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TELEWORK It is the policy of the City of Lake Elmo to permit employees, under certain circumstances, to conduct work remotely. Telework is intended to provide a flexible work location for eligible employees and business- related benefits to the City, including attracting and retaining a skilled workforce, supporting continuity of operations, and maximizing efficiency and cost savings. Telework arrangements are a business and workplace strategy, not an employee benefit or employee right, and approval or denial is at the sole discretion of the City. Telework may not be an option for all employees depending on factors that may include but not be limited to, employee job performance and current job duties, the business needs of the department and its customers. This policy guides the practice of working from locations other than City office buildings or properties and provides standards and expectations for all City telework arrangements. Teleworkers will always be cognizant of the public's expectation of efficient, effective, and responsive service from all City employees. Both actual and apparent conflicts with this expectation must be avoided and the existence of any such conflicts will result in termination of the telework arrangement and/or disciplinary action. City work conducted by employees at a non-City work site as required by their functional job responsibilities is not considered telework (e.g., building inspectors at a building site, firefighters on a call). Exempt staff performing incidental tasks (e.g., checking email, responding to voicemails, etc.) while on unpaid time (e.g., Paid time off, or after work hours) is not considered telework. DEFINITIONS Telework: A work arrangement approved by the department director and city administrator that permits employees to work offsite in their homes or other approved location other than City buildings or properties. Teleworker: An employee who is authorized to work remotely. No employee may telework exclusively. Onsite worker: An employee whose job cannot be performed from a telework location and/or who is not authorized to telework or chooses not to telework. Telework location: An approved location other than City buildings, typically an employee’s home, at which the employee is authorized to telework. Primary work location: The City building which is the employee’s assigned work location when working onsite. All employees will have a primary work location and must be prepared to work at that location when required. Telework Schedule: Work arrangement, including hours and days of work, agreed to by the teleworker and the department director, reflected in the Telework Agreement, during which the employee will be working remotely. Telework schedules may vary by job or employee but will generally be consistent with those of their department and colleagues. TELEWORK OPTIONS Routine/Long-Term – a telework arrangement that lasts for more than four (4) weeks where employees may work remotely up to two (2) days per week. Telework days are regular, scheduled agreed upon days that do not vary from week to week (e.g. every Tuesday). Emergency/Short-Term – an unexpected telework arrangement where employees may temporarily work remotely due to varied circumstances. The arrangement must be beneficial to the City and will be approved on a case by case basis. This work agreement must meet all requirements of the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), and disability insurance claims, if applicable. Situational/Intermittent – May be planned or unplanned. Telework days are approved by the supervisor on an as-needed basis. Employees wishing to have this telework arrangement must complete the telework agreement prior to requesting any intermittent telework days. For example, an employee may work from home when there is inclement weather, they have a repair service coming to the home, or they want 48 12/2024