(1) This policy applies to exempt and non-represented classified employees. To the extent that this policy addresses terms not covered under collective bargaining agreements for represented employees, the terms of this policy shall apply to represented classified employees.
Central Washington University recognizes telework as a work option that may meet a variety of interests including, but not limited to, enhancing employee productivity and satisfaction, reducing commute trips and addressing space restrictions.
A telework arrangement may be established through mutual agreement between a department head and an employee or may be required by the employer due to the nature of the position.
Telework arrangements shall be for a prescribed time, revocable at the discretion of the employer, and subject to prior approval by the dean, vice president, other appointing authority or designee.
An employee participating in a voluntary agreement may request that the agreement end by providing notice consistent with the terms of the agreement.
Unless required by the nature of the position, the ability to telework is a privilege and not a right and is not subject to grievance procedures.
Typically, telework relationships will not be established during an employee's probationary or trial service period.
Telework: A formal arrangement assigning an employee to work at home, or other alternate site, for the duration of the workday, at least once every 2 weeks, using telephone and computer technology.
Telework is not: Unscheduled work at home due to temporary special projects or situations such as dependent care, inclement weather, recovering from an illness, caring for an ill family member, or instances where an employee is assigned to work at home pending an investigation or in the days/weeks prior to a termination.
[PAC: 08/08; Responsibility: President’s Office; Authority: Cabinet/UPAC; Reviewed/Endorsed by: Cabinet/UPAC; Review/Effective Date: 04/17/2013; Approved by: James L. Gaudino, President]