Severe Winter Weather Telecommuting Policy
On occasion, severe winter weather may cause driving difficulties. In cases of severe weather, the College offers flexibility for employees to work from home if certain conditions are met and prior arrangements and approvals have been made.
Telecommuting is not suitable for all positions at the College. The work must be portable. Portable work is defined as official duties that may be done in more than one location without diminishing the quality or quantity of work completed. Characteristics of portable work may include, but are not limited to:
• Limited face-to-face communication requirements;
• Limited need for in-office reference materials or specialized equipment;
• Computer hardware and connectivity that is available and reliable; and
• Communications that can be handled by use of voice, fax, voicemail, or email.
Telecommuting is a privilege and not an entitlement. It is an alternative work arrangement that must be requested and approved by the department director and the Office of Human Resources in the Fall, prior to the Winter weather season. The telecommuting arrangement may be modified or terminated by the department director at any time when in his/her judgment, it adversely affects other employees, service to others or departmental operations; or if there are employee performance issues.
Telecommuting is not a substitute for dependent care (child or elder care). If schools close during severe winter weather and dependent care is necessary, the employee must speak with his/her supervisor to request a vacation day.
During times when the College closes administrative offices due to severe weather, those on approved telecommuting agreements are expected to work from home and will not be paid additional compensation for doing so. In addition, staff who have been designated as essential for purposes of emergency planning are not eligible to telecommute during severe winter weather.
Telecommuting is appropriate when (all conditions must be met):
• Winter weather is severe.
• The position the employee holds is portable and suitable for telecommuting work. This determination has been made by referring to the position’s current essential functions listed on the job description.
• Prior arrangements and approval of the supervisor and the Office of Human Resources has been made.
• The employee has a good work record (i.e. produces an acceptable quantity and quality of work, maintains a good work ethic and attitude, communicates well with co-workers and has proven ability to work independently.)
• The employee has a home computer and reliable connection to email. The employee must be able to respond to messages in a timely manner.
• The employee has, or can set up, any necessary software (e.g., a word processor compatible with MS Word) they need to do their work at home. No cost will be incurred by the College in doing so and technical assistance is minimal.
• The employee can perform a reasonable amount of work from home, similar to what they would accomplish in the office.
• The employee will not be distracted or attending to other matters.
• The employee can produce evidence of work performed.
• There is no adverse effect to co-workers, service to others and departmental operations by the telecommuting arrangement.
Telecommuting is not appropriate when (any one condition can disqualify):
• The weather is not severe.
• The position the employee holds is not suitable for telecommuting work.
• Prior arrangements and approval of the supervisor and the Office of Human Resources have not been made.
• The employee does not have a good work record.
• The employee’s home is not equipped with a computer and he/she cannot read or respond to email.
• The employee cannot perform a reasonable amount of work from home, similar to what they would accomplish in the office.
• Distractions exist that would impede the employee’s ability to perform work.
• Work product cannot be measured for outcomes.
• Other employees will need to pick up the work of the telecommuter in his/her absence.
• Service to others and/or departmental operations are adversely affected.
• Specialized programs are needed on the individual’s home computer that require a cost, technical assistance, and/or updating.
