Telework Agreements Clause Samples

Telework Agreements. ▇. ▇▇▇▇▇ to commencement of regular and recurring Telework arrangements, the supervisor and the employee must request approval to Telework using the form at Appendix C. Written approval or disapproval normally will occur, within 10 (ten) workdays of submission by the employee, but no later than 15 workdays. If disapproved, the employee will be provided with a written explanation of the reason. If approved, the employee must complete and sign a Telework Agreement (copy at Appendix D) that outlines the terms and conditions of the arrangements. The purpose of the Telework Agreement is to prescribe the approved alternative worksite, Telework scheduling, and to address personnel and security issues. If the agreement is for work from home, the employee must designate one area of the home as the official workstation, and must sign a self-certification safety checklist (copy at Appendix E) that proclaims the home safe. Appendix F must be completed by the supervisor and employee to ensure proper understanding of the Telework Program. B. Individual participants may terminate their personal Telework agreement by giving advance written notice. C. Telework agreements will normally be approved on an annual basis and will be extended unless the employee or the employee’s position no longer meets the eligibility requirements to Telework. The Employer may modify or terminate a Telework arrangement if that arrangement is having a demonstrated undue adverse impact on work operations or performance. When practicable, the supervisor or manager will provide written notice prior to the cancellation of participation in order to provide adequate time for conversion back to the official duty station. New Telework agreements are not required simply because a new supervisor or approving official is assigned to an organization.

Telework Agreements a. Prior to commencement of telework agreements, the supervisor and the employee must complete required telework training and sign a Telework Agreement that outlines the terms and conditions of the agreements. The purpose of the telework agreement is to prescribe the approved alternative worksite, telework scheduling, and to address personnel and security issues. The employee must designate one area of the home as the official workstation, and must sign a safety checklist that proclaims the home safe. b. Individual participants may terminate their personal telework agreement by giving advance written notice. c. The supervisor may modify or terminate a telework agreement if that agreement is having a demonstrated undue adverse impact on work operations or performance.

Telework Agreements. 1. All approved telework arrangements must be documented on a Telework Agreement using the automated form in use by the Agency. 2. The Parties have developed a mutually-agreeable Telework Agreement form that is consistent with this MOU. Management will seek the Union’s input on changes to the Telework Agreement form and the Parties will ensure changes are consistent with this MOU. 3. Telework Agreements remain in effect until a change is initiated. Employees will not be required to recertify Telework Agreements annually. 4. Permanent changes (e.g., change in position, supervisor, or change requested by management or employee) will require a new or updated Telework Agreement to be completed. For situations when an employee gets a new supervisor but remains in the same position with the same duties, a new agreement is required, but Management will continue to offer the same telework terms (type of telework, number of days or equivalent hours) unless there is a business need to alter the terms or the employee requests a change.

Telework Agreements. A. An employee requests telework by submitting the following documents to their supervisor: 1. NA Form 3040, Telework Agreement. 2. Certificate of Completion from the NARA Learning Management System demonstrating successful completion of the training course, “Telework Fundamentals -- Employee Training.” 3. An employee seeking a telework arrangement as a reasonable accommodation should follow the process outlined in NARA 303. B. For all requests, except 100 percent telework and reasonable accommodations, the supervisor will respond within 10 work days. C. Employees may request a remote work arrangement for their current position. The employee will submit a written request to their supervisor who will route the request to the appropriate deciding official. The employee must also provide NA Form 3039, Cost Benefit Analysis, demonstrating that the requested arrangement is in the best interest of the Government, except as provided in Section 2D of this Article. The Agency will consider a remote work request and respond to the employee within 15 work days. If the request is denied, Management will inform the employee of the reasons for the denial.

