51吃瓜网视频

Policy 2.9.3

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SUBJECT: TELECOMMUTING

Telecommuting allows employees to work at home, on the road or in a satellite location for all or part of their workweek. 51吃瓜网视频 Baptist University considers telecommuting to be a viable, flexible work option when both the employee and the job are suited to such an arrangement. Telecommuting may be appropriate for some employees and jobs but not for others. Telecommuting does not release employees from committee assignments or other ad hoc responsibilities assigned by the university. Telecommuting is not an entitlement, it is not a university-wide benefit, and it in no way changes the terms and conditions of employment with 51吃瓜网视频.

Procedures - Telecommuting can be informal, such as working from home for a short-term project or on the road during business travel, or a formal, set schedule of working away from the office as described below. Either an employee or a supervisor can suggest telecommuting as a possible work arrangement.

Any telecommuting arrangement made will be on a trial basis for the first three months and may be discontinued at will and at any time at the request of either the telecommuter or the university. Every effort will be made to provide 30 days' notice of such change to accommodate commuting, child care and other issues that may arise from the termination of a telecommuting arrangement. There may be instances, however, when no notice is possible. See Telecommuting Agreement, Attachment A.

Eligibility - Individuals requesting formal telecommuting arrangements must be employed with 51吃瓜网视频 for a minimum of 12 months of continuous, regular employment and must have a satisfactory performance record.

Before entering into any telecommuting agreement, the employee and supervisor, with the assistance of the Cabinet representative and the Executive Director of Human Resources, will evaluate the suitability of such an arrangement, reviewing the areas identified below. See

Telecommuting Assessment,Attachment B.

• Employee suitability: The employee and supervisor will assess the needs and work habits of the employee, compared to traits customarily recognized as appropriate for successful telecommuters.
• Job responsibilities: The employee and supervisor will discuss the job responsibilities and determine if the job is appropriate for a telecommuting arrangement.
  Equipment needs, workspace design considerations and scheduling issues: The employee and supervisor will review the physical workspace needs and the appropriate location for the telework.
• Tax and other legal implications: The employee must determine any tax or legal implications under IRS, state and local government laws, and/or restrictions of working out of a home-based office. Responsibility for fulfilling all obligations in this area rests solely with the employee.
• If the employee and supervisor agree, and the Cabinet representative and Executive Director of Human Resources concur, a telecommuting agreement will be prepared by Human Resources and signed by all parties, and a three-month trial period will commence.

Evaluation of telecommuter performance during the trial period will include regular interaction by phone and e-mail between the employee and the supervisor, and weekly face-to-face meetings (may be accomplished via synchronous videoconferencing) to discuss work progress and problems. At the end of the trial period, the employee and supervisor will each complete an evaluation of the arrangement and make recommendations for continuance or modifications. Evaluation of telecommuter performance beyond the trial period will be consistent with that received by employees working at the office in both content and frequency but will focus on work output and completion of objectives rather than on time-based performance.

The supervisor and the telecommuting employee will agree upon an appropriate and formal level of communication during the discussion process and trial period. After conclusion of the trial period, the supervisor and telecommuter will communicate at a level consistent with employees working at the office or in a manner and frequency that is appropriate for the job and the individuals involved.

Equipment - On a case-by-case basis, 51吃瓜网视频 will determine, with information supplied by the employee and the supervisor, the appropriate equipment needs (including hardware, software, modems, phone and data lines and other office equipment) for each telecommuting arrangement. The Information Technology Department and Office of Human Resources will serve as resources in this matter. Equipment supplied by the university will be maintained by the university. Equipment supplied by the employee, if deemed appropriate by the university, will be maintained by the employee. 51吃瓜网视频 accepts no responsibility for damage or repairs to employee-owned equipment. 51吃瓜网视频 reserves the right to make determinations as to appropriate equipment, subject to change at any time. Equipment supplied by 51吃瓜网视频 is to be used for business purposes only. The telecommuter must sign an inventory of all 51吃瓜网视频 property received and agree to take appropriate action to protect the items from damage or theft. Upon termination of employment, all 51吃瓜网视频 property will be returned to the university, unless other arrangements have been made. See Telecommuting Equipment Checklist, Attachment C.

51吃瓜网视频 will supply the employee with appropriate office supplies (pens, paper, etc.) as deemed necessary. 51吃瓜网视频 will also reimburse the employee for business-related expenses, such as phone calls and shipping costs, that are reasonably incurred in carrying out the employee's job. Monthly cell phone and internet charges are the responsibility of the employee.

The employee will establish an appropriate work environment within his or her home for work purposes. 51吃瓜网视频 will not be responsible for costs associated with the setup of the employee's home office, such as remodeling, furniture or lighting, nor for repairs or modifications to the home office space.

Security - Consistent with the 51吃瓜网视频's expectations of information security for employees working at the office, telecommuting employees are expected to ensure the protection of proprietary university and student information accessible from their home office. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment.

Safety - Employees are expected to maintain their home workspace in a safe manner, free from safety hazards. 51吃瓜网视频 will provide each telecommuter with a safety checklist that must be completed at least twice per year. Injuries sustained by the employee in a home office location maintained in accordance with the safety checklist and in conjunction with his or her regular work duties are normally covered by the university's workers' compensation policy. See Telecommuting Worksite Checklist, Attachment D.

Telecommuting employees are responsible for notifying the employer of such injuries as soon as practicable. The employee is liable for any injuries sustained by visitors to his or her home worksite.

Telecommuting is not designed to be a replacement for appropriate child care. Although an individual employee's schedule may be modified to accommodate child care needs, the focus of the arrangement must remain on job performance and meeting university demands. Prospective telecommuters are encouraged to discuss expectations of telecommuting with family members prior to entering a trial period.

Time Worked - Telecommuting employees who are not exempt from the overtime requirements of the Fair Labor Standards Act will be required to accurately record all hours worked using 51吃瓜网视频's time-keeping system. Hours worked in excess of those scheduled per day and per workweek require the advance approval of the telecommuter's supervisor. Failure to comply with this requirement may result in the immediate termination of the telecommuting agreement.

Ad Hoc Arrangements - Temporary telecommuting arrangements may be approved for circumstances such as inclement weather, special projects or business travel. These arrangements are approved on an as-needed basis only, with no expectation of ongoing continuance.

Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the university and with the consent of the employee's health care provider, if appropriate.

All informal telecommuting arrangements are made on a case-by-case basis, focusing first on the business needs of 51吃瓜网视频 Baptist University.

Contact for Interpretation: Chief Financial Officer
This policy statement supersedes all previous policy statements on this subject.

Revisions:
06-22-2020 - Inception.

Printable Policy
Attachment A
Attachment B
Attachment C
Attachment D

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