protocols to ensure that information is secure at all times. Confidential information may only be removed using electronic means that are encrypted and/or password protected. • I will follow all software licensing and copyright laws at all times. • I understand that all work, whether on campus or remote, equipment, records, and materials remain the property of Xxxxxxx County Junior College.
Employee Responsibilities and Obligations. All job responsibilities and conditions of employment apply as if the employee were working at the primary worksite. • Employees will comply with all University rules, policies and procedures that would be in effect if the employee were working at the primary worksite. Employees must notify their supervisor immediately of any situation that interferes with their ability to perform their jobs. • Work developed or produced during remote work away from the primary worksite is the property of Lake Superior State University unless altered by collective bargaining agreements. • Employees must certify that the remote work environment is safe and the same safety habits that would be used at an on-campus site are being practiced. • Remote employees are encouraged to contact their insurance agent for any information regarding home worksites and coverage for equipment that is damaged, destroyed or stolen. • An employee who is in a remote agreement is not entitled to reimbursement for travel mileage to attend work onsite. • Tax deductions (i.e. home office deductions) are normally not applicable for remote arrangement. The employee should seek professional advice for questions or concerns regarding tax issues. • Failure to follow policies, procedures, and practices may result in termination of the arrangement and/or disciplinary action. Work Details
Employee Responsibilities and Obligations. All job responsibilities and conditions of employment apply as if the employee were working at the primary worksite. • The employee will comply with all Tech Fund rules, policies, and procedures that would be in effect if the employee were working at the primary work site. The employee must notify the supervisor immediately of any situation that interferes with his or her ability to perform the assigned job. • Work developed or produced during flexplace work away from the primary work site remains the property of the Tech Fund. • A flexplace/telework arrangement is not a substitute for dependent care. The employee is required to make dependent care arrangements for the agreed-upon work hours. The supervisor may ask the employee to provide dependent care information. • The employee must certify that the flexplace work environment is safe and the same safety habits that would be used at the primary work site are being practiced at the flexplace site. • The flexplace employee is encouraged to contact his or her insurance agent for any information regarding home work sites and coverage for equipment that is damaged, destroyed, or stolen. • An employee with a flexplace agreement is not entitled to reimbursement for travel mileage to attend work meetings. • Tax deductions (i.e., home office deductions) are not applicable if the arrangement is for the convenience of the employee. The employee should seek professional advice for any questions or concerns regarding tax issues. • Failure to follow policies, procedures, and practices may result in termination of the arrangement and/or disciplinary action. Work Details Employee telephone number where employee can be reached during work hours: Employee email address from which the employee will be working: Describe how calls received for the employee during the time out of the primary work site will be handled: Describe work assignments the employee will perform at the flexplace/telework work site: Describe the job performance standards to be maintained: Plan for communication/cooperation with others in the office: Describe how the employee’s performance will be assessed and the frequency of assessments: Describe how the employee and the supervisor will communicate: Describe how communication with others at the Tech Fund and the University will be handled: Describe how communication with customers will be handled: Describe with Tech Fund and University support services will be available to the flexplace employee: If Te...
