The University recognizes two general types of telework arrangements: Occasional telework: Occasional telework requests are approved on a case-by-case basis, are infrequent, and are not regularly scheduled. These are created when Minnesota Management and Budget determines that statewide standards outside the scope of Administrative Procedures need to be established and memorialized. Employees who work out of state or out of the country in one location for more than 30 days need workers’ compensation coverage specific to that location. Telework evaluation process Telework-related policies and practices University policy permits employees to telework when approved by the employee’s supervisor or other designated official. Please see below for further information: Students; Faculty and Staff; Students. Ad hoc telework is performed on an occasional, one-time, or irregular basis and is usually driven by the situation (e.g. 4. Human Resource policies cover staffing, workforce relations, pay, classification, leave, and employee benefits. Monday - Friday: 8:00am to 5:00pm. In deciding approval, the supervisor should consider the frequency of the employee’s occasional telework requests, the success of meeting any prior telework goals and objectives, the details included in the specific request, and the employee’s performance. Test your technology(s). DOD telework policy can be found in DOD Instruction 1035.01, Telework Policy. Supervisors should consider: The supervisor documents approval on the submitted Telework Plan and Agreement Form and provides a copy to Dean’s Office Human Resources Manager for placement in the employee’s personnel file. https://www.hhs.gov/about/agencies/asa/ohr/hr-library/990-1-2/index.html For information on general liability insurance issues relating to telework, contact Risk Services. Employees must be in a Full Time Equivalent (FTE) position. We must all be vigorous in our efforts to continue serving the residents of our state. University of Washington | Dept. Telework should not be used to provide active care for a child or other dependent. … VII-1.01-GC. Please refer to the Department Telework Plan (May 10, 2018) for the Department-wide telework policy. Request procedures: Employee’s should make this request by email to their supervisor at least two days before the day(s) that telework would be conducted. Both supervisors and employees must understand and comply with the following policies: Reasonable steps must be taken to ensure that University property is used in compliance with APS 47.2, Personal use of University Facilities, Computers, and Equipment by University Employees. When evaluating the request, the supervisor must determine that the employee can effectively perform the job duties of the position while flexworking. Wireless Mobile Device User Agreement. The TMO, who is designated within the Office of Human Resources, assumes the duty of gathering information on Telework from various internal sources and reporting findings to OPM. The TMO shall: (1) Advise the Secretary of Agriculture, Mission Area/Agency Heads, and Staff Office Directors in the development and implementation of policies, programs, and oversight of the USDA Telework Program; OPM recently released the Telework and Dependent Care Guidance to Human Resource Directors.. Telework Policy The University has a formal University Telework Policy (HR Policy #805 (new window)) covering Staff and AAP employees. * Note that requirements for in-person attendance can override telework agreements. Approval must be documented, which can be done by email. Regular telework agreements should be reviewed at a minimum of every six months, and always during the annual performance evaluation. Sign the . Telecommuting Policy Addendum in Response to COVID-19 COVID-19 Pandemic Employee Work Location and Leave Policy. Elaine Rabelo Neiva E-mail address: firstname.lastname@example.org Universidade de Brasília - UnB Brasília, DF, Brazil. are questioning telework in the design process and push them to give ideas on how it could work — not, just why it won’t be easy. You can find state agency telework mandates in … Request procedures: In these circumstances, telework for non-essential employees is allowed for one day without prior approval from a supervisor. Changes and renewal process: Changes to a regular telework plan can be made at any time throughout the cycle, but employee-proposed changes are subject to supervisor approval. Telework refers to an arrangement where an employee works from home or from another location away from the normal workplace. The arrangement is intended to benefit the employee without putting undue burden or added expense on the supervisor, team or department. 