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Teleworking Program Policy
The University of North Carolina at Greensboro
- (Approved by Chancellor Sullivan, July 24, 2003)
This policy applies to employees who work primarily or exclusively from a remote location off campus that is neither owned nor leased by the University, such as the employee's personal residence. This policy does not apply to temporary employees, faculty members who teach on campus, or other SPA employees designated as not covered in Section 3 of the State Personnel Manual, as amended from time to time. Any employee who is teleworking prior to the effective date of this policy may be made subject to this policy's requirements at the discretion of his/her supervisor; however, all such employees must be brought under this policy no later than one year from the effective date or upon renewal of a term appointment, whichever occurs first.
Teleworking permits the University to designate employees who will work at alternate work locations for all or part of the workweek in order to promote general work efficiencies. Rules have been established by the Office of State Personnel for SPA Employees and by the Executive Staff for EPA employees so that teleworking may be offered as a work option to ensure competitive advantages with other employers and to meet the environmental and budgetary challenges of the future. To the greatest extent practicable, the policies and procedures that normally apply to the central workplace shall remain the same for the teleworking employee. Some positions have job responsibilities or functions that do not lend themselves to teleworking. Therefore, teleworking is not an option for all employees.
Once a department or unit determines that a teleworking arrangement would be beneficial in improving general work efficiencies, a written request must be forwarded to the appropriate unit head/director for review and approval. This request shall include the responsibilities of both the University and the employee. Each participant in a teleworking arrangement must sign the Teleworking Agreement, the Teleworker Assignment, the Remote Workspace Self-Certification Checklist, and shall comply with the policy provisions below:
Compensation and Benefits
The employee's compensation, benefits, work status and work responsibilities will not change due to teleworking. 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 Teleworking Program. Job responsibilities and work output will continue to follow the standards as set forth by UNCG.
Safety and Ergonomics
In a manner consistent with the UNCG Safety and Health Policy, employees and supervisors will work together to make safety an integral part of the teleworking process. The employee is responsible for maintaining the telework site in a manner free from health or safety hazards and for notifying his/her supervisor immediately of any unsafe conditions in the designated workspace, or of any pain which accompanies computer use or teleworking activities. It is very important that early warning signs of pain or discomfort are reported before an actual injury/illness occurs. It is the responsibility of the supervisor to educate the employee about potential hazards involved in the teleworking process, follow up on reports of pain or injury to improve the workspace, and take steps to mitigate or eliminate these hazards. All identified health or safety issues must be abated in a timely manner. An Ergonomics class is offered by the UNCG Office of Safety.
The employee will be covered by workers' compensation for job-related injuries that occur in the course and scope of employment while teleworking. In cases where the home and the designated workplace are the same, workers' compensation will not apply to non-job related injures that might occur at the telework site.
Materials, Equipment, and Security
Based on the type of work to be performed, the University may provide computer hardware, computer software, phone lines, email, voice mail, connectivity to host applications, Internet connectivity and other applicable equipment as deemed necessary by the employee's supervisor. Restricted access materials must not be compromised in any way and teleworking employees must take all precautions necessary to secure these materials. UNCG assumes no responsibility for the employee's personal property.
Employees are expected to perform their work during designated work hours and not engage in activities that are not work-related.
The University may terminate the Teleworking Agreement at its discretion. Under State and University personnel policies, a teleworking arrangement by management is not grievable to the State Personnel Commission or to EPA grievance committees. Items that are grievable are listed in the University's Grievance Policy and Procedures.