Telework Frequently Asked Questions

Any regular County employee who meets all of the following requirements is eligible to telework:

• The work assignment allows them to be out of the office, their job is independent in nature, and doesn’t require frequent face to face interaction. 
• Has Departmental approval to participate in the program as shown by having all signatures on the Telework Agreement. 

Yes.

You are responsible for the maintenance and repair of your own personal equipment. If you are unable to work due to equipment issues, contact your supervisor.

In most cases, you will follow your normal process. However, you should discuss the acceptable procedure with your supervisor/manager before you begin your telework arrangement.

The frequency or need to report into your office should be discussed with your supervisor/manager and specified in your telework agreement before you begin your telework arrangement. You may still be required to report to your office from time to time due to business necessity.

An employee may be required to report to the office due to business necessity, even though it is a scheduled telework day. When possible, advance notice should be provided, however it should be understood that urgent or emergency situations may not allow for prior notice.

Due to your remote work location, documentation of your work may be necessary to adequately assess or track your progress on work assignments/projects.

This will be dependent upon the telework agreement you have with your supervisor/manager.

• Children/dependents: Teleworking is not a substitute for child or dependent care. Adequate child or dependent care arrangements shall be made to assure the teleworker’s work time remains uninterrupted.
• Co-workers: No. If it is necessary for you to meet with your co-workers, the meeting should be held at a County work site.
• Supervisor/Manager: Yes, your supervisor or manager can make on-site visits at any time during your regularly scheduled work hours. However, supervisors are encouraged to inform you, prior to arrival, unless there is reason to believe abuse of the telework arrangement.
• Others: During your regularly scheduled work hours, you are expected to fulfill the duties of your job, per the telework agreement, despite the presence of others at your telework site. 

You are expected to follow the same confidentiality standards as you would if you were working at your County office site.

Changes from your regularly scheduled work hours must be preapproved by your supervisor/manager.

Arrangements for flexible work schedules are subject to supervisor/manager approval. Since telework at the teleworker’s home may create opportunities for unique schedules.

Departments may designate required core work hours.

This will be defined in the telework agreement you have with your supervisor/manager.

This will be defined in the telework agreement you have with your supervisor/manager.

No.

Yes.

Yes. If you have a personal non-medical emergency, you must obtain supervisor/manager to be absent from work. If the emergency involves a medical emergency, seek medical attention immediately and report the incident to your supervisor/manager as soon as possible.

No. Participating in the telework program is neither a right nor an entitlement but a tool for the Department to allow flexibility in work options.

This would be dependent upon individual circumstances. Please refer to the Reasonable Accommodation Process and discuss this possible option with your ADA Coordinator.

Teleworkers may be impacted by changes in their home expenses as a result of telework. The employee is responsible for all utility costs incurred while working at home.

The Department is neither responsible for the payment of utilities (gas, electricity, water, internet, etc.) nor home maintenance costs.

Business related telephone charges (long distance, toll charges, etc.) should be discussed between the supervisor and teleworker.

The Department may reimburse needed job-related calls made during work hours.

Call the County’s IT help desk at 874-5555 to report a connectivity problem.

Inform your supervisor of the situation and discuss alternative work assignments to be completed at home, report to the office or request the use of leave balances.

Requests to work overtime, use sick leave, vacation, or other leave balances or to alter the work schedule must be pre-approved by the employee’s supervisor/manager in the same manner as when working at your regular office work site.

Your telework schedule will be discussed and agreed upon prior to the start of your telework arrangement. Policies regarding work hours remain the same as when reporting to the office. 

Work hours, overtime compensation, and vacation schedule will conform to the County Personnel Ordinance, Labor Relations contracts/MOU provisions, Fair Labor Standards Act (FLSA), and other applicable laws and rules.

The employee and supervisor/manager may agree to any additional terms of participation, except that those terms may not conflict with nor violate the laws/provisions stated above.

Any accident must be brought to the immediate attention of the supervisor/manager.

Worker’s compensation coverage for job-related accidents is the County’s responsibility during the employee’s telework hours, on the premises as well as off premises if traveling on County business.