Teleworking Sample Clauses
Teleworking working at a location other than the employee’s customary worksite.
Teleworking. Working from home, or “teleworking” is permissible on occasion, for temporary, short term durations only (typically one day). The decision to allow an employee to work from home is at the Company’s sole discretion, acting reasonably and in good faith.
Teleworking. The purpose of this provision is to specify criteria for eligible bargaining unit employees of the University to work from home, a satellite office, on selected workdays.
Teleworking. Employees may be eligible to participate in teleworking options per City policy (See Addendum 1).
Teleworking. Pursuant to Executive Order 16-07, the Employer may allow employees to work from an alternate worksite.
Teleworking. Pursuant to Executive Order 16-07, the Employer may allow employees to work from an alternate worksite.
7.1 Telework, is the practice of using technology to perform required job functions from home or another alternate worksite, is a privilege offered at the employer’s discretion.that allows employees to perform their job duties at an alternate worksite, normally their home rather than their official duty station, OAH facility, other state agency or public venue. Telework is performed either on an as needed The Employer will designate which positions are eligible for the following telework options: ad hoc basis, regular part-time basis, or regular full-time basis. Offering the option to telework may help OAH recruit and retain a talented workforce, conserve OAH resources and promote ALJ work-life balance. Benefits may include improved recruitment and retention, increased productivity and morale, reduced use of sick leave, reduced parking needs and office space, and reduction of commute trips, pollutants, energy consumption, and our carbon footprint.
7.2 OAH shall make reasonable efforts to assign work, schedule hearings, and establish administrative processes so as to maximize the availability of a variety of telework options to ALJs, while continuing to meet the agency’s strategic and/or operational needs. OAH may establish reasonable policies and procedures governing when and how a telework schedule will be initially approved, and defining the standards that must be met in order to continue teleworking (collectively referred to in this article as the “teleworking requirements”). These requirements must be reasonably related to an ALJ’s job, such as requirements regarding the alternate worksite, confidentiality, technology, or the agency’s strategic and/or operational needs.
7.3 An ALJ may request a telework schedule at any time, subject to the limitations in7.7 below. If the position has been designated telework eligible under Section 7.1, OAH will not unreasonably deny the request, and the reasons for any denial will be provided to the ALJ in writing. OAH may offer teleworking authorization to an ALJ at any time, even if the ALJ has not made a request. It shall be considered reasonable to deny teleworking authorization to an ALJ who is in their first six months of employment with OAH. It shall be considered reasonable to limit the number of employees who are approved to telework at alternate worksites located outside the geographical area that includes ...
Teleworking. Teleworking is defined as a working arrangement in which the workplace is located at an alternate location than the employee’s regular office. A department may permit teleworking on a routine, temporary/ or ad hoc basis in accordance with the Employer’s Policy.
Teleworking. ACE employees shall be permitted to continue working remotely in whole day increments, while ACE and management develop formal teleworking policies through the meet and confer process.
Teleworking. Employees may, consistent with the Employer’s Telework policy, work remotely, provided the arrangement meets the Employer’s business needs. Issues not specifically addressed in this Section are governed by the Employer’s Telework policy.
(a) Eligibility
1) Because teleworking may not be feasible in every department, all telework arrangements must be approved by the Employer. The Employer will review and respond to requests on a case-by-case, department-by-department basis.
2) The Employer has the sole right to determine which employees are approved to telework, may change the conditions under which the telework is authorized, and may cancel a telework arrangement at any time, and for any reason.
3) The Employer will provide four (4) weeks’ notice of a change to or cancellation of any telework agreement, and shall consider, in good faith, any requests for accommodation by an employee who faces a hardship due to the new schedule.
Teleworking. At the discretion of the Sheriff or designee, employees may work at home electronically on an occasional or episodic basis. In such a case the employee will be expected to maintain regular work hours. Teleworking will be considered only if the employee’s specific work assignments are amenable to a telework arrangement. All teleworking must be consistent with the Thurston County Teleworking Policy (Personnel Policy 15.1).