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 6.3 Department Directors shall evaluate a number of factors in determining which positions are eligible for FWA. These factors include, but are not limited to: dependence on onsite equipment; degree to which work duties can be completed with online platforms or technology; impact on internal and external stakeholders; and the need for face-to-face interactions. See appendix 5.12 Employees working remotely must manage dependent care and other household obligations in a manner that allows the employee to successfully complete assigned job duties with minimal distractions. 5.13 Departments may reassign or repurpose onsite work spaces based on an employee’s FWA. 5.14 An employee’s home office or remote work space is an extension of the City’s primary work location. Employees working remotely are responsible to equip the remote work space. Employees must provide a chair, desk, basic supplies and Internet. Employees working from home must have a safe, ergonomic location and all of the necessary equipment to perform the assigned duties. Any City equipment or property used by employees working remotely must be returned to the City immediately if the FWA ends or the employment relationship ends. The City is not responsible for the costs of any home maintenance or construction associated with employees’ use of the remote location. The City will not reimburse the employee for the cost of utilities or Internet service. 5.15 If a job-related injury occurs while working remotely, the employee must report the incident as soon as possible and follow all of the established procedures for reporting and investigating workplace incidents. Employees who claim a job-related injury while working remotely must allow an inspection of the home or remote work space in response to the incident. The City is not responsible for injuries to third parties that occur in employees’ homes or other remote locations. 5.16 FWA agreements do not alter the employees’ at-will status. Employees remain employed at will. 5.17 The City’s personnel policies apply in full effect to all employees regardless of where the work is performed. 5.18 Employees must take reasonable steps to prevent unauthorized access to City information and documents. Employees who work remotely are responsible for preserving and disposing of public records as required, even those records that exist on employees’ private devices. 6.0 PROCEDURES 6.1 The employee or the employee’s immediate supervisor may request approval of a FWA from the Department Director. 6.2 If approved, a written agreement must be mutually agreed between the employee, the employee’s immediate supervisor and the Department Director. If the FWA calls for work from home of more than three (3) calendar days per week, the written agreement must also be approved and signed by the employee’s executive leader (Assistant, Deputy or City Manager). See appendix document, Flexible Work Arrangements Agreement .

B - General Employment Policies

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