REMOTE WORK ARRANGEMENTS During the term of this regulation, non-instructional employees may request or be directed by their supervisor to work pursuant to a Remote Work Arrangement, provided that each of the following criteria are met: 1. The employee is employed in a position that has been classified as “remote capable” utilizing the guidelines set forth below. 2. The employee’s supervisor or manager has determined that the employee has the equipment, tools and technology available in order to effectively and productively perform certain necessary job duties from the employee’s home or other alternate location, including but not limited to high-speed internet service, utilizing the guidelines set forth below; 1 3. The employee’s supervisor and the applicable division or department vice president have determined that the proposed Remote Work Arrangement will not inhibit the College’s ability to ensure that adequate on-site staffing is present in the physical work location and/or office to which the employee is assigned; 2 4. The employee has demonstrated the competency to effectively and productively utilize available technology resources necessary to facilitate the Remote Work Arrangement; 5. Except for periods when a Remote Work Arrangement is required due to a closure of College buildings or facilities as provided below, the employee will be scheduled to work onsite or on campus for a minimum of ten (10) scheduled work days each month; and 6. The Remote Work Arrangement has been approved by the employee’s direct supervisor, the Human Resources Office and the Vice-President to which the employee’s division or department reports. REMOTE WORK ARRANGEMENTS DURING COLLEGE OR BUILDING CLOSURE In the event that the College closes, in whole or in part, during the effective period of this policy, Remote Work Arrangements may be authorized or required for designated Essential Personnel, subject to the other terms and conditions applicable to Remote Work Arrangements set forth below, for the duration of the closure. IDENTIFICATION OF REMOTE CAPABLE POSITIONS Supervisors and managers, in consultation with the Office of Human Resources, will analyze the nature of a position and how work is performed and determine which positions are appropriate to designate or approve as remote capable. Many factors should be considered in determining the feasibility of remote work capability, including the congruence of remote work with the College’s mission and goals, the ability to supervise the employee adequately, and whether any duties require use of certain equipment or tools that cannot be accommodated at a location other than a College worksite. Other important considerations include, but are not limited to: 1 This policy does not require the College to issue a laptop computer or other portable device to an employee for the purpose of facilitating a remote work arrangement. Issuance of such devices to any employee is dependent upon the availability of such technology resources and the employee’s demonstrated ability to effectively use such technology with minimal support and training. All other costs associated with an approved Remote Work Arrangement shall be the responsibility of the employee. 2 All physical work locations and offices must have sufficient staff and personnel on site/on campus during established business hours to meet student, staff and operational needs.
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