#16 - Personnel Policy Updates - Laserfiche WebLink

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TELEWORK request from an employee. The City and/or the employee may terminate a telework agreement at any time for any reason. Teleworking does not change the terms and conditions of employment such as salary, benefits, or job responsibilities and work tasks. When working from a telework location, that location will be considered the temporary place of reporting. Teleworkers work at an approved location during work hours as agreed upon by the teleworker and supervisor and will not do work at any other time or anywhere else unless approved by their supervisor. Teleworkers do not receive a special commuting allowance when working at the telework location. Overtime, compensatory time, or leave provisions contained in City policies are not altered to accommodate a telework arrangement. Teleworkers are responsible for having a designated workspace suitable for completing the work assigned. The area should be free of health and safety hazards and/or obstructions. Teleworkers are responsible for all expenses necessary to set up their telework location, including expenses associated with establishing, maintaining, and modifying workspaces and internet connectivity. Additionally, teleworkers will not receive any mileage reimbursement for commuting between their telework location and primary work location. A remote worker' s existing insurance policy may not include coverage for liability arising out of the use of a residence for a business purpose. Remote workers are solely responsible for determining an appropriate level of coverage based on their own circumstances. Federal and State tax implications of remote work and the potential use of a home office are the responsibility of the employee. If an employee has a designated home workspace, that space is considered an extension of the City's workspace during scheduled remote work hours for purposes of worker' s compensation. PERFORMANCE STANDARDS AND EXPECTATIONS OF TELEWORKERS Performance standards for teleworkers are no less than those of employees working in City offices or buildings doing the same work. If modifications to the standards are necessary, they must be discussed with and approved by the supervisor. Employees entering a telework agreement will generally have a telework schedule consistent with their work schedule and provisions of the telework arrangement. Work schedules for onsite and offsite work hours are pre-approved by the employee's supervisor if different from the arrangement specifications. Teleworkers will be as accessible and available as their onsite counterparts during their agreed upon telework schedule, regardless of work location. Teleworkers are expected to be available and working during all hours of their telework schedule. They must be available by telephone, email, Microsoft Teams, and video conferencing at a minimum. This includes, without limitation, attending scheduled meetings using applicable technology or onsite and being available to customers, clients, coworkers, supervisors, and others. Business meetings and vendor/client visits in the employee’s home are prohibited. There will be times when teleworkers will be expected to be at the primary work location on days when they have scheduled telework hours, such as for mandatory meetings and training, and when the need to conduct city business in person is necessary. Supervisors may recall teleworkers back to the primary work location during emergency situations to assist in mitigating the situation. In these circumstances, the employee can resume normal teleworking once the meeting, training, or emergency is over. Non-exempt (hourly) employees must report actual hours worked and may not work overtime or additional hours, without advance approval by their supervisor.