Telecommuting guidelines and considerations

To ensure fair and consistent treatment, criteria and standards for approving or disapproving a telecommuting request must be established and communicated before considering any request.

All requests and approvals should 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 supervisor in advance.

日本一本道a不卡免费Employee salary, benefits and employer-sponsored insurance coverage will not change for a telecommuter.

日本一本道a不卡免费Since the employee's home is an extension of the University's workspace, the University's liability for job-related accidents will continue to exist during the approved work schedule in the employee's designated work location. For the protection of the University and to ensure that a safe work environment exists, the supervisor should retain the right to make on-site inspections at mutually agreed-upon times.

日本一本道a不卡免费University equipment in the home may not be used for personal purposes and University-owned software shall not be duplicated.

To insure hardware and software security, the supervisor before installation should approve all software used for telecommuting and only approved bulletin board systems may be contacted.

日本一本道a不卡免费Unless otherwise agreed to in writing prior to any loss, damage or wear, the University does not assume liability for loss, damage or wear of employee-owned equipment. University property that is lost, stolen or damaged from the employee's personal vehicle or home is first covered under their personal coverage. The University only provides secondary coverage. Therefore, the employee should contact their personal insurance company for appropriate expanded coverage.

Office supplies should be provided by the University 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 supervisor's approval. The University should not provide office furniture.

日本一本道a不卡免费Telecommuting is not a substitute for childcare. Telecommuters with small children should make arrangements for childcare during the agreed-upon work hours.

An employee's participation is entirely voluntary. Offering the opportunity to work at home is a management option; telecommuting is not a universal employee benefit.

The telecommuter's conditions of employment with the University remain the same as for non-telecommuting University employees.

日本一本道a不卡免费While telecommuting, the employee should be reachable via telephone or e-mail, within reason, during agreed-upon work hours. Telecommuters must notify the office if they leave their telecommuting location, much as they would inform their supervisor when leaving the traditional office during the workday.

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 and for a specified period of time.

Identify the home office expenses:

  • phone costs

  • computer equipment

  • insurance/equipment repair

  • office supplies

Be sure that the employee's home is a suitable working environment and that the employee has the specialized knowledge and expertise to work unsupervised.

日本一本道a不卡免费The supervisor must manage the work, not the worker. Methods for staying in touch and dealing with the worker's absence from the workplace should be worked out in the early planning stages.