Telework Agreements. Telework Agreements shall be in writing only for those full-time faculty members who have been granted approval from the Telework Committee for extenuating circumstances of one year or less. The agreement shall address the following:

Telework Agreements. 1. Supervisors are responsible for ensuring that telework agreements are renewed annually, and that all information on the form is current and accurate at all times. 2. If an employee changes positions, supervisor, approved telework location, or if any other terms or conditions of the telework agreement, it is the supervisor’s responsibility to cancel the telework agreement or issue a new telework agreement immediately. 3. Supervisors must ensure that teleworkers are working from the approved telework location on their telework agreements, unless the supervisor has approved the employee to temporarily use an alternative work site. 4. If an employee is on a 100 percent telework agreement, the supervisor must review the agreement at least 60 days before the end of the duration, and determine whether continuing the agreement is in the best interest of the Government. If not, the supervisor must cancel the agreement. This provision does not apply to positions that were filled through competitive vacancy announcements that were advertised as 100 percent telework eligible or to positions that were converted to 100 percent telework due to permanent facility closures.

Telework Agreements. A. The employee must request telework using the appropriate System of Record prior to commencement of any form of telework. Written approval or disapproval will normally occur within 10 (ten) workdays but no later than 15 workdays. Approved requests result in an agreement in place for one year but no more than two years. B. Disapproved requests require written justification to the employee of the reason. C. Terminated agreements require written justification to the employee of the reason. Telework agreements are normally reviewed annually and typically renewed unless the employee terminates their agreement or no longer meets the eligibility requirements described in Section 3. Participants may terminate their agreement at any time by providing a written notice in the System of Record. The Employer may modify or terminate a telework agreement for any of the following reasons: A. Changes to mission requirements; B. Any negative impact to work operations resulting from telework; or C. Changes in organizational or individual performance. When practicable, the supervisor or manager will provide written notice prior to termination in order to provide adequate time for conversion back to the official duty station. New telework agreements may be required upon the assignment of a new supervisor to an organization. The new supervisor may use his or her discretion in approving, disapproving, or modifying existing telework agreements according to mission requirements.

Telework Agreements. 21 A. The County encourages the use of telework in situations where it will be to the 22 mutual benefit of employees, the County, and the public. The County maintains a Personnel 24 shall control the terms related to teleworking. 25 B. Each telework assignment should be reviewed for costs and benefits, such as 26 the nature of the job, equipment requirements, and expected results. The telework assignment 27 should not create additional costs, risk or hardship to the County. As such, all employees 28 approved for telework shall be prepared to work from home when scheduled to do so. 29 1. In the event of a curtailment or closure of operations, employees on 30 previously agreed to hybrid and routine telework schedules, can be directed to telework 31 regardless of whether it was a date they were originally scheduled to be onsite. Such changes 32 will not be considered a change in “work location” and are therefore excluded from any 1 additional compensation and notice provisions. Notwithstanding this provision, the County 2 understands that employees may have extenuating circumstances such as power or internet 3 outages at home or an imminent evacuation order that precludes them from being able to 4 telework from home. In such situations, the County will treat the employee the same as an 5 employee not on a routine or hybrid telework agreement including direct an employee to work 6 at an open facility in the event of a partial closure or curtailment or alternatively, with supervisor 8 C. The employee’s supervisor will provide a written response to an employee’s written 10 period of time. If an employee’s telework agreement is rescinded, the supervisor will provide a 11 written explanation including the reasons why the agreement is being rescinded. 12 D. A telework assignment may be denied or rescinded due to business needs 13 and/or performance issues. Prior to rescinding a telework assignment due to performance, the 14 employee must have been given prior notice and opportunity to correct said performance issue. 15 E. Denials and recensions of telework agreements may be appealed to the Department

Telework Agreements. Each eligible employee who requests to telework must complete and sign the electronic FAA Telework Agreement. A. The Telework Agreement documents the employee’s and Front-line Manager’s commitment to adhere to applicable guidelines and policies and must be in place before the employee begins teleworking. B. A change in an employee’s Front-line Manager requires a new or modified Telework Agreement; however, an employee’s Telework Agreement will not be modified or terminated by the new manager without written notice to the employee stating the reason. C. Upon receipt of the new Front-line Manager’s intent to modify or terminate the existing Telework agreement, the employee may request reconsideration of that decision by the second-level manager in accordance with this Article. Until the second-level manager decision is received, the employee’s current Telework Agreement remains in effect. D. Telework Agreements must be reviewed and renewed annually. The Agency may also review a Telework Agreement if a change in circumstances no longer meets the criteria in Section 8. A change to an employee’s Alternative Worksite(s) requires a resubmission of a Telework Agreement for consideration using the criteria established in Section 8.