Telecommuting allows employees to perform a portion of their job responsibilities at an alternative work site while maintaining a full-time employment schedule. The employee’s duties, obligations, responsibilities and conditions of employment with the college remain unchanged when the arrangement involves only a change in work location. Employees may consider telecommuting for up to two days per work week (unless previously authorized by the SLT).
The decision to allow an employee to telecommute is at the discretion of the employee’s leader and is determined by the nature of the employee’s position and the feasibility of performing the role successfully in an alternative environment. A telecommuting arrangement is most appropriate for a position that has clearly defined tasks, measurable work activity, and does not require the employee to be present in the office during all normal business hours.
- Maintain accurate time reporting. Exempt employees should document vacation, sick, and personal business leave time. Non-exempt employees should document all time worked and leave time in the timekeeping system.
- Non-exempt employees should obtain prior leadership approval for overtime.
- Maintain acceptable performance and demonstrate the college values.
- Telecommuting is not a substitute for dependent care. Telecommuters with dependents must make arrangements for dependent care during the agreed upon work hours, just as the employee would do if they were working in a College facility. If the College determines that an employee has responsibility for the care of a dependent during work hours, then the telecommuting arrangement is subject to immediate termination.
- While telecommuting, the employee must be accessible via telephone or e-mail during agreed-upon work hours. The employee must be available for emergency situations and may be asked to return to a College facility on short notice.
Termination/Modification of the Telecommuting Arrangement
The employee may request to terminate the telecommuting arrangement by providing written notice to their leader. When applicable, a two-week notice must be given to allow the leader time to assess operational needs and to make scheduling decisions appropriate for the department.
The leader must provide written notice to the employee that the telecommuting arrangement is being terminated or modified. Notification may be immediate depending on terms and conditions referenced in Telecommuting Procedure 4-19.