I. General

At the discretion of the President, the College may allow telecommuting for a limited amount of time with Presidential (or designee) approval. The President (or designee) may discontinue this policy at any time and for any reason.

Telecommuting is a cooperative arrangement, based on the needs of the College, each employee’s department, and role, that allows employees to work at alternate work locations for all or part of their workweek. The College may also require employees to telecommute, as needed, as a condition of employment. Once a telecommuting arrangement ends, employees will be required to return to their assigned workspace on campus.

The College recognizes that there may be temporary and limited instances of working remotely that do not fall under a formal Telecommuting agreement (employees should consult with line management and their unit vice president for guidance). This Telecommuting Policy should be used as guidance to management when allowing or disallowing remote work.

II. Eligibility

Generally, the following conditions must be met to approve an employee for telecommuting:

A. The employee has been in the position for at least 12 months.

B. The employee has no active formal disciplinary actions on file for the last 12 months, and

C. The employee has a demonstrated ability to work productively on his/her own and is self-motivated and flexible.

Any exceptions to this rule must receive presidential (or designee) approval.

III. Expectations and Conditions

A. Telecommuting does not change the essential functions of the role, the employee’s obligations to the College, or adherence to College policies and procedures.

B. Each telecommuting employee must continue to perform all functions of their role.

C. Telecommuting is not intended to serve as a substitute for child or adult care.

D. Telecommuting is not to be used in place of any paid leave.

E. Supervisors may require employees to report to standard work locations, as needed, at times when the employee has previously been approved to work remotely.

F. The College assumes no responsibility for injuries occurring in the employee’s alternate work location outside the agreed upon work hours or for injuries that occur during working hours, but do not arise out of and in the course of employment.

G. Workers’ compensation coverage is limited to designated work areas in employees’ homes or alternate work locations, and employees must follow normal procedures for reporting injury or illness.

H. The College assumes no liability for damages to and is not responsible for maintaining employee’s real or personal property resulting from participation in telecommuting.

I. The College assumes no responsibility for operating costs, home maintenance, or any other costs incurred by employees as a result of telecommuting.

J. The employee agrees to take all necessary precautions to protect College property, including data, from theft, damage, and unauthorized use, in accordance with College policies and procedures.

IV. Approval Process

Telecommuting is a work alternative that is appropriate for some employees and some roles, but not all employees and all positions are entitled to or guaranteed the opportunity to telecommute. Decisions to telecommute are made on a case-by-case basis, taking into consideration the likelihood of the employee succeeding in a telecommuting arrangement.

This policy applies to all eligible full-time and part-time employees, upon approval by their supervisor and their supervisor’s supervisor. Each employee seeking to telecommute must email their supervisor and their supervisor’s supervisor with a request to telecommute. The requesting employee must obtain approval prior to working remotely. The supervisor may revoke an approval to telecommute at any time and for any reason. Telecommuting arrangements must be reviewed at least once per year.

In consideration of a telecommuting request, supervisors shall analyze the nature of the role and how the work is performed. Various factors to consider are:

A. Ability to adequately supervise the employee

B. Whether any duties require the use of certain equipment or tools that cannot be replicated at alternate work sites

C. Need for face-to-face interaction and coordination of work with others, including employees, students, and the general public

D. Need for access to documents and/or other information located only in the workplace

E. Impact on service quality, student success, College operations, and/or increase workload for other employees; and

F. Any other considerations based on the needs of the College.

Related Procedures

Telecommuting Arrangement Approval Procedures

Changes

Changes approved by the president March 22, 2021

Approved by Central Piedmont Board of Trustees on March 11, 2020