A Telecommuting arrangement allows an employee to be compensated for performing assigned responsibilities in a non-campus, non-University affiliated environment, typically their place of residence. Telecommuting requests are considered on a case-by-case basis, and are not a right or guaranteed. Final approval is granted and communicated by the Human Resources office.
Conditions Necessary to Consider an Employee to Telecommute
Telecommuting may be requested and/or approved:
First, an employee should make the supervisor aware of the desire to telecommute. If the supervisor approves the telecommuting request, the next step is for the supervisor to complete the Telecommuting Request Form . Supervisor completion of this form indicates approval. Requirements include:
Evaluation of success and continuation of telecommuting arrangement will be evaluated as circumstances suggest, but no less than twice a year.
The request form should be filled out by the supervisor. The supervisor and employee will be notified by HR when the request is approved or denied.
Telecommuting Assignment Agreement
The telecommuting assignment agreement (signed by the employee and the supervisor) should outline the supervisor’s general expectations regarding work hours, productivity/volume of work, quality of work, timelines, and any allocation of University resources.
At the conclusion of the telecommuting arrangement, an evaluation of the employee’s performance and the overall effectiveness of the telecommuting situation will be conducted and documented in the personnel file.
Use of University Resources While Working Remotely
Equipment and supplies can be made available by the University on a case-by-case basis depending on the work to be done and the availability within the department or unit.
Neither confidential information nor original University records should be taken off campus.
Access to University resources through the IWU network should be done through an approved and secure method such as VPN.
A record of University-owned equipment used by the employee remotely should be developed and retained by the supervisor for inventory and control purposes.
Employees designated by the University administration may, with 24 hours’ notice, visit the remote work site to examine workplace safety, University equipment, supplies, and records in possession of the employee.
Employee Responsibilities for University Equipment, Supplies, or Records at the remote location.
Care of the University-owned equipment, supplies, and records is the responsibility of the employee.
Copies of all records, papers, and correspondence must be safeguarded by the employee to protect them from unauthorized disclosure, loss, or damage, and for their return to the appropriate University location.
Release or destruction of any records is only done at the University location, according to statute and regulation.
The employee agrees to return such items to their appropriate campus location when no longer needed for the telecommuting assignment, or when otherwise requested by the appropriate official.
Equipment owned or provided by the employee is used at no cost or risk to the University and is maintained by the employee. Exceptions to this should be prearranged, documented, and approved by the supervisor and the appropriate vice president.
The employee is responsible for operating costs, maintenance, or any other incidental cost (e.g. utilities) associated with the use of his/her residence or other location.
Lost, Stolen, or Damaged University Equipment
If University equipment is lost, stolen, or damaged, the employee agrees to participate in any investigation and to include the University equipment in his/her homeowners’ insurance claim.
Injury During Predetermined Telecommuting Schedule
Workers’ Compensation laws may apply if the employee is injured in the course of performing official duties at the alternative work location. The University is not liable for other property damage or bodily injury that results from participation in a telecommuting arrangement.