3.70.030 Telework request and agreement.
A. An employee engaged in routine telework must have an approved teleworking agreement prior to beginning a telework arrangement. Teleworking arrangements may be approved for an initial six- (6-) month period. If the arrangement has proven to be successful, the terms and agreement may be approved for up to twelve (12) months at a time. The department head or city manager may cancel or amend the telework agreement at any time.
B. Teleworking arrangements may be on a part-time or full-time basis.
C. Teleworking agreements should be considered only if mutually beneficial for the city and the employee.
1. The city shall consider the following when determining which positions/job classifications may be eligible for teleworking:
a. A high percentage of work can be conducted individually;
b. Collaboration and communication with colleagues can be conducted virtually;
c. Work does not require frequent in-person collaboration;
d. Work output and quality is not impacted by location;
e. Performance of the work is not dependent on specialty equipment, tools/materials and settings that cannot be reasonably accommodated remotely.
2. In deciding whether to approve an employee’s request for teleworking, the supervisor shall consider the following factors:
a. The position’s suitability for teleworking in accordance with subsection (C)(1) of this section; and
b. The employee’s demonstrated reliability, work ethic, and time management support suitability for teleworking; and
c. The mutual benefits to the city and the employee.
d. An employee may not be eligible to participate in telework if the employee was formally disciplined for performance or conduct or was placed on a performance improvement plan during the previous twelve (12) months.
D. Telework must be performed at the authorized site only and only during the authorized hours.
E. The employee must be actively working, available and accessible by email, phone, or other technology during their agreed upon work schedule. The employee is required to answer their work phone during work hours or respond to voicemail timely. Absences, which include unavailability during work hours, must be preapproved. The employee must account for all time worked and use leave, as appropriate.
F. The employee may be called into the office when necessary to meet operational needs. In such event, the department head should provide reasonable notice to the employee whenever possible.
1. An employee teleworking within Bethel will not be reimbursed travel costs if called into the office.
2. An employee teleworking outside of Bethel must have a travel authorization preapproved. Authorized expenses for telework employees traveling to Bethel include only airfare and lodging. Per diem, rental car, and incidentals are not authorized expenses paid by the city.
G. Teleworking is not intended to be a substitute for dependent care. Employees shall continue to make arrangements for child/dependent care to the same extent as if the employee was in the workplace. However, having a dependent at home will not prohibit an employee teleworking. Requests will be reviewed on a case-by-case basis. Supervisors may cancel TWAs for employees who use them to enable child/dependent care.
H. The employee will provide telework worksite ergonomic furniture and equipment and shall maintain a clean and safe working environment. Expenses incurred as a result of working a telework schedule will not be paid or reimbursed by the city, including but not limited to: usage fees for privately owned computers; maintenance or operating costs of the telework site; utility costs associated with the use of phone, internet, computer, or occupation of the home.
I. The city may provide an employee teleworking equipment such as laptop or phone.
J. An employee injured at the telework location during telework hours while performing work duties shall complete the notice of occupational illness or injury form as soon as possible but not later than three (3) days of the injury. [Ord. 23-19 § 2, 2023.]