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Publication Title | Telecommuting and Remote Work Policy and Procedure

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PAVIR.NET
Telecommuting & Remote Work Policy and Procedure
Policy Statement
PAVIR considers telecommuting and remote work to be a viable alternative work arrangement in cases where individual, job, and supervisor characteristics are suited to such an arrangement. The Telecommuting and Remote Work Program allows employees to work from their home of record for all or part of their regular workweek.
PAVIR defines formal telecommuting and remote work as allowing employees to work outside their normal physical place of work (primary office, laboratory, clinic, or department location) on an agreed upon predefined predictable work schedule. By its nature, work performed away from the main office setting must lend itself to effective performance away from the main office, laboratory, clinic, or department. Telecommuting and remote work are voluntary work alternatives that may be appropriate for some employees and some jobs but not all employees or all jobs. Whether or not this is a viable alternative will be left to the discretion of the employee’s supervisor.
I. Definitions
Supervisor – As used in this policy, the term is understood to refer interchangeably with a Principal Investigator (PI), supervisor, manager or other person formally designated such responsibility.
Remote Work – Working from home for all of an employee’s regular workweek.
Telecommuting – Working from home for part of an employee’s regular work week.
II. Informal or Limited Duration Telecommuting and Remote Work Arrangements
Telecommuting and remote work can be informal and of limited duration (such as working from home for a short-term project, an unexpected life event, during approved business travel) or formal, as will be described in the remainder of this document.
Please note, any request for a telecommuting or remote schedule due to health or medical related reasons should be referred to Human Resources for immediate consultation.
All informal telecommuting and remote work arrangements are made on a case by case basis, focusing on PAVIR’s needs first. Such informal arrangements are not the focus of this policy but are available with management consultation and specific written approval that stipulates the details of the limited duration informal telecommuting or remote work agreement.
1/6/2020
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Policy – Formal Telecommuting and Remote Work Arrangements
Telecommuting and remote work are not designed to be a replacement for appropriate child or other dependent care. Although an individual employee's schedule may be modified to accommodate child and dependent care needs, the focus of the arrangement must remain on job performance and meeting business demands without distractions or creating an unprofessional work atmosphere. Prospective telecommuters and remote workers are encouraged to discuss expectations of telecommuting with family members prior to entering into the agreement. Non-Exempt Employees –
1. Telecommuting and remote working non-exempt employees will be required to contemporaneously and accurately record all hours worked in a manner designated by PAVIR, which includes logging work shift start and end times and paid and unpaid meal break start and end times. PAVIR expects employees to accurately track time and submit timecards for all hours worked.
2. Telecommuting and remote working non-exempt employees must follow PAVIR’s meal period, rest period, or record-keeping policies. Hours worked in excess of those specified in the employee’s schedule (per day and per work week) in accordance with state and federal requirements, will require the advance approval of the supervisor and are subject to all overtime requirements.
“Trades” of telecommuting shifts, days, and times between employees are not allowed without written supervisory consent.
Employees entering into a telecommuting or remote work agreement may be required to forfeit exclusive use of their onsite workstation in favor of a shared arrangement to maximize PAVIR or VA’s space needs.
The employee must establish an appropriate environment within their home for work purposes. Unless applicable law provides otherwise, PAVIR will not be responsible for costs associated with initial setup or continuing costs of the employee's home office such as remodeling, furniture or lighting, utilities, telecommunications and data installation, nor for repairs or modifications to the home office space.
PAVIR will supply the employee with reasonable and appropriate office supplies (pens, paper, etc.) for successful completion of job responsibilities as requested. PAVIR will also reimburse the employee for other business-related expenses such as long-distance phone calls, shipping costs, etc., that are reasonably incurred in accordance with job responsibilities and claimed through PAVIR’s standard reimbursement policy and procedures.
Protection of Company or Research Information – Consistent with expectations of information asset security for
https://pavir.net/policies/telecommuting-remote-work-policy-and-pr 1 ocedure/

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