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<br />Types of Flexible Work Arrangements – Teleworking <br /> <br />Teleworking is a regular, routine arrangement that allows the employee to perform a portion of <br />their job outside of the City office. This type of arrangement specifies the number of hours to be <br />worked outside of the office and the specific days on which the work will occur. Employees must <br />be self-disciplined, self-motivated, and comfortable working away from the office and without <br />direct oversight. Positions suited for teleworking are those that can be performed successfully with <br />minimal supervision and limited face-to-face contact. Teleworking is limited to a maximum of <br />two days per week, depending on position. A reoccurring teleworking schedule cannot be changed <br />due to holidays, weather, conferences, required meetings, etc. <br /> <br />Teleworking Work Hours <br /> Core Work Hours are defined as the hours between 8:00am - 4:30pm. <br /> All employees who are teleworking are expected to be available and working during the <br />core business hours. <br /> Most employees will maintain a typical 8:00am - 4:30pm schedule. However due to <br />individual circumstances, certain employees may maintain a different 8 hours work <br />schedule with approval from their department director and the City Administrator. <br /> Any changes to the individual teleworking schedule must be communicated to all City <br />employees. <br /> All employees are required to be logged on and active on Cisco Jabber during core <br />business hours. <br /> <br /> <br />Teleworking Guidelines <br /> Each Department Director must ensure complete departmental coverage at all times. <br /> Work expectations will be established prior to authorizing the flexible work arrangement <br />status for an employee. <br /> Employees must adhere to core business hours and will not be allowed to randomly, on <br />any given day, decide what time they will start or end their work day. <br /> PTO/Sick/Vacation leave will be charged for any actual hours scheduled but not worked <br />on a workday. <br /> Modified work schedules that result in additional overtime liability will not be allowed. <br /> The employee work location is assumed to be their principal residence/home. <br /> Workers compensation is not available for accidents occurred while teleworking in <br />employee’s principal residence/home. <br /> All City of Lino Lakes’ policies, procedures, city rules, administrative directives, etc. are <br />still in effect while teleworking. (i.e. drug and alcohol policy). In addition, the City dress <br />code policy will be enforced for video conference meetings (cameras are required to be <br />on). <br /> <br /> <br />Teleworking and Childcare <br />The focus of a telework arrangement remains on job performance and meeting City needs. A <br />flexible work arrangement is not a substitute for dependent or childcare. Time spent working