• Primary Telework Agreement Form

    The purpose of this document is for both the supervisor and the employee to have a clear, shared understanding of the employee’s PRIMARY telework arrangement. Each telework arrangement is unique depending on the needs of the position, supervisor, and employee.

    This telework agreement is not a contract of employment and 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 Burrell College rules, policies, practices, and instructions that would apply if the employee were working at their regular worksite.
  • Employee Telework Information

  • List Specific Address
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    It is understood that there may be occasions where certain duties will require the employee to return to main campus.
  • Job Duties
    The general expectation for a telework arrangement is that employees will effectively accomplish their regular job duties, regardless of work location.
    1. While on telework, an employee will:
      1. remain accessible during the telecommute work schedule;
      2. check in with the supervisor to discuss status and open issues;
      3. be available for teleconferences, scheduled on an as-needed basis;
      4. be available to come into the office if a business need arises;
      5. request supervisor approval in advance of working any overtime hours (if employee is non-exempt); and
      6. request supervisor approval to use vacation, sick, or other leave in the same manner as when working at employee’s regular work location.
    2. Employee’s duties, obligations, responsibilities, and conditions of employment with Burrell College remain unchanged except those obligations and responsibilities specifically addressed in this agreement. Job responsibilities, standards of performance, and performance appraisals remain the same as when working at the normally assigned duty station. The supervisor reserves the right to assign work as necessary at any work site.
    3. The parties acknowledge that this agreement may be evaluated on an ongoing basis to ensure that employee’s work quality, efficiency, and productivity are not compromised by the telework arrangement described herein. A quarterly evaluation will be completed the by supervisor, evaluating the overall performance of the employee and the telework being performed.
    Either the employee or Burrell College may end an employee requested telework arrangement at any time. This form does not apply to telework arrangements made through the disability accommodation process, although it may be utilized to initial the disability accommodation process. All employee-proposed changes are subject to supervisor approval.

    Equipment and technology access
    Burrell College supervisors will work with their employee(s) to determine appropriate and suitable equipment. In the spaces below, specify any equipment or technology access the employee will need to telework and whether it will be employee or Burrell College provided. In the event of equipment failure or service interruption, the employee must notify their supervisor immediately to discuss alternate assignments or other options. Internet access should be through the VPN system.

    Employee agrees to protect Burrell College-owned equipment, records, and materials from unauthorized or accidental access, use, modification, destruction, or disclosure. Data security is vital. The precautions described in this agreement apply regardless of the storage media on which information is maintained, the locations where the information is stored, the systems used to process the information, or the process by which the information is stored.

    Employee agrees to report to employee’s supervisor any incidents of loss, damage, or unauthorized access at the earliest reasonable opportunity.

    Employee understands that all equipment, records, and materials provided by Burrell College shall remain the property of Burrell College. If employee utilizes their own equipment, he/she is responsible for servicing and maintaining it. Burrell College will not be liable for damages to an employee’s personal or real property during the course of performance of official duties ow while using college equipment in the employee’s residence. The college will not be responsible for operating costs, home maintenance or any other incident costs (i.e utilities) associated with the use of the employee’s residence. The college will not provide additional equipment such as desks, chairs, printers, office supplies, etc. to set up and maintain a home office, this is the employee’s responsibility.
  • Telework - Timekeeping and Leave
    Non-telework employees are expected to report to work as scheduled unless otherwise notified. Regular leave policies and procedures should be followed for employees who are unable to report to work.

    Employees on telework should maintain accurate time records and supervisors are accountable for management of those records. Non-exempt employees should not perform any work related business when off the clock. Under the federal Fair Labor Standards Act (FLSA), non-exempt employees will be compensated for overtime that has been approved in advance by the supervisor in accordance with the provisions of the act.

    Employees in exempt (salaried) positions are exempt from overtime regulations. Pursuant to established Burrell College policies, employees must obtain supervisory approval before taking leave.

    Workers’ Compensation
    Employee is covered by the Employer’s Workers’ Compensation insurance, if injured while performing official duties at the central workplace or alternate work location. Employee agrees to bring to the immediate attention of supervisor any accident or injury occurring at the alternate work location. Supervisor acknowledges and reports to Human Resources all accident and injury reports immediately following notification.

    Safety Confirmation
    Employee confirms that the alternate work location is, to the best of his/her knowledge, safe and free of recognized hazards that would cause physical harm (such as frayed, exposed or loose electrical wires; clean, dry, and level floor surfaces; phone lines and electrical cords are properly secured; etc.).
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  • By signing this form electronically, it will be submitted and maintained by the Offices of Human Resources and IT.