2. Your agency Human Resources (HR) group is ready to provide guidance, consultation, and technical assistance to support expanded use of telework in your organization, please contact your agency’s HR group for support. Depending on the details of the arrangement, telework constitutes either a portion of the employee’s work time or all of it. Welcome to the City and County of San Francisco's telecommuting webpage. of Pediatrics Human Resources Telework Guidelines 2019 OCT 24 Telework Plan and Agreement Form This document is intended to ensure that both the supervisor and the employee have a clear, shared understanding of the employee’s telework arrangement. Click here for guidance on HR flexibilities and authorities related to Coronavirus Disease 2019 (COVID-19). It can also reduce commute trips and address space restrictions. Gov’t-furnished equipment, property, and supplies Reimbursement of phone and internet expenses Maximum telework frequency; Approval/Denial process; Be specific when stating your expectations. Occasional telework may be used when an employee: Note: Employees who are unable to work at their regular location due to their own or family member’s illness or injury should generally use sick time off for this purpose. Once it is determined that the request can be approved, it is time to document the telework agreement. 1. The telework agreement should require that the employee immediately report any damage to University equipment. Some employees may be better prepared than others to manage the unique requirements of teleworking. Either an employee or a supervisor can suggest telecommuting as a possible work arrangement. Regular telework: Regular telework arrangements are for ongoing telework and must be supported by a written agreement that specifies the requirements and details of the arrangement. Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. The Telework Policy is administered by the HRS Director or in the case of faculty members whose normal work assignment warrants regular work at an alternate off-campus location, by the Provost & Executive Vice President or designee (hereafter referred to as Provost). UMGC Policy on Establishment and Assignment of Staff Job Groups and Employment Status Groups. Agency telework policies establish the basic guidelines for telework eligibility and the application process. 2019 Status of Telework in the Federal Government Report Released. With a thoughtful plan in place, telework can benefit not only the employee but also the supervisor, the team and the University in general. Telework Managing Officer & Coordinator Manager Employee. Renewal of regular telework agreements will be considered prior to the expiration and should be documented with an updated University HR Telework Plan and Agreement Form, and a copy should be provided to the Dean’s Office Human Resources team. Each telework arrangement is unique depending on the needs of the Key Points. For additional information regarding DETO guidance from the U.S. Department of State, Executive Branch Federal agency representatives should send an email to DETOPolicy@State.gov. HR/LR Policies are formal statements of principles issued by Enterprise Human Resources or Labor Relations which address topics of importance. Definition: Telework that is scheduled and recurring, is for a documented period of more than three days up to one year, and is not part of a disability accommodation. University of Washington | Dept. Note: the following policies and procedures are only applicable to staff within the College of the Environment Dean’s Office. Typically of short duration (one to three days). FLSA violations. These would be determined on a case- by-case basis in consultation with the employee’s supervisor. Contingency planning for any meetings or other “in-person” work the employee was scheduled for the day(s) the employee needs to telework. The employee will supply any additional hardware and any specialized software required for remote work, and will be responsible for peripheral equipment repair and maintenance. Employees should email their request to telework to their direct supervisor as soon as the need is known, and include the following details: Approval process: Supervisors respond to the employee’s email to document approval. Here are additional links to other UW policy resources: Manual Chapter 2300-600-1 NIH Telework Policy; Manual Chapter 2810 NIH Remote Access Policy; HHS Instructions 990-1.2 HHS Telework Policy; OPM Telework.gov; OPM Guide to Telework; OPM Washington, DC, Area Dismissal and Closure Procedures with Telework Responsibilities The answer depends. The arrangement can last for a defined period or can continue indefinitely with regular review. Dress appropriately (if video conferencing) — Dressing for success is no less important for remote interviews. The following checklist is designed to assess the overall safety of an alternative worksite. Proclamation 20-46.2; Proclamation 20-46.1; Proclamation 20-46 The Office of Human Resources (OHR) is currently reviewing this policy. Sensitive data should not be placed on a personal computer or device but instead should be accessed via secure remote access technology. Human Resources Order 1200.1: Reduction in Force, DOJ Order 1351.1C (PDF) Telework Policy Statement (PDF) Telework Request Form (PDF) Policy Memos and Guidance. For unit policies and procedures, please contact the administrator in your specific unit. As noted in the guidance, “Employers who avail themselves of this option must provide written documentation of their remote onboarding and telework policy for each employee.” Agencies should keep a record of their overarching policy and procedure surrounding this process, to be made available to DHS if requested. Protect laptops and