Procedure 4-19: Telecommuting

Procedure 4-19: Telecommuting


Telecommuting is a cooperative arrangement between the College and the employee. The telecommuting arrangement is based on the needs of the position, work group or department and the employee’s present levels of performance. Positions best suited for telecommuting generally involve the following characteristics:

  • The position has tasks or phases of work in which the employee spends most of the time working by themselves;
  • The position requires independent work. Face-to-face interaction with coworkers, leaders, and/or students is not required on a daily basis;
  • The presence of a leader at the work site is not required;
  • A majority of the work product is quantifiable and/or results can be measured by work product or output or by compliance with a deadline;
  • The employee will benefit from quiet and uninterrupted time;
  • Security measures and computers firewalls used to protect information are sufficient to protect confidential information at the remote site.

Work activities should be portable and should involve tasks that can effectively be performed outside the office. Any technology and equipment needed to perform the job off-site must be readily available.


This procedure applies to all full-time San Jacinto College staff and administrators. Teaching faculty utilize the teaching schedule established each semester.


Employees who have an established record of high performance and self-motivation are strong candidates for a telecommuting program. The employee must have a track record of using good judgment and must have above average job knowledge and technical/computer knowledge. In addition, the individual must have exhibited valuable or above on their evaluations with no documented performance or behavioral concerns within the six month period preceding the request to telecommute.

Setting performance expectations and evaluating work output are critical to a successful telecommuting arrangement. Work schedule, expectations, and a plan for evaluation should be in writing. A written agreement will address how output will be tracked or measured.

The leader shall determine that the employee’s home or other designated location provides a suitable working environment and that the employee has specialized knowledge and expertise to work unsupervised.


All requests and approvals pertaining to telecommuting must be in writing. Documentation should include:

  • The telecommuting schedule
  • Conditions and duration of arrangement

Any changes to the schedule or workspace should be reviewed and approved by the leader in advance. The leader must provide written notice to the employee that the telecommuting arrangement is being terminated or modified.

Modification or termination of a telecommuting arrangement may include but not limited to the following:

  1. Business needs are no longer being met; current coverage or staffing needs changed (i.e. an unexpected staff shortage develops).
  2. Job requirements change.
  3. Employee performance falls below an acceptable level.

The telecommuter's conditions of employment with the College remain the same as for non-telecommuting College employees. The employee is subject to all Board of Trustees’ policies and procedures, including policies relating to the confidentiality of records and restrictions on outside employment, as are other employees. Employee salary and benefits will not change for a telecommuter. However, any non-exempt employee who is approved for a telecommuting arrangement may not accrue overtime/compensatory time without leadership approval. In the event a non-exempt employee needs to work more than 40 hours in a work week, the approval of overtime will be documented before commencement of the work.

To ensure that a safe and secure work environment exists, the College may inspect the telecommuter's off-site work space, including his or her home office, at mutually agreed upon times.

Employees must also follow the standard break and lunch schedule established by the department.

College equipment in the home may not be used for personal purposes and College-owned software shall not be duplicated. To ensure hardware and software security, the leader, before installation, should approve all software used for telecommuting and only approved websites and college systems may be accessed.

Unless otherwise agreed to in writing prior to any loss, damage, or wear, the College does not assume liability for loss, damage, or wear of employee-owned equipment.

Reasonable office supplies will be provided by the College and should be obtained during the telecommuter's in-office work period. Out-of-pocket expenses for supplies normally available in the office should not be reimbursed, except by prior arrangement and with the leader's approval. The College will not provide office furniture.

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.

Offering the opportunity to telecommute is a leadership decision; telecommuting is not a standard employee benefit.

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.

Please refer to links below for information regarding ITS Technology.


Login remotely from anywhere (home, for example) via the VPN:

Use technology to communicate via Audio/Web Conferencing:

Procedure #:


Procedure Name:




Adopted Date:


Revision/Reviewed Date:

 November 1, 2016

Effective Date:

 November 1, 2016

Associated Policy: