Here are some links that will help you create a telework agreement: 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. Because telework agreements can be a little difficult to organize and minimize problems for both the employee and the supervisor, Staff Human Resources has developed a telework management guide at UC Berkeley (see The Employee Telework Directive). For more information on telecommuting, please see the selection or use of telework and flexible work agreements. For more information on technology options, services and resources for telecommuting, visit the IT services page. Berkeley Haas`s goal is to standardize telecommunications practices. Fixed and variable work regimes have flexibility in “flex time”) schedules. However, there is another type of variable work order that involves the flexibility of the location, telework. Telework is defined as an order of work in which some or all of the work is done in an external workplace such as the home or offices near the home. Communication can be done by phone, email, fax and pager. The equipment may be in the possession of the employee or the university and may be maintained.
Jobs that require work alone or work with devices that can be kept on the alternative site are often suitable for telework. Examples: author, editor, analyst, word processor, programmer. Employees who have performance problems or need close monitoring are not good candidates for telework. Staff costs can be saved if the agreement helps the department recruit or retain an estimated employee or if the new work agreement will make him more productive. (Employees often produce more when they are released from permanent interruptions.) On the other hand, some work requires constant interaction with colleagues. In addition, an employee`s telework can affect the workload or productivity of other employees. 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). Definition: Telework is an order of work in which some or all work is done on an off-campus site such as the home or in offices near the home. (Field stations are not telecommunications sites because they are fixed workplaces for groups of employees within the same department.) Communication can be done in a number of ways, for example. B phone or laptop. The equipment may be in the possession of the employee or the university and may be maintained.
Your human resources advisor for personnel relations is available to study telecommuting and other flexible work arrangements with your employees. 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. 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. 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.