Common use of Telework Clause in Contracts

Telework. A. When schools are closed to students (designated virtual student learning day) due to inclement weather, bargaining unit members not designated as [designated essential or essential] may have the option to work on site or to telework, as long as the essential functions of their position can be done effectively and approved by their supervisor. Bargaining unit members will be required to maintain timely communication with their supervisor by means of communication such as telephone messages, email, virtual meetings, etc. Essential unit members may be required to report to a worksite if schools are not physically open for students. A supervisor can deny telework if the employee cannot successfully perform the essential functions of his/her job. If telework is denied, the employee may utilize earned or accrued leave until cleared to return to work. B. When an employee is required to quarantine or isolate under the direction of the health department, government entity, or by GCPS due to an exposure, the employee may be granted permission to telework only if the essential functions of that employee’s job can successfully be performed virtually. If the essential functions are not being implemented successfully, the supervisor can deny telework. If telework is denied, the employee may utilize earned or accrued leave until cleared to return to work or return to work. If applicable, the employee shall provide medical documentation that states the reason for the quarantine or isolation, the expected duration, and a medical note releasing said employee to return to work. C. GCPS will provide the necessary PPE in accordance with GCHD/CDC/MDH/MSDE guidelines; therefore, the bargaining unit member should not have to reuse any PPE without proper cleaning and disinfecting.

Telework. A. When schools are closed to students (designated virtual student learning day) due to inclement weather, bargaining unit members not designated as [designated essential or essential] may have the option to work on site or to telework, as long as the essential functions of their position can be done effectively and approved by their supervisor. Bargaining unit members will be required to maintain timely communication with their supervisor by means of communication such as telephone messages, email, virtual meetings, etc. Essential unit members may be required to report to a worksite if schools are not physically open for students. A supervisor can deny telework if the employee cannot successfully perform the essential functions of his/her job. If telework is denied, the employee may utilize earned or accrued leave until cleared to return to work or return to work. B. When an employee is required to quarantine or isolate under the direction of the health department, government entity, or by GCPS due to an exposure, the employee may be granted permission to telework only if the essential functions of that employee’s job can successfully be performed virtually. If the essential functions are not being implemented successfully, the supervisor can deny telework. If telework is denied, the employee may utilize earned or accrued leave until cleared to return to work or return to work. If applicable, the employee shall provide medical documentation that states the reason for the quarantine or isolation, the expected duration, and a medical note releasing said employee to return to work. C. GCPS will provide the necessary PPE in accordance with GCHD/CDC/MDH/MSDE guidelines; therefore, the bargaining unit member should not have to reuse any PPE without proper cleaning and disinfecting.