other remote devices from theft, protect them with a login password, and enable encryption when possible. State Government Human Resource Management State HR Policies, Rules and Laws Teleworking allows team members to work from home, on the road or in a … As described in the University HR Telework policy and process guidelines, there are two common types of telework, “Occasional” telework and “Regular” telework. Requests to telework as a disability accommodation are handled through the disability accommodation process. Welcome to UW Finance. Employees should also attest that they have a suitable alternate location for conducting telework. Skype, phone), Circumstances requiring on-site attendance. Supplies needed to complete assigned work at the home worksite are to be obtained when the employee is on campus. The intent of this guidance on telework and dependent care is to provide Federal agencies with the appropriate tools to serve a contemporary workforce in a manner that meets the needs of employees while being responsive to agency mission requirements. Even if the employer is offering telework, a high-risk employee could decline it in favor of leave or unemployment. D Telework Agreement. In order to demonstrate consistency and equity within the unit, it is important the denial is explained to the employee and based upon policy, impact on unit operations, and/or the employee’s work record. Employee Relations. For example, an employee might request to telework for one day so they can greet a repair person or receive a delivery at home, or to allow focused time to work on a project, etc. UMGC Policy on Recruitment, Selection, and Probation. Employees and supervisors should discuss actual work accomplished at a later point and document any need to claim time off for hours offsite and unable to work. Telework should serve a clearly defined work purpose aligned with Dean’s Office goals and objectives. Before early March, Utah’s staff offices had telework policies and IT systems in place, but employees were telecommuting on a much smaller scale, says Rebecca Smyrniotopoulos, senior human resources generalist in the Office of Legislative Services. Agency telework policies establish the basic guidelines for telework eligibility and the application process. University policy permits staff employees to have a flexwork arrangement when the employee’s supervisor (or other designated official) evaluates the flexwork request and approves it. AF Form 4433, US Air Force Unclassified. OPDIVs and … Telework that is the result of a disability accommodation is not covered by this policy. UW Human Resources’ Telework Policy and Process I have read and understand the Dean’s Office Telework Policy telework policies [To be posted] I have read and understand APS 47.2 Personal Use of University Facilities, Teleworking may be new to some District employees, but many organizations have teleworked for years. of Pediatrics Human Resources Telework Guidelines 2019 OCT 24 Telework Plan and Agreement Form This document is intended to ensure that both the supervisor and the employee have a clear, shared understanding of the employee’s telework arrangement. UW Finance helps people who change the world through collaboration, consultation and financial stewardship. These include: Effective Date: March 9, 2020 Working during COVID-19. Review information about equipment insurance. V. Employee compensation and benefits (including leave and holidays) are not affected by the Telework arrangement. Telecommuting is not available for all employees. Sample Office Policy Template; Tips for Managing a Virtual Team; Resources. Telework participation must be added to the employee’s Performance Plan, if applicable, as part of the annual Performance Eval uation process. The Dean’s Office recognizes “Unanticipated” telework as a third type of telework that may occur without prior approval for limited durations and only in the circumstances described below. Organizations should pay particular attention and prioritize employees who are high and medium risk. The intent of the Proclamation is to give employees control over how best to remain safe. When evaluating a telework request, supervisors should consider whether the employee has a record of satisfactory performance in the workplace and has demonstrated the ability to: Before approving a telework request, consider any changes needed to ensure your team continues to meet its objectives. This form can be adapted to unit requirements as necessary. There may be exceptional situations where the Dean’s Office will provide equipment on a temporary basis or support some costs. Lock your computer and other devices when they are unattended. It is important to clearly communicate to all employees that teleworkers are selected on the basis of their job functions and their work performance characteristics. This checklist can be used by Telework Managing Officers and Telework Coordinators to develop agency-specific checklists. Search Results; Telework policy and process. Director, Office of Human Resources Management, or his/her designee, shall serve as the Telework Management Official (TMO). UMW may designate employees to work at alternate work locations for all or part of their workweek in order to promote general work efficiencies and meet operational needs. IT Resources for Telework and Attending Class Remotely Main page content . Definition: Telework that is not regular or recurring. Telework and Dependent Care Guidance. Agencies are responsible for ensuring compliance with the provisions of this policy. It is the policy of the agency that teleworking is a business practice that provides benefits to WSDOT, its employees, the economy and the environment. Get the Info. Dean’s Office staff employees should follow the applicable procedures below based on the type of telework being requested. University of Washington Human Resources. Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. Contact Claim Services for information regarding coverage. Nothing in this policy nor these procedures should be construed to contradict the University HR Telework policy and process guidelines. processes while reducing costs associated with office space. Telework is a win-win for the employer and the employee! Both types require approval from a supervisor before commencement. We strive to be a dynamic oganization that anticipates emerging needs and delivers exceptional service anywhere, anytime. HR/LR Policies are formal statements of principles issued by Enterprise Human Resources or Labor Relations which address topics of importance. Some key communication and connectivity practices to discuss are how to forward office phones to an alternate phone, check voice mail remotely, use Husky OnNet and other software. The work employees do while teleworking remains subject to University and other applicable regulations including the Washington State Public Records Act. PSU has an established telecommuting policy that recognizes the value of telework and is endorsed by senior management. Definition: Telework that is unplanned, beyond the employee’s control, and occurs on short notice. If you have employees who are now working from home, a policy specific to this public health emergency may address the following areas: Utilize collaboration tools and videoconferencing Employees who are teleworking need to be just as reachable as if they are in the office and should follow UW-IT best practices for securely accessing University and College resources remotely. Department of Human Resources One South Van Ness Avenue, 4th Floor San Francisco, CA 94103 (415) 557-4800. University of Washington Human Resources. Use Campus Computers from Home. Implementing Instructions for Federal Responses to Domestic Violence, Sexual Assault, and Stalking (PDF) Employment. Identify technology resources available; Start the discussion by explaining IC policy. Telework is an important step forward towards better family friendly conditions of employment. Requests for unanticipated telework beyond one day requires prior approval. Telecommuting can be used during short-term illness or convalescence periods but must be pre-approved by Human Resources. When evaluating the request, the supervisor must determine that the employee can effectively perform the job duties of the position while teleworking. © 2020 University of Washington | Seattle, WA, University of Washington Human Resources Home, HR Benefits, Analytics & Information Systems, Professional & Organizational Development, Child care at UW Medical Center – Northwest, Nannies, after-school programs and assistance programs, Specialized home loans & down-payment assistance, Homebuyer education and home loan discounts, Priority access rentals & affordable housing near UW campuses, Professional staff temporary position (PSTP), Has a personal need at home, such as meeting a service technician that cannot be done outside business hours, Has a temporary workplace disruption, such as office remodeling or inclement weather, Has other circumstances approved by the supervisor, Accomplish job duties with minimal supervision, Communicate effectively with clients, stakeholders, and team members, A work schedule that specifies telework days, location and hours, Required methods of communication specific to telework (e.g. Immediately report any loss of equipment or potential data breach immediately to your supervisor as well as. Each telework arrangement is unique depending on the needs of the position, supervisor, and employee. With the evolution of information technology certain work that is usually performed at the employer’s premises, can now be carried out away from those premises on a regular basis. UMGC Policy on the Human Resources Management Program. 