Telecommuting Agreement. Employees must be accessible during their telecommute scheduled work times via the manner and technology designated by their supervisor, which may include laptop computer, telephone, email, messaging application, video conferencing and/or instant messaging. Employees will make themselves available to attend scheduled work meetings, trainings, and other department activities as requested or required by the Department and/or per the telecommuting agreement. In critical or unforeseen circumstances, employees who are telecommuting may be required to attend meetings, trainings, or other work commitments in-person at the College or District.
Telecommuting Agreement. Telecommuting is encouraged but not mandated for employees, including temporary employees. Each bargaining unit member will have the opportunity to request a telecommuting agreement. The bargaining unit member must submit the request in writing to the City. The City and the bargaining unit member will evaluate the feasibility of a request through an interactive process consistent with Personnel Rule 9.2 -Telecommuting. The City will consider all information provided by the bargaining unit member, including but not limited to health and safety, childcare, elder care and other family care, equity and transportation needs when making a decision on whether to grant a request. When reporting to a primary worksite is required by an “in-office” weekly minimum policy, four hours work shall constitute an “in office” shift and the minimums may be met based on an average within a pay period. “In office” will include field work such as, but not limited to, inspections, public meetings, trainings, events and work at City designated facilities, provided the employee is in paid status and performing work on behalf of the City. The employee shall report to the employing unit's primary worksite for public-facing services when so directed. The employee shall take reasonable precautions to protect City owned equipment, if any, from theft, damage, or misuse. It remains the employer’s responsibility to insure equipment used for approved telecommuting purposes. The decision whether or not to grant a telecommuting agreement must be in writing and must include the reason(s) for the denial or approval, and provided to the employee. Supervisors will add information about telecommuting agreement eligibility to position descriptions and job postings. Working relationship between supervisor and employee, negative performance reviews and/or employee disciplinary history unrelated to telecommuting may not be considered as the sole basis for denial of a telecommuting agreement request unless the City has documented a nexus between the performance/discipline and the remote work request. Denied telecommuting agreement requests will be reported to the Union. The bargaining unit member will have the opportunity to request a reconsideration of a denial to the Appointing Authority or designee.
Telecommuting Agreement. Employees who participate in the telecommuting program must adhere to the applicable guidelines and procedures. The supervisor’s approval signifies the concurrence of the employee’s participation. The supervisor’s approval also confirms agreement to adhere to the applicable guidelines and procedures.
Telecommuting Agreement a. Because participation in the Telecommuting Program is a bilateral voluntary agreement, management may terminate an individual employee's participation in the program at any time, with or without advance written notice.
b. The employee may also request to terminate participation at any time. Management will arrange for the employee to begin working at the employee’s usual and customary Company work address as quickly as possible.
Telecommuting Agreement. Each telecommuter and the supervisor must agree to and sign a Telecommuting Agreement. This document details the telecommute arrangement and should address, at least, the following: Duration of telecommute arrangement (start and anticipated duration) Specific work location and hours (for both telecommute days and office days) Work assignments appropriate for telecommuting Amount and type of communication with office Frequency and type of performance expectations reviews Reimbursable expenses and reimbursement procedure Equipment and supplies to be provided by the Company Workspace set-up (in accordance with an ergonomic evaluation) Safety issues and accountability for injuries Title: Telecommuting Program Number: HR-2.15 Page: 5 of 7 Revision: 6 Effective Date: 11/13/2020 Telecommuter’s Safety Certification Checklist indicating the telecommuting workplace complies with health and safety requirements Security and privacy Termination requirement of the telecommuting agreement Telecommuting agreements should be reviewed and updated as necessary but at least as often as performance is formally reviewed. Telecommuting Agreements can be terminated in the sole discretion of Alyeska at any time.
