Telework Policy - Interim

Archived Yes

Effective Date

Approval Date

Steward Associate VP for Human Resource Services

Approval Authority Senior Leadership Group

Full Text of the Policy

Definition: Telework is a work arrangement in which some or all of the work is performed at an off-campus work site such as the home or in office space near home. Communication may be by one of several means, such as phone, basecamp, web conference, email, etc. Equipment may be owned and maintained by the employee or by the College.

Applies to:  This policy does not apply to employees traveling for college business purposes. This policy does not apply to employees whose job description requires work from off-campus sites.   

Note:  This policy is adopted on an interim basis to respond to COVID-19. 

1. General Expectations

  • Supervisors are expected to set clear performance expectations that can be fairly assessed and are appropriate to a telework environment.
  • Supervisors and employees are expected to communicate regularly to discuss projects, progress, and outcomes. 
  • Employees are expected to be accessible during regularly scheduled work hours.
  • Ordinarily, telework should not substitute for inadequate dependent care, and employees would be expected to provide a work environment free of interruptions.  In the COVID-19 period, these expectations are relaxed.

2. Terms of Employment. A telework assignment does not provide any contractual rights to continued employment. It does not alter or supersede the terms of the existing employment relationship. The employee remains obligated to comply with all College rules, policies, practices, and instructions that would apply if the employee were working at the regular College worksite.

Work hours, compensation, and leave scheduling while teleworking continue to conform to applicable employee policies and/or collective bargaining agreements. Request to work overtime or requests to use of leave time must be approved by the employee's supervisor in the same manner as when working at the regular College worksite.

3. Intellectual Property

Work products developed or produced by the employee while telecommuting remain the property of The Evergreen State College.

4. Telework Assignment, Accountability and Performance Measurement.

Employees on telework assignments are expected to:

  • stay current regarding department and work group events, and facilitate communication with customers and coworkers who may be affected by the employee's telework arrangement;
  • keep the supervisor informed of progress on assignments undertaken at the alternate work site and any problems encountered while teleworking; and
  • structure their time to ensure attendance at required meetings as designated by the supervisor.

The supervisor is expected to facilitate communication within the work group while employees are on telework assignments.

6. Employee's Official Workstation.

The employee's official workstation on a telework day is the location agreed upon by the supervisor and the employee.  The employee may receive reimbursement for travel when on official travel status, when a travel request has been approved by their supervisor, and in accordance with College and Washington State Guidelines. Transportation costs between the employee's home and official workstation are a personal obligation of the employee.

7. Equipment, Office Supplies.

If provided, College-owned resources may only be used for College business. The employee is responsible for ensuring that all items are properly used. The employee is expected to take reasonable steps to protect any College property from theft, damage, or misuse. This includes maintaining data security and record confidentiality to at least the same degree as when working at the regular College worksite. The employee must comply with the licensing agreements for use of all software owned by the College. Depending on the circumstances, the employee may be responsible for any damage to or loss of College property.

When the employee uses personal equipment, software, data, supplies, and furniture, the employee is responsible for the cost, maintenance and repair of these items unless other arrangements have been made in advance and in writing with the supervisor. The College assumes no responsibility for any damage to, wear of, or loss of the employee's personal property and/or loss of college property or data. 

The employee agrees to return in good working order and in a timely fashion all College-owned items used at the alternate worksite upon request or when the telework assignment is discontinued for any reason.

8. Telework Site Safety and Ergonomics. Telework assignments are only appropriate when the alternate worksite is safe and ergonomically suitable. The employee is expected to ensure that the designated work area is safe and appropriately equipped.

The employee may be covered by workers' compensation for job-related injuries that occur in the course and scope of employment while teleworking. The employee remains liable for injuries to third parties and/or members of the employee's family on the employee's premises.