Common use of WORKING Clause in Contracts

WORKING. 1. With the prior approval of his/her supervisor or SSA Director, a non- probationary bargaining unit employee may be permitted to work in locations outside the Board’s offices up to four (4) times per month. In order to work remotely, an employee is subject to the following criteria in order to ensure transparency, accountability, and quality customer service. 2. To be eligible to work remotely, an employee must: a. Submit to his/her supervisor via email a request to work from home at least three workdays in advance (except in cases of emergency) along with an expected workplan for that day, and receive a response from the supervisor approving the request; b. Following supervisory approval, indicate on their posted schedule when and where he/she are working off-site/at home; c. Provide his/her supervisor with full access to his/her calendar; d. Ensure his/her cell phone is turned on and he/she is accessible via phone and email during all hours he/she is working remotely just as he/she would if working at the Board’s offices; e. Use only Board-issued equipment to complete all Board-related work except when written permission is expressed by the Superintendent or his/her designee; f. Notify his/her supervisor if he/she is leaving his/her home during his/her working time; g. Forward his/her office phone to his/her Board-issued cell phone when working at home; h. Comply with all agency policies and procedures while working from home; i. Not allow working remotely to adversely affect the employee’s performance of his/her duties, obligations and responsibilities or to interfere with attendance at staff meetings, training or mentoring, or other work duties and responsibilities that require the employee’s on- site presence; j. Respond to emails, texts or phone calls in the same time frame as would be typical if he/she was working in the Board’s offices; k. If called in, be at the Board’s offices in a reasonable amount of time; l. Have a designated workspace within his/her home or other remote workplace reasonably free of distractions; m. Comply with all Board policies and procedures regarding confidentiality and must keep all documents that contain confidential information in a secured, confidential location. n. Not use remote work as a substitute for child, adult or pet care. The employee working remotely must continue to make arrangements for child or dependent care to the same extent as if the employee was working at the Board’s offices; o. Immediately report to his/her supervisor all work-related accidents and injuries occurring at his/her home office and must acknowledge the Board’s right to access the employee’s home to investigate an accident or injury that occurred at the employee’s home office; p. Immediately report to his/her supervisor and to the I.T. Manager if his/her technology (e.g. cell phone, computer, or internet) are not working properly. If the issue cannot be resolved within sixty (60) minutes and the employee is not able to work productively because of the issue, the employee must report to work at the Board offices to finish his/her workday or request to use vacation time; q. Not hold meetings with third parties at his/her home office; r. Have had an overall rating of satisfactory or better on his/her most recent performance evaluation; s. Have a satisfactory attendance record and have received no formal discipline within the most recent six-month period; t. Not be currently subject to a performance improvement plan; u. Be current on all accountability measures, except where the employee’s workplan is to become current on such measures. 3. Employees must maintain the same standards relating to productivity and quality of service whether working remotely or on-site in Board offices. The Board also reserves the right to verify the productivity and quality of service of employees working remotely, including audits to assess, among other things, remote access information (logging in/out) and system access information (e.g. Gatekeeper, ▇▇▇▇ portal). 4. The Board will not be liable for damages to an employee’s real or personal property during the course of the employee working at home. Likewise, the Board is not responsible for utility costs, home maintenance, or other costs incurred by employees who work remotely from home. 5. The Board reserves the right to suspend an employee’s eligibility to work remotely for non-compliance with this Section G or due to performance issues, lack of adherence to case-handling guidelines or accountability measures.