11-17-2021 Council Packet - Laserfiche WebLink

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100 Workers’ Compensation Employees working from a location within their home are responsible for maintaining their work environment as a safe and productive workspace. Workers’ Compensation will apply only to injuries arising out of and in the course of employment as defined by Minnesota Workers’ Compensation Law. The City is not responsible for injuries unrelated to such work activities that might occur in the defined off-site work location or elsewhere. Services and Equipment Equipment needs for remote work are determined on a case-by-case basis between the supervisor and the employee. The City will not provide remote work equipment unless it is justified based on the needs of the department and the nature of the work assignment. The City does not provide home internet service to support remote work arrangement, nor does it guarantee access to a computing device for the arrangement. Remote work employees are responsible for ensuring the protection of the City’s equipment and information accessible from their homes or other remote workspaces. All employees must follow the city Computer Use Policy found in this Personnel Policy and Metro-INET policies that can be found on their website at https://support.metro-inet.us/policies. No on-site after-hours support will be provided by Metro-INET. City Policies Employees who work remotely must adhere to all of the City’s normal policies and procedures. Especially relevant are those policies related to information technology, computer security and data protection. Salary and Benefits Workflex does not impact an employee’s salary, benefits or seniority. Workflex should not result in a non-exempt employee working over 40 hours in each week, and it is still the employee’s responsibility to monitor hours closely to avoid overtime, unless prior supervisor approval is granted. A. Holidays If a holiday falls on an employee’s scheduled day off as a result of Workflex, the supervisor will work with the employee to make appropriate schedule adjustments to accommodate the holiday. Employees must continue to use paid leave time as appropriate. Employees participating in Workflex will continue to receive the same number of holiday hours. Workflex arrangements should not result in additional overtime liability during a holiday week except in extenuating circumstances as authorized by the City Administrator. B. Special Circumstances Employees may be required to periodically revert to the normal workday schedule (5 days a week) and location (in office) in order to ensure department or division coverage during periods of extended vacation or sick leave, or other circumstances as deemed appropriate by the employee’s