Your human resources advisor for personnel relations is available to study telecommuting and other flexible work arrangements with your employees. Sometimes employees who are remotely dependence feel «out of the hatching» and are neglected when it comes to different types of jobs. (For this and other reasons, telework should not normally take place more than two or three days a week.) For more information on telecommuting, please see the selection or use of telework and flexible work agreements. Authority: Department heads or their agents are empowered to carry out telework operations and are encouraged to seriously consider all reasonable requests. However, agreements should only be approved if it is in the best interests of the university. If the Flex Work agreement proposal is adopted and involves telework, the telework agreement form will also have to be completed and signed. Flexible work systems are not new to the university. The faculty, for example, has always had great flexibility in the arrangement of working time and has been «telework» even before there are telephones (at home or while travelling). In most cases, service and teleshopping are best served when the employee is present at least a few days a week in the department. There are also many other considerations, so if you are considering a telework agreement, start by checking the document above. Controls that require a physical presence to function efficiently are generally not suitable for telework. Examples: receptionist, student counsellor, food service staff, child caretaker, caretaker, maintenance staff.
Resources: When establishing telecommunications agreements, departments should apply the attached telecommunications guidelines in order to develop a formal written agreement based on the model of the attached telemutation agreement. Workers seeking telemutation agreements should complete the «Developing a Proposed Telework Agreement» checklist in an appendix before starting detailed discussions with supervisory authorities. While telework can be a very useful tool, useful to both staff and service, many other factors must be taken into account in the development of a telework agreement. As has already been said, the campus has published a comprehensive set on telework and workshops are being held within the human resources department. Use these resources to increase your chances of getting a satisfying telecommuting deal for everyone. Departments are urged to carefully consider the pros and cons before concluding a new telework agreement, to examine the diversity of possible regulations, and to address potential issues. Pilot programs can be useful in determining what type of arrangement would be most effective. In addition, departments that currently have telework agreements will be asked to review policies and guidelines prior to the extension of these schemes, to ensure consistency of application and fair treatment across the department. However, remember that what works well for one position or employee may not work for another position or employee. Success depends on both the nature of the work and the nature of the employee.
Jobs that require work alone or work with devices that can be kept on the alternative site are often suitable for telework.