A.POLICY

Supervisors may implement teleworking as a work option for certain employees and/or positions based on specific criteria and procedures that are consistently applied throughout the College. The efficacy of this policy will be reviewed by the supervisor and their direct reports periodically and at least during the annual performance appraisal process. Telework may not be suitable for all employees and/or positions.

B.POLICY GUIDELINES

The Supervisor and/or Dean will review any telework requests and take the following factors into account:

• Needs of the department/division
• Needs of the employee
• Employee’s work duties and the ability to measure or assess work performed
• Availability and costs of needed equipment
• Employee’s current and past job performance, as documented in performance evaluations, including time management, organizational skills, self-motivation, and the ability to work independently
• Assessment of other employees in the department/division performing similar responsibilities to determine interest
• Effect on service to students/stakeholders
• Effect on the rest of the department/division
• Measurable objectives and results mutually agreed to by the employee and the supervisor
• Other items deemed necessary and appropriate

Telework is not an entitlement to employees. It is approved on a case-by-case basis consistent with the mission of the College and the respective department/division.

Employees should avoid combining work and personal tasks when teleworking.

All other College-related employment policies apply to an individual in a teleworking arrangement. All telework arrangements are to be documented and on file with the Office of Human Resources.