Policy AM-200-13 Telework Policy

The purpose of this Policy is to establish the rules for the use of an alternate work location for employees to perform their usual job duties away from their assigned main office location. The alternative work arrangement is intended to help the City recruit and retain excellent employees; to provide more flexible work arrangements for eligible employees; and to assist in the community effort to reduce outdoor air pollution and traffic congestion attributable to automobile travel. The Policy serves to provide an effective way to meet the needs of the City, its employees, and the community.

This Policy applies to all eligible full-time and part-time employees who have successfully completed the City’s initial probationary period and who have satisfactory job performance.

Participation of employees in the telework program will vary among Agencies depending upon the operational business needs of the particular area and the functions and responsibilities of employees. Initial determination of an employee’s eligibility to telework is at the discretion of the immediate Supervisor; however, the ultimate decision to allow an eligible employee or a group of employees within the agency to telework is at the discretion of the employee’s Agency Head. In determining whether an employee is eligible to telework, the Supervisor and Agency Head must consider whether: <ul> <li>Service delivery to internal and external customers will be maintained;</li> <li>The Agency will maintain adequate coverage during normal business hours;</li> <li>The employee has satisfactorily performed their job responsibilities prior to their telework request as evidenced through current observations and their most recent performance management plan evaluation;</li> <li>The employee demonstrates the ability to work independently;</li> <li>The position has clearly defined deliverables and measurable tasks and productivity may be effectively quantified with minimal supervisor observation;</li> <li>Confidentiality will not be compromised and the arrangement does not require the physical removal of confidential files from the workplace; and</li> <li>Increased employee engagement will be supported through improved work-life balance.</li> </ul>

Teleworking is not appropriate for all employees and no employee is entitled or guaranteed the opportunity to telework or to the continuation of telework. An employee is not eligible to telework if:

The City will not purchase or reimburse a teleworking employee for equipment necessary to function in a teleworking environment. Employees may use their own technological equipment provided no cost is incurred by the City and it complies with the City’s electronic communications and security requirements.

Each Agency Head shall ensure that all employees eligible to participate in the telework program and all Supervisors/Managers of teleworkers participate in a telework training program offered by the agency or the telework training program offered by the Department of Human Resources (“DHR”). Employees eligible to telework must successfully complete the telework training prior to entering into a Telework Agreement.

Violation of this Policy may result in disciplinary action, up to and including termination of employment. All employees are required to promptly report violations of this Policy to the Agency Human Resources Practitioners.

This Policy was issued pursuant to <em><cite data-path="§AM-002-1">AM-002-1</cite></em> and <em>002-1-2 Administrative Manual</em> wherein the Department of Human Resources recommended changes to the Administrative Manual to the Board of Estimates for approval.

The Department of Human Resources reserves the right to revise or eliminate this Policy at any time. The City’s Board of Estimates reserves the right to approve proposed policy revisions or eliminations as determined by the Department of Human Resources.