Title
Human Resources Department recommending the Board:
1) Adopt the Board of Supervisors Policy E-12, Telecommuting;
2) Rescind the current Human Resources Telework Policy (HR-01) that was previously adopted by the Board; and
3) Direct current employees who are teleworking but do not have a Telework Agreement on file with Human Resources to submit a Telework Agreement to Human Resources within 60 days of the adoption of the Board of Supervisors Policy E-12, Telecommuting.
FUNDING: N/A
Body
DISCUSSION / BACKGROUND
On March 6, 2018, with Legistar item 18-0250, the Board adopted the County’s first Telework Policy (HR-01). Given the COVID pandemic, the County, overall, was quickly forced to provide services to the public via different modalities, one being telework.
As a reminder, telework continues to be a viable work option that, when appropriately applied, benefits the needs of employees, the County, and the public we serve.
While County supervisors, managers, and employees have adapted well in this public crisis and have continued to provide services, it is necessary to memorialize the temporary changes that took place with regard to telework. Therefore, at the request of the CAO several County executives formed a committee to revisit the existing Telework Policy and also took the opportunity to expand it where it made sense.
First, the policy is being renamed to “Telecommuting” versus “Telework”. The main reason for this is because we have identified the need for both teleworkers and remote workers.
A teleworker is an employee assigned to a principal County work location but is approved to work in a remote workspace either on a regular and recurring basis or an intermittent basis. A teleworker may be required to be available to appear at the principal County work location at the request of the department head or designee.
Whereas a remote worker is an employee who has a principal non-County work location, and instead may consider another set rem...
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