PURPOSE: To comply with Executive Order 01-03 (establishing a strong telecommute and flexible work hours program to help reduce traffic congestion and improve quality of life)

This procedure applies to all employees.

A telecommuting arrangement can be initiated upon the employee’s request. Supervisors must determine the feasibility of the proposed telecommuting arrangement, then work in conjunction with the employee to come up with a telecommuting agreement. Not all work situations are suitable for telecommuting and not all proposals will be approved.  Online instruction is not considered telecommuting.

The Telecommuting Agreement form can be (found here). Once completed by the employee and approved by the supervisor and the appointing authority, the supervisor will keep the original document on file and provide a copy to the employee. Unless otherwise noted, the agreement will be re-evaluated and updated as appropriate, at least on an annual basis. At any point prior to the expiration date, the supervisor and employee may mutually agree to revisit the agreement and make any changes as necessary.

The capacity to telecommute varies with each role. Telecommuting is limited to a maximum of three days per week. There may be exceptions, subject to approval by the appointing authority. The employee agrees to remain accessible and responsive during designated work hours and understands that the supervisor retains the right to modify the agreement on a temporary basis as a result of operational necessity. Employees may be required to report to work on a telecommuting day if required by the supervisor. The supervisor will provide as much advanced notice as possible. When on-site work is required, the telecommuting employee is solely responsible for any travel-related expenses. Work hours and scheduling will be assessed and made on a Pacific Standard Time (PST) basis. Telecommuting employees’ work time will follow all applicable Collective Bargaining Agreements and/or district policies and procedures.

Subject to supervisor approval, the employee’s department may provide the general office supplies needed by the employee to complete job duties. SCD is not responsible for any costs incidental to working at home including, but not limited to, the following: WiFi network, utilities, etc. The employee agrees to use SCD-owned property for official college business only. Any property provided to the employee remains the property of SCD and must be returned by the end of the same day as the termination of the Telecommuting Agreement. Employees are liable for any intentional damage to loaned equipment and all costs related to the preparation or use of the alternate worksite. The contents of any personal computers used to conduct official college business remains subject to the Washington State Public Records Act and other applicable regulations.

Supervisors will make appropriate arrangements to ensure telecommuting employees have access to campus resources such as, but not limited to, network files, telecommunication services, etc. Employees telecommuting are responsible for reasonable precautions necessary to keep sensitive information private and prevent unauthorized access to any college system from their alternate worksite. Misuse of confidential information may be grounds for discipline.

Telecommuting agreements may be terminated by the supervisor with a minimum of 14 days’ notice.  Changes to the telework agreement are changes to working conditions and are subject to the applicable collective bargaining agreements.

Failure to comply with the Telework Agreement may cause the immediate termination of the agreement, and may also result in corrective or disciplinary action.

A request to telecommute from outside the state of Washington will require approval by the Appointing Authority as well as the Human Resources Director. See: OFM Out-of-State Telework Checklist.

Attachments: Telecommuting Self-Questionnaire

Companion Document : Pol
Adoption Date : 2016/10/24
Revision Date : 2021/06/29