Download 3 - Center for Nonprofit Excellence

3.4 Telecommuting
Policy: Employees, with specific permission and per agreement, are allowed to
telecommute one day per month from home or off-site, for some or all of their
employment, remain subject to the terms and conditions of employment set forth in the
policies of the Center for Nonprofit Excellence and elsewhere. In addition to their
existing obligations and responsibilities telecommuters must agree to do the following:
1) Maintain a regular work schedule and an accurate accounting of what they work
on and when.
2) Comply with all of the safety regulations that apply to an office. That means
having a safe work environment free of clutter, exposed wiring, slippery surfaces,
etc. Any employee who telecommutes grants a license to the company to inspect
their work premise during normal work hours.
3) Not allow business visitors to their home or off-site work location without the
express written permission from their supervisor.
4) Understand that the policies and procedures relating to legal compliance and
ethics obligations remain in full force and effect while off-site.
5) Be responsible for any company equipment used off-site. The employee may be
responsible for the cost of repair or replacement of any equipment if handled in a
careless or reckless manner. The company is not responsible for personal
equipment used without express written authorization from the company.
6) Maintain their work product in a safe and secure environment. Any confidential
materials or proprietary information should be maintained under lock and key and
appropriately discarded. This includes any access to Center servers, databases, or
electronic materials that are and remain the proprietary information of the Center.
7) Understand that any injuries occurred at home, or off-site, are covered by the
company’s worker’s compensation insurance coverage.
The reporting
requirements for a telecommuter related to a workplace injury are the same as if
they worked on company premises.
8) Understand that the ability to telecommute is a privilege and not a right. Not all
employees and not all jobs are suited to telecommuting. Telecommuting
relationships will not be established during an employee's orientation period or
when an employee is experiencing performance problems or requires close
supervision. This policy is not intended to establish the Center as a multi-state
employer, therefore, telecommuting arrangements will only be considered for
those residing in the state of Kentucky or southern Indiana. Telecommuting from
another state for limited periods of time in cases of emergency, hardship or as
identified above as exigent circumstances, must be approved by the executive
director prior to implementation.
9) Understand that the Center is under no obligation to provide or pay for the set up
of a remote office, nor is the Center responsible for paying personal expenses,
such as a personal phone line or internet connection.
10) A telecommuting agreement normally should be voluntary and mutually
acceptable. However, there may be instances in which management determines
that there is a business need to require an employee to telecommute.
11) Arrange for proper day care or elder care services so as not to interfere with
getting your job done.
12) Remember that you are a representative of the Center no matter where you are.
Please use your best judgment at all times.
Procedure:
1) Either the employee or the Center may initiate the request.
2) If and when the executive director or designee agrees to a telecommuting
arrangement, the Center and employee should complete a formal, written
agreement, using the policy outlined above.
3) Once all required signatures have been obtained, the employee should be given a
copy of the document, and the original should be maintained by the Center as
long as telecommuting is in effect.
4) An essential element of the formal, written telecommuting arrangement will
include performance measures that are designed to ensure that the employee is
making effective use of their time. Since each person’s position responsibilities
are somewhat unique, examples of how to measure the employee’s performance
shall be tailored and agreed to as part of the telecommuting arrangement. The
telecommuter’s performance will be measured by objectives and results closely
aligned with their regular objectives and results.
5) Sample performance measures include:
 Number of telephone calls made on work project per time period;
 Number of telephone interviews conducted on work project per time
period;
 Form (e.g. internet, periodicals) and amount of time spent researching a
work project;
 Quantity of text drafted over a specific amount of time on a specific work
project; and
 Are project milestones being met as scheduled during the timeframe that
the employee is telecommuting?
______________________________________
Staff Member
________________________
Date
Approved by Board President:_______________________________________
Effective Date:
Revision Date:
SAMPLE OF TELECOMMUTE
THROUGH 12. ABOVE)
AGREEMENT
(INCLUDES
ITEMS
1.
Performance
Here is a brief summary of what I plan to accomplish:
Performance Objectives
Plan
1) Further develop training curriculum
5 courses
2) Complete draft of grant introduction
Draft
3) Contact members for “grant touch” outreach
20 members
Completed?
Approved by Board President:_______________________________________
Effective Date:
Revision Date: