08 Sep A Telework Agreement
If there are questions about the potential effectiveness of the agreement, a supervisor may consider allowing staff to work on a pilot basis. A supervisor should set a review period at the end of which a decision on ongoing telework can be made. The University Directive allows staff to telework if they have received authorization from the employee`s supervisor or other designated official. With a well-thought-out plan, telecommuting can benefit not only the employee, but also the supervisor, the team, and the university in general. Telecommuting often improves job satisfaction by increasing job flexibility and allowing the university to retain valued employees who might otherwise change jobs. It can also reduce commuting and space restrictions. Supervisors have a margin of discretion in deciding whether an employee is a candidate for telework. Some employees may not be allowed due to certain job requirements, impact on a team, or performance issues. When assessing the application, the supervisor must find that the employee can effectively perform the duties of the position during telework. The supervisor must also note that the telework agreement complies with the rules, directives and collective agreements in force. Appropriate measures must be taken to ensure that university property is used in accordance with APS 47.2, the personal use of academic institutions, computers and equipment by university staff. This includes compliance with all software license agreements. The security and confidentiality of academic documents must also be preserved.
Sensitive data should not be stored on a PC or device, but be retrieved via secure remote access technology. The university recognizes two general types of telework agreements: regular telework agreements: regular telework agreements apply to ongoing telework and must be supported by a written agreement defining the requirements and details of the agreement. The agreement may last for a defined period of time or continue for an indefinite period with regular monitoring. As regards workers covered by a collective agreement, remedies are governed by the negotiated redress procedure (unless this issue is expressly excluded from this procedure by the collective agreement, in which case the Agency`s appeal procedure would apply). . . .