The TSBPE may allow employees to telework when appropriate. Approval of telework arrangements is at the sole discretion of the Executive Director.
This policy applies to all employees who are eligible to participate in the telework program. Some positions may not be eligible.
Eligibility is determined by the Executive Director. To qualify, an employee must:
-
Have successfully completed their probationary period as a new hire;
-
Demonstrate the ability to work productively with minimal supervision;
-
Possess a thorough knowledge and understanding of their job duties and operations;
-
Have a record of reliable and responsible performance;
-
Demonstrate the ability to establish priorities and manage time effectively;
-
Occupy a position suitable for telework. A suitable position is one in which essential duties can be performed at an alternate location without reducing work quality or disrupting office productivity;
-
Demonstrate that they have adequate workspace, internet connectivity, communication tools, and security to maintain a proper telework environment;
-
Acknowledge that in-person state business may not be conducted at the approved telework location.
Employees must submit a written request for telework to the Executive Director for approval. If approved, the employee will sign a written acknowledgement of the terms and conditions of the telework arrangement.
A telework agreement may remain in effect for the duration of employment in the position covered by the agreement, unless modified or terminated.
All telework arrangements maintain the standard employer–employee relationship, including equivalent benefits, responsibilities, and accountability as employees working on-site.
The telework acknowledgement does not constitute an employment contract and does not guarantee employment or the continuation of a telework assignment.
Work schedules for teleworking employees will be determined between the employee and their manager and documented in the telework agreement. Teleworking employees must be available for contact during scheduled work hours as though they were at the designated headquarters. Contact may include telephone, network access, or email. The employee and supervisor will agree on expectations for communication and responsiveness.
The operational needs of TSBPE take precedence over any telework agreement. Employees must forgo telework if their presence in the office is required, even on a regularly scheduled telework day.
Telework arrangements are voluntary and may be terminated at any time by the Executive Director or Human Resources Director.
Upon termination of a telework agreement, the employee must immediately return to TSBPE all notes, data, reference materials, sketches, drawings, memoranda, reports, records, equipment, software, supplies, and any other TSBPE-owned property in their possession or control.
TSBPE will not be held responsible for costs, damages, or losses associated with the termination of a telework agreement.
Employees placed on a performance improvement plan will automatically lose eligibility to telework. They may reapply once they are no longer subject to the plan.
DEFINITIONS
- Designated Headquarters – The employee’s usual and customary TSBPE work address.
- Telework – Working from an alternate site, such as a private home, instead of commuting to the designated headquarters. Telework relies on information and communication exchanged through phones, computers, and internet-connected devices that enable an employee to perform their duties outside the office.