#03 - Personnel Policy Update - Laserfiche WebLink

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TELEWORK 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. 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.