A. Permitted: A supervisor may authorize telecommuting when it works to the mutual benefit of the City, the employee, and the City's customers. However, employees do not have an entitlement to such a work arrangement.
B. Uses: Supervisors may use telecommuting as a flexible work arrangement, as a business adjustment, modified duty or an accommodation under the ADA in accordance with the Employment Modifications and Accommodations Procedure, section 51-5-4 of this title.
C. Hours Approved By Supervisor: Work hours must be approved by the supervisor. Supervisors must ensure compliance with the overtime, compensatory time and other compensation provisions on the Compensation and Pay Practices Policy, chapter 26 of this title.
D. Leave Time: Leave time will be approved following normal department procedures. A telecommuting employee who is sick or has a personal appointment while working at home will use leave for hours not worked.
E. Safeguarding Nonpublic Information: An employee authorized to telecommute must safeguard nonpublic information. The employee may be held liable for unauthorized use of equipment or information.
F. Computer Equipment Security:
1. Personal computer equipment used to telecommute must comply with City security policies.
2. City information stored on personal, electronic equipment is subject to public records requests and department review.
G. Work Considered Official City Business: Work performed in an alternate work location is considered official City business and the employee is responsible for providing a safe work environment. Departments may establish specific conditions that apply to employees working in alternate locations. (2019 Compilation)