But of course, there are plenty of other benefits to be gained from such a work arrangement, especially for career-and-family-minded working moms who feel overstretched. And the University of Minnesota study found that telecommuters are healthier and less stressed. On average, people who work from home get an extra hour of sleep every night , have higher energy levels, and have less stress overall. The extra hours in my day are spent taking my boys to school, having lunch with them, and spending quality time together, instead of stuck behind the wheel of a car, or at the office gulping down lunch in between emails.
So, with National Telework Week fast-approaching, why not take this opportunity to reconsider your work arrangement and try out telecommuting? For anyone looking to find a better balance between work and personal life, to reduce commuting costs and time, and to be more environmentally friendly, this is the perfect chance to make a big impact with minimal effort.
Standard Work Week - the standard workweek is defined as a. Monday through midnight Sunday. Job expectations including job responsibilities, number of work hours, and performance standards must not be reduced or impaired because of a Telework, Flextime and Compressed Workweek schedule. Telework, Flextime, and Compressed Workweek authorization may be suspended, changed, and cancelled at any time at the sole discretion of the College.
In the event the authorization is suspended, changed, or cancelled, the supervisor will meet with the employee promptly to review the reason s for the change in status. Employees who are working with an approved Telework, Flextime, and Compressed Workweek schedule shall not conduct personal activities, such as caring for dependents, performing household chores, or conducting any form of private business or nonprofit activities during scheduled work hours. The additional; criteria are required for approval of Telework, Flextime and Compressed Workweek schedules, and may be subject to exceptions approved on a case-by-case basis by the area vice president:.
Employees in positions that are designated as eligible for overtime must have advance approval from the supervisor to conduct overtime work.
The College will provide necessary office work supplies, equipment, and technology sufficient to perform assigned work for an employee authorized to use Telework, Flextime and Compressed Workweek schedules.
The employee is responsible for the ethical and responsible use and stewardship of College equipment and supplies at all times, consistent with applicable policies and law.
An employee may apply for a work schedule that combines aspects of Telework, Flextime and Compressed Workweek schedules. The same criteria, guidelines, and procedures are required for each request. Skip to the content Welcome to Fall Quarter! Policy Working from an approved alternate work site away from campus, Telework and flexible work hours Flextime or Compressed Workweek may be authorized for any position when reviewed, determined appropriate and approved by the supervisor and the area vice president.
Telework Telework, Flextime and Compressed Workweek schedules must not result in a reduction of service to customers including students, clients, and co-workers, or cause reduced productivity for any employee. Compressed Workweek A Compressed Workweek schedule may be established to allow an employee to work a schedule that reduces the number of days worked in a week by increasing the number of hours worked each day in that week.
Purpose This policy is established to provide guidance for employees and supervisors for requesting, approval and implementation of a telework, flextime and compressed workweek schedule. To Whom Does This Policy Apply This policy applies only to classified and administrative exempt College employees and does not apply to faculty and continuing education instructor positions.
References U. Fair Labor Standards Act — 29 C. RCW Procedural Guidelines Requirements for Approved Telework, Flextime, and Compressed Workweek Job expectations including job responsibilities, number of work hours, and performance standards must not be reduced or impaired because of a Telework, Flextime and Compressed Workweek schedule. The signed document or printed email shall be maintained by the supervisor in a desk file and a copy sent by email to the employee and Human Resources.
The additional; criteria are required for approval of Telework, Flextime and Compressed Workweek schedules, and may be subject to exceptions approved on a case-by-case basis by the area vice president: A classified employee has successfully completed their probationary or trial service period and achieved permanent status in their current position.
An exempt employee has successfully worked at TCC for at least six 6 months. Any employee must be able to return to work from their remote worksite location to the primary designated work site on campus determined necessary by the supervisor and area vice president.
Written notice of required return to work on campus shall be given to the employee at least five 5 calendar days prior to the effective date. Positions Eligible for Telework, Flextime, and Compressed Workweek Essential and primary job functions for the position do not require regular face-to-face supervision or interactions with customers, clients, students, members of the public, or co-workers.
Reception, front counter, and laboratory supervision positions are generally unacceptable for telework, flextime and compressed workweek. The position and employee can meet students, public, and other internal and external client and co-workers' needs productively when working from a remote worksite Positions that primarily enter data into a shared system for access by others may not be a suitable position for telework, flextime and compressed workweek, unless such work can efficiently and securely be accomplished from the remote worksite The position has written and objective measures for productivity, such as specific and time-sensitive tasks, quantity of work, and due dates that must be completed accurately in a timely Employee Eligibility for Telework, Flextime, and Compressed Workweek Demonstrated abilities to work independently and productively, be self-directed, self- motivated, focused, organized, dependable, and develop collaborative working relationships with supervisors and co-workers.
The employee is personally responsible for ensuring the remote work environment provides necessary safety, confidentiality, and privacy for College work at all times. The claim filing process will be specific to the state in which the injury occurred. The College does not deduct PFML deductions or report hours and wages for employees whose work location is out-of-state. Technology, Equipment, and Work Supplies The College will provide necessary office work supplies, equipment, and technology sufficient to perform assigned work for an employee authorized to use Telework, Flextime and Compressed Workweek schedules.
Process Steps The process for establishing a Telework, Flextime, and Compressed Workweek Work Hours Agreement are: Employee completes and signs a Telework, Flextime, and Compressed Workweek Request form and forwards the completed form to their supervisor for approval.
The supervisor reviews the request and determines the required equipment, work arrangement, expected productivity outcomes, and method for monitoring the success of the proposed arrangement. The supervisor must meet with the employee to discuss the Request and confirm all necessary details before it is approved or denied.
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