Telework (G/P)

TELEWORK AGREEMENT

I.  Telework Procedures

These procedures must be followed when a supervisor designates a position for telework or an employee submits a request to telework.

It is at the discretion of the Austin Community College District (“ACC” or “the College) management to determine the work schedule and work location of employees. Therefore, supervisors are responsible for determining when telework is appropriate. 

     A.  Telework and the Employment Relationship

Telework is an arrangement which permits an employee to work at a location that is not the regularly assigned workplace for a defined period of time. The employee is expected to fulfill the regular job duties and maintain productivity.

Participation in telework does not alter the employee’s work relationship with ACC, nor does it relieve an employee from the obligation to observe all applicable ACC rules, policies, and procedures. All existing terms and conditions of employment apply.

Employees are expected to be available for meetings and college appointments, as requested by the supervisor. Supervisors are expected to provide the employee with a schedule of meetings or provide at least one days’ prior notice of the meeting or appointment.

II.  Telework Requirements

     A.  Criteria

1. 1. Telework is appropriate only for an employee if both the abilities of the employee and the nature of the work to be performed meet the minimum criteria set out below. Supervisors may apply more rigorous standards when determining whether the employee and a position are appropriate for telework. Telework is appropriate for an employee who:

• • • Has a thorough knowledge and understanding of their job functions;
    • Has adequate equipment required for the alternative work arrangement;
    • Has a good working relationship with the team and with the supervisor;
    • Has satisfactory performance evaluations;
    • Has successfully completed the College’s probationary period;
    • Has demonstrated the ability to accomplish their job duties with minimal supervision;
    • Has demonstrated the ability to establish priorities and effectively manage time;
    • Has a measurable or quantifiable work product;
    • Has a minimal or flexible need for specialized materials or equipment available only at the regularly assigned work site;
    • Has access to a remote worksite that is safe and free from interruptions; and,
    • Can provide the security necessary to adequately protect any ACC information and equipment used at the remote worksite.

     B.  Work Site

1. 1. Remote Work Site Requirements

1. 1. 1. Wireless networks must be protected by Wi-Fi Protected Access 2 (WPA2) enabled firewalls or routers. (Refer to your manufacturer’s user guide for setup instructions).
      2. The telework site should be free from disruptions, loud audible noise, and any other conditions that impact the quality or professionalism of the work performed and/or services provided to ACC students, faculty, and staff.

     C.  Equipment and Supplies

1. 1. Employees teleworking will be issued an ACC notebook and are expected to use ACC equipment while teleworking. Only ACC approved software shall be used for accessing ACC’s applications and systems from the remote work site. The supervisor will review the employee’s request for equipment and/or supplies and make the necessary arrangements.
   2. ACC will not be responsible for operating costs (e.g., utilities, telephone, internet service, insurance) associated with using the employee’s residence for telework.
   3. Participating employees are responsible for any equipment and software used at the remote worksite and accept financial responsibility for any lost, stolen, or damaged equipment because of the employee’s negligence, misuse, or abuse.

     D.  Emergencies

If an emergency situation arises that impacts the ability to work and it cannot be resolved remotely, the employee is expected to contact the immediate supervisor or the next supervisor in the supervisory chain.

In the event the employee is unable to continue working from home due to an emergency, the employee should advise the supervisor of the need to return to the work location. The immediate supervisor will determine the appropriate work location or schedule, or make other arrangements.

III.  Liability and Termination of Agreement

     A.  Liability

1. 1. Injuries at Remote Work Site. An employee participating in telework who is injured must notify their supervisor immediately and complete all requested documents. Workers’ Compensation benefits will apply to injuries arising out of and in the course and scope of employment. ACC assumes no liability for injury at the remote worksite to any other person, including family members or visitors who would not be in the work area if the duties were being performed at the regular place of employment.
   2. The Department of Regulatory Affairs is responsible for management and documentation of injuries of employees who are teleworking.
   3. Damages to Personal Property. ACC will not be liable for damages to the employee’s personal property or employee-owned equipment being used in telework or that may result from teleworking. 
   4. ACC shall not be held responsible for costs, damages, or losses associated with the termination of the agreement.

     B.  Termination of the Agreement

1. 1. ACC reserves the right to terminate the agreement with ten (10) ACC business days’ notice if ACC determines in its sole discretion that the telework arrangement no longer is in the best interest of ACC. ACC also reserves the right to terminate the agreement without a notice period for any violations of ACC procedure, a breach of the conditions of the agreement, or when there is a relevant change in ACC procedure or state or federal law.
   2. An employee should advise their supervisor in writing if telework becomes unworkable. The supervisor shall consult with the appropriate administrator to decide about the employee’s work location and notify the employee.

TELEWORK AGREEMENT