#16 - Personnel Policy Updates - Laserfiche WebLink

Home Browse Search

TELEWORK Teleworkers must comply with all applicable City rules and regulations as well as any applicable departmental rules, policies and procedures. All Teleworkers must comply with time reporting and overtime procedures as outlined in the personnel policies manual. The employee shall inform their supervisor of any absences from the teleworking location during scheduled work hours. Paid time off should be utilized as usual for illnesses, appointments, etc. as noted in Annual Leave policy. If a teleworker is found to be unavailable during their telework hours, it may be grounds for disciplinary action including termination of the telework agreement. In Accordance with Worker’s Compensation Insurance, in the event of work-related injury while teleworking, the employee is required to notify their supervisor and the Administrative Services Director and complete all necessary reports for reporting an accident/incident. Telework is not: • A viable work arrangement for all positions or well suited to all employees. • An accommodation to complete personal or other non-City endeavors during work hours. • Telework is not for the purpose of allowing an employee to provide dependent care. Teleworkers who work at home will manage dependent care and personal responsibilities in the same way they meet these responsibilities while working at their primary work location and in a way that allows them to successfully meet job responsibilities. • Telework is not a substitute for using paid time off (PTO). • Considered a contract or guarantee of continued employment. DATA MANAGEMENT AND SECURITY City owned equipment shall be treated the same as if it was in the primary work location. Internet usage on City owned equipment may still be tracked. No rogue or outside software shall be installed and the devices shall be encrypted. Software installations may only be completed by Metro-INET. Telework computers will receive standard windows and antivirus updates over the approved network connection. Teleworkers must take all necessary precautions to keep City data and information secure and to prevent unauthorized access to any City system or information from the telework location. The City’s normal data privacy and security policies and procedures apply equally to telework. Teleworkers are also responsible for complying with all federal and state laws and regulations that apply to their work. Each employee shall complete cyber security training twice annually. TELEWORK SCHEDULE AND LOCATION Telework schedules must be consistent with the Hours of Work policy. Department Directors are responsible for developing telework schedules for each teleworker on their team by balancing their department’s business needs and the teleworker’s desire for flexibility. Telework schedules should generally occur during normal work hours as defined in the Hours of Work Policy. Teleworkers are responsible for complying with all City policies, including specifically the provisions of the Payroll and Compensation Policy regarding time tracking. Travel to and from the primary work location for purposes of meetings or other work requirements shall not be considered compensable hours and mileage will not be reimbursed. A teleworker who is scheduled to work remotely on a day that is declared to be an emergency closing is expected to work remotely as scheduled. All telework locations must have an identified workspace, free from distractions, be approved in advance by the teleworker’s supervisor, and be maintained by the employee. Prior to approval of telework, the telework location may be assessed for compliance with applicable requirements. This includes home and