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Employee Telecommuting Request Form

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.

Employee Responsibilities

  • 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.

*All Fields Are Required

Steps for Requesting a Telecommuting Arrangement

  1. Duration and schedule of the telecommuting agreement
  2. Methods and expectations of accessibility, communication, and accountability with leadership and co-workers while telecommuting
  3. Technology requirements: Employee is responsible for providing any technology they do not currently have through the college (e.g. printer, scanner, cell phone, etc.)
  4. Notification of attendance at any required on-site meetings or events
  5. Maintaining the security of work-related materials including documents saved on a computer or taken off-site and safe destruction of confidential work-related documents. Refer to the college’s Information Security Policy and the additional technology-related information within the Telecommuting policy.
Make sure to give details of the proposed alternative work site. Include, at a minimum: address of the work space, description of the location (e.g. residential, office building, etc.), inventory of office equipment, square footage dedicated to work space, and photos of the work space.

Telecommuting Information

A telecommuting arrangement may be extended upon review by the leader and next-level leader.

Maximum 2 Days

Leader's Information

This telecommuting arrangement has been approved by the following leader:

You must acknowledge and click "Yes" to complete this form.

I understand that my leader will receive an email notification of this form and a copy will be kept on file with Payroll and Human Resources.