3. These are created when Minnesota Management and Budget determines that statewide standards outside the scope of Administrative Procedures need to be established and memorialized. Most notably, performance expectations, schedule for telework hours, overtime, compensation and vacation schedules must conform to existing County, Department and/or temporary telework related policies, guidelines and procedures, as well as the provisions within the respective Memoranda of Understanding (MOU) or Salary Resolution. Need more information? Approval Process 4. This page describes the expectations around telework/remote work and procedures for Dean’s Office staff employees to request permission to participate in telework. Considerations may also include the employee’s readiness for telework. Each telework arrangement is unique depending on the needs of the position, supervisor, and employee. A supervisor should establish a review period after which a decision can be made about ongoing telework. Coordinate telework access requests through the Unit/Group IAO to obtain the proper equipment and network permissions. A: Under the current statewide model policy, it is up to each state entity to determine whether or not they will provide reimbursement for telework related expenses when they implement their departmental telework policy. Supervisors must determine the feasibility of a proposed telework arrangement before approving it. Approved by the president’s cabinet: 7/20/10 Adopted by the board of trustees: 10/20/10 Last reviewed: 9/5/19 Policy contact: Human Resources Related policies and procedures Telework Policy and Procedure UMW considers teleworking to be a viable alternative work arrangement in cases where the job requirements are best suited to such an arrangement. Together We Will. We strive to be a dynamic oganization that anticipates emerging needs and delivers exceptional service anywhere, anytime. Location & Directions DOD Components may also have supplemental telework policy with specific Component requirements. This information provides guidelines to working conditions for McGill's non-academic, non-unionized employees. Develop a plan today for how you can support your staff while they telework. Telework often improves job satisfaction by increasing job flexibility, allowing the University to retain valued employees who might otherwise change jobs. UW Finance helps people who change the world through collaboration, consultation and financial stewardship. Per the State of Washington Human Resources, yes. Here are five legal pitfalls you’ll want to look out for when drafting a remote work policy. HR consultant. OUS policies, rules and practices shall apply at the telework site, including those governing communicating internally and with the public, employee rights and responsibilities, facilities and equipment management, financial management, information resource management, purchasing of property and services, and safety. Extensions/changes: If the need for telework extends beyond three days, follow the procedures for Regular Telework as documented above. Iara Nunes E-mail … on certain days of the week or under specific circumstances). Just another University of Washington Human Resources site. The goal of a telework agreement is to ensure that both the employee and supervisor have a shared understanding of the telework arrangement. Students, faculty, and staff employees can access most of the classrooms, … Telework is defined as an alternative workplace arrangement which provides employees the opportunity to work at a place other than their regularly assigned work location. VII-1.00-GC. Supervisors should work with the employee to evaluate their request to telework, considering business needs of the unit, communication, and impact of remote work on other team members. Telework arrangements do not change salary, benefits, job responsibilities, leave policies, or other terms of employment. For overtime eligible employees, certain activities, such as travel to and from required meetings that occur during scheduled work time, are included as hours worked. COVID-19 Telework Resources The Centers for Disease Control and Prevention (CDC) reports that teleworking is one of the most effective ways employers can help reduce the spread of COVID-19. ... accommodation process. Search the University of Washington's Institution-wide policies, orders, and rules or choose a Resource in the right column to go directly to its Table of Contents. Refer to the Infant at Work Policy (Chapter 31 of the Human Resource Desk Manual) and local HR Consultant regarding the Infant at Work Program telework option. Some employees may not be eligible due to specific job requirements, impact on a team, or performance concerns. Emergency employees (Tier I) report for duty onsite and on time, as scheduled, and remain for the duration of their tours of duty unless otherwise directed by their supervisor. POLICY A. a one-time project that requires intense concentration). Teleworking provides opportunities to improve work-life balance, reduce commuting time and costs, and enhance the University’s ability to attract and retain top talent. You can work with your telework coordinator to fully understand the relevant policies and procedures. If question exists about the potential effectiveness of the arrangement, a supervisor may consider allowing the employee to telework on a pilot basis. It is recommended that supervisors discuss any concerns about the proposed regular telework with the employee at this point in the process, if any. Dean’s Office data and work products should not be placed on an individual computer or device but instead should be accessed and stored on the Dean’s Office shared drive or other shared secure data management system via secure remote access technology. OHR is consolidating and updating the format of policies to reflect changes in state law that took effect on July 1, 2015. 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