City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G failure, etc.), the employee must notify the supervisor immediately to receive instruction. 5.9 If an employee working remotely is unable to work because of other factors not related to the City (loss of power, loss of Internet, etc.), the employee must notify the supervisor as soon as possible and take leave to cover the period of time the employee was unable to work. In the alternative, the employee can travel to a City-assigned location to work. The employee’s travel time is not considered work time. 5.10 Employees working remotely may not engage in outside employment during the scheduled work hours. 5.11 An employee’s noncompliance or abuse of the FWA benefit may subject the employee to disciplinary action, up to and including dismissal. well as any additional hours outside of the core hours that are necessary to meet the expected number of work hours for the day or pay period. 4.5 Non-Exempt Employee - An employee who is subject to the minimum wage, overtime and record-keeping provisions of the Fair Labor Standards Act (FLSA). 5.0 ORGANIZATIONAL RULES 5.1 Department Directors have sole discretion to approve long-term FWA where employees work remotely two (2) calendar days per week or less. 5.2 Any FWA where employees would work remotely three (3) or more calendar days per week must be approved by the employee’s executive leader (Assistant, Deputy or City Manager). 5.3 FWA agreements will be reviewed at least annually to ensure the agreement continues to serve the best interests of the employee and City operations. 5.4 Despite any representations in the FWA agreement, employees working remotely must be able to physically report to a City-assigned location within three (3) hours if requested by a supervisor. When possible, supervisors should notify employees by the end of the prior workday to when the employees will be needed to report onsite to a City-assigned location. 5.5 Employees working remotely are not expected to extend the work day. Employees are not expected to be on call at all times unless that requirement is a documented expectation of the employee’s position. 5.6 Non-exempt employees working remotely must get permission from the immediate supervisor to work overtime. Employees who fail to get permission will be compensated as required, but may be subject to disciplinary action. 5.7 Employees working remotely must follow established timekeeping and leave administration procedures. 5.8 If an employee working remotely is unable to work because of an issue caused by the City (VPN

B - General Employment Policies

97