Alternate Worksite. Generally, the agency does not reimburse the employee for travel between the alternate worksite and the central worksite. Indicate type and address of alternate worksite: ☐ Home address: ☐ Satellite/Other address: Indicate alternate worksite telephone numbers: ☐ Home telephone number: ☐ Cell number: Assignments Supervisors set expectations for job assignments to be completed on teleworking day(s). Employees are held to the same job requirements and expectations in effect while in the central worksite.
Alternate Worksite is a place where official duties are performed away from the traditional worksite. An alternate worksite can be a designated area in a home- based office or other approved location.
Alternate Worksite. Generally, the agency does not reimburse the employee for travel between the alternate worksite and the central worksite. Indicate type and address of alternate worksite: Home: Satellite/Other: Indicate alternate worksite telephone numbers: Home telephone: Cell: Indicate features you will use while telecommuting: Call Forwarding Receptionist assistance Voice Mail Co-worker assistance How will incoming calls be handled? How will voicemail and e-mail be handled? Equipment: The agency is not responsible for any private property used, lost or damaged. The state may pursue recovery from the employee for state property that is deliberately or negligently damaged or destroyed while in the employee’s care, custody or control. Employees are advised to contact their insurance agent and tax consultant for information regarding home worksites. Personal computer equipment used to telecommute must comply with agency security policies and practices. State information stored on personal electronic equipment is subject to public records requests and agency review. In the event of equipment failure, the supervisor may immediately assign the employee to another project or worksite. The employee shall surrender all state equipment, data, and documents immediately upon request. List of equipment to be used at alternate worksite: Information Security: According to State HR Policy 107.004.050, the security level of the information used at the alternate worksite is: Level I (Published): Level II (Limited): Level III (Restricted): Level IV (Critical): Describe the measures being taken to secure the information and equipment at the alternate worksite? What is the review period for these security measures? Other Arrangements: Please describe additional conditions agreed upon by the employee and supervisor. Acknowledgment: The employee agrees to perform services for the employer as a “telecommuter.” Telecommuting is voluntary and may be terminated at any time by either the employee or employer. Telecommuting does not change the employee’s salary, job responsibilities and benefits. The employee agrees to comply with all existing job requirements and expectations. The employee shall promptly notify the supervisor when he or she is unable to perform work assignments due to equipment failure or other unforeseen circumstances. I have read and understand State HR Policy 50.050.01 Telecommuting and Teleworking, procedures of my organization and this agreement. I agree to abide by the terms ...
Alternate Worksite. If an employee does not accompany the consumers from her normal work site on such a trip and no consumer or alternative work remains at the worksite, the Employer shall attempt to provide an alternate work site while the consumers are gone.
Alternate Worksite. The alternate worksite is the member’s home of record.
Alternate Worksite. An employee will establish an appropriate, professional, and safe environment within their residence. Xxxxxx’s Promise will not be responsible for costs associated with initial setup, or ongoing maintenance of, an employee's residential office or telework location, such as remodeling, furniture, or lighting, nor for repairs or modifications to the remote office space. • Employees will maintain their telework offices in a professional manner by taking such measures as: establishing a daily schedule (with times for breaks, lunch, and start and stop times), routinely monitoring email, calls, meetings, text messages, voicemails and other technologies used for communication with colleagues, staff and supervisors throughout the day and responding within the same business day, denoting meetings in the MS Outlook calendar, and ensuring that an appropriate voicemail message is in place when the employee is unavailable. • Working remotely is not designed to be a replacement for childcare. • Employees are expected to sign our Home Office Safety Checklist and maintain their home workspace in a safe manner, free from safety hazards. Remotely working employees are expected to notify the Director of Human Resources of any injuries while performing work-related activities as soon as practicable. The employee is liable for any injuries sustained by visitors to their home worksite. • Employees may NOT work remotely from a location that is not their home (e.g., a vacation spot, coffee shop, another business or healthcare location, etc.).
Alternate Worksite. The department does not reimburse the teleworker for travel between the alternate worksite and the official workstation. Home: (Specify address and location in home) Satellite/Other: (Specify Address) Alternate worksite phone: Home: Cell: Other: BENEFITS The reason for this agreement is: Opportunity for improved employee performance Reduced commuting miles Department savings Other (explain)
Alternate Worksite. The department does not reimburse the telecommuter for travel between the alternate worksite and the official workstation. Home: (Specify address and location in home) Satellite/Other: (Specify Address) Alternate worksite phone: Home: Cell: Other:
