A. Teleworking is available to exempt and nonrepresented employees when approved by the supervisor, following review by the human resources director, and authorization by the city manager. This chapter does not apply to employees who work from home as a temporary or permanent reasonable accommodation approved by human resources and under the Americans with Disabilities Act. This chapter also does not apply to employees of the city council or other employees subject to individual employment agreements.

B. Teleworking may be used wherever practicable. It is expected that there will be no disruption of service or decline in the quality and timeliness of internal or external services provided by the teleworking employee or the employee’s assigned department as a result of the teleworking agreement. If an employee is not maintaining satisfactory work performance, the teleworking agreement may be cancelled or not renewed.

C. Teleworking arrangements must conform to all applicable state and local laws, regulations, and policies regarding employment.

D. Teleworking is not an employee benefit or right. Employee participation in teleworking must be voluntary and agreed to by both the employee and the city. [Ord. 23-19 § 2, 2023.]