POLICY



I. Purpose Remote work is an arrangement that allows eligible Montgomery County employees to work in a designated area outside the office. Remote work is a cooperative arrangement between employees, supervisors, and employing departments and offered at the sole discretion of Montgomery County.II. Policy Teleworking, or remote working, is the concept of working from home or another location on a full- or part-time basis.? The Remote Work program is not an employee benefit.? Rather, it is an alternative method of meeting the needs of the department.? The department has the right to refuse to make remote working available to an employee and to terminate a remote work arrangement at any time.? Employees are not required to telework; employees have the right to refuse or opt out of telework if the option is made available.Remote work is a privilege, not a right. All County employees who work remotely must have an approved remote work agreement under this policy. A County department may have additional remote work requirements, guidelines, or procedures, provided they are consistent with the intent of this program. The employee’s compensation, benefits, work status and work responsibilities will not change due to participation in the Remote Work program. The amount of time the employee is expected to work per day or pay period will not change as a result of participation in the Remote Work program. Full-time exempt staff are to work a minimum of 40 hours per week, while nonexempt staff are prohibited to work more than 40 hours per week without prior authorization from their supervisor. Remote work does not change the duties, obligations, responsibilities, or terms and conditions of County employment. Remote work employees must comply with all County rules, policies, practices, and instructions. A remote work employee must perform work during scheduled remote work hours. Employees must handle personal business during unpaid lunch periods, as they would at the regular worksite. Employees must read the remote work policy and submit the completed Remote Work Application and Remote Work Agreement through the departmental approval process before remote work may begin. A department director may deny, end, or modify a remote work agreement for any reason, with or without notice. Similarly, an employee may end or request to change a working remotely agreement at any time. The Remote Work Policy and Program is intended to be cost neutral. The County will not provide remote work employees with materials or supplies needed to establish their alternate worksite (desk, chair, internet, cell phone, fax, copier, etc.), and assumes no responsibility for set-up or operating costs at the alternate worksite (including telephone or adequate high speed internet services, etc.). Employees will be required to agree they will have adequate means of performing their work at the same level of efficiency while performing remote work. Departments have the sole discretion to provide computer laptops, software, or to allow employees to use their personal equipment while remote working. All County rules regarding the use of computers and the internet apply while an employee is remote work, including but not limited to confidentiality of records regardless of whether the employee is using County-provided or personal equipment.III. Eligibility Eligibility for remote work is based first on the position classification (all essential job functions able to be performed remotely during the time of remote work), the needs of the organization or unit, and then the individual employee. Not every job classification nor every employee is suited for remote work. Employees with at least nine (9) months’ service with the BCC in their current role, and having successfully completed the probationary period, may be considered for remote work.Employees who are under active discipline or not meeting performance expectations/working under a performance improvement plan (PIP) are not eligible to work remotely.IV. Agreement Options Each employee participating in the Remote Work Program must sign a Remote Work Agreement which must be approved by the manager and department director. Remote work agreements can be on a regular and recurring, or an occasional, basis. Regular and recurring means an employee works away from the County worksite/office on an established day or days, and on a recurring schedule. Occasional remote work means an employee works away from the office on an infrequent, one-time, or irregular basis. This option provides an arrangement for employees who generally need to be in the office, but who sometimes have projects, assignments, or other circumstances that meet the eligibility criteria. Occasional remote work is not to be used because of bad weather or day care/elder care needs.Employees who work remotely on a regular and recurring basis must be available to work at the regular worksite on remote workdays if needed. Conversely, occasional requests by employees to change their regularly scheduled remote days may be accommodated by the supervisor if possible. Employees must obtain prior authorization to change a regularly scheduled remote day. V. Compliance with other PoliciesAll policies and procedures in effect in the workplace are applicable in Remote Work locations. These include but are not limited to the Use of County Equipment, Safety and Risk Management, BCC IT Remote Access, and any rules, policies or practices concerning confidentiality. The Montgomery County Remote Work Policy is subject to change with or without notice. ................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download