If you have any further questions about other work options or telework contracts, please contact Hokie Wellness at email@example.com. If a staff member has problems with discrimination and harassment in violation of Directive 1025, please contact the Equity and Accessibility Office at 540-231-2010. The following academic documents form the basis of the guide on telework and remote workability: formal agreements are not needed to clarify and for telework agreements due to the impact of COVID-19. Telework agreements related to the effects of COVID 19 are considered temporary to take into account unusual circumstances. Departments should document the temporary agreement for service files by memo or email, in which work waits and duration and this change are temporary to meet the personal needs of an employee as a result of COVID-19. Telework is only possible for work in a workstation that is all or partly suitable for the official service. In general, positions related to direct staff monitoring, direct contact between clients and/or significant administrative support may not be accessible to telework. Under no circumstances should an employee`s home be used to organize a personal meeting or to provide them with a direct personalized service. The decision-making authority or the agent has the exclusive power to approve a staff member`s telework application and authorizes telework only if it complies with the operational requirements of the Agency or department. Telework is a voluntary program that, at the sole discretion of the decision-making authority, can be terminated at any time by staff, for or without reason. Follow the steps of the manual to see if telecommuting/remote work is a good solution for a position and an employee. You cannot opt unilaterally for telework. Employees should work with their superiors to determine whether telework can be compatible with the employee`s duties and, if so, to coordinate with the Director of Human Resources to set up a temporary telework scheme.
In addition to a staff member`s duties, colleges will consider how best to allocate limited resources to decide who can telework. Colleges continue to work on telework applications they have received so far. Colleges retain the option of terminating a telework contract at any time. When an employee requires regular work from home or from another workplace, an approved telework agreement is required. As announced in the communication of Vice President of Human Resources Bryan Garey, released on Sunday, March 15, the faculty and staff are encouraged to explore other work opportunities such as telecommuting, flexible hours and vacations. Executives and unit leaders are encouraged to work outside the staff when they can, while the university can carry out its important tasks. While Virginia Tech is preparing for it, to aud.