09-12-2022 Council Packet - Laserfiche WebLink

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119 221698v1 designated work space. (3) Equipment needs for teleworking are determined on a case-by-case basis between the supervisor and employee. The City of Orono will not provide teleworking equipment unless it is justified depending on the needs of the department, division or work group and the nature of the work assignment. The decision as to type, nature, function and/or quality of electronic hardware, software, systems access, data and phone lines rests with the supervisor in coordination with the City’s Information Technology department. Equipment provided by the City is limited to authorized persons for City-related purposes. (4) Provisions of the Minnesota Government Data Practices Act and data privacy policies must be followed when performing work at a remote location. Employees will be expected to ensure the confidentiality and security of all City data accessed from or transported to the remote work site. (5) A teleworking arrangement cannot substitute for dependent or child care. The remote work site must be free of distractions including demands on the employee’s time and attention by dependents. Employees must have the same dependent care arrangements in place when they are teleworking as they would if they were working at a City office. (6) Any work-related accident, injury, or illness that occurs while teleworking should be reported immediately to the employer’s supervisor so that a first report of injury can be completed. An employee is covered by Worker’s Compensation laws while teleworking. (7) An employee’s existing insurance policy(ies) may not include coverage for liability arising out of the use of a residence for a business purpose. Employees are solely responsible for determining an appropriate level of insurance based on their own circumstances. (8) Federal and state tax implications of teleworking and use of a home office are the responsibility of the employee. (9) The teleworker’s schedule, including number of teleworking days per week, normal teleworking hours and use of vacation, personal or compensatory time will be discussed with the employee prior to finalizing the teleworking agreement. (10) Unless other arrangements are made, the employee will be expected to attend all assigned office meetings related to the performance of the job, including those held on a teleworking work day. Reasonable attempts will be made to accommodate the teleworker’s schedule. (11) The supervisor retains the right to call a teleworker into the office as needed. As such, a teleworking employee must have a designated work area that allows them to report to the office with one hour’s notice or within the employee’s normal commute. (12) Teleworkers and supervisors are expected to develop an effective communication strategy. Teleworkers must be reachable via telephone or e-mail during agreed-upon work hours.