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setting. Positions suited for teleworking are those that can be successfully performed remotely <br />and require minimal supervision and limited face-to-face contact. <br />4. Criteria. Flexible work arrangements are discretionary based upon the operational needs of <br />the department, division or work group and must have prior approval by the supervisor, <br />department head and City Administrator. In some cases, a request for family and medical leave <br />or a reasonable accommodation related to a disability may be more appropriate than a flexible <br />work arrangement. Requests for flexible work arrangements will be evaluated on the following <br />criteria: <br />A. Can the employee's job duties, tasks and responsibilities be performed remotely or <br />independent of co-workers or team members? <br />B. Can the work be monitored with quantifiable tasks, quantity and quality measures? <br />C. Is there likely to be an adverse impact on customers or coworkers? <br />D. Will working remotely expose private or confidential data to an unacceptable level of <br />risk? <br />E. Has the employee successfully completed the new hire probationary period? <br />F. Has the employee demonstrated a high degree of skill and job knowledge? <br />G. Does the employee have a proven record of satisfactory job performance and attendance? <br />H. Has the employee consistently demonstrated appropriate self-discipline, self -motivation <br />and the ability to work independently? <br />I. Has the employee consistently demonstrated strong communication skills and the ability <br />to communicate with others in an appropriate form, time and level of detail? <br />J. Are there sufficient funds available to acquire needed resources? <br />5. Guidelines. <br />A. General Guidelines. <br />(1) A flexible work arrangement is a business and workplace strategy, not an employee <br />right or universal employee benefit. <br />(2) A flexible work arrangement is not a substitute for paid time off. Flexible work <br />arrangement requests are not the same as the occasional need for flexibility. Flexible work <br />arrangements generally last longer than two months and are a regular and predictable part of the <br />employee's work schedule. <br />(3) Not all requests will be accommodated and not all positions are appropriate for <br />flexible work options. <br />(4) The operational needs of the department, division or work group must be met even <br />when an employee has a flexible work arrangement. <br />(5) Performance expectations remain the same regardless of the employee's work <br />schedule or location. <br />(6) Flexible work arrangements are not guaranteed or permanent — they may change as <br />Page 124 of 151 <br />220 <br />