Also known as telework, remote work, virtual work and mobile work, the terms most commonly used to refer to work outside the traditional work environment in the field. This term is defined in different ways and used in different contexts to relate to everything from entirely virtual or mobile jobs to agreements that allow an employee to work from home a few days a week or a month. For more information on the implementation of these types of agreements, please see the “Reflections on Telecommuting” section. Please contact the relevant office when you telework from another state. Staff and superiors should meet to discuss flexible rules before being put in place. Human Resources provides these optional forms and tools as resources to help employees and superiors find the best organization possible. Talk to your staff representative if you have any questions about developing a flexible work organization. The forms are neither necessary nor intended for use by human resources; they must be used by the employee and his or her supervisor. Employees and supervisors are encouraged to complete and sign the flexible work agreement before a telework agreement is established. The document describes several issues for which the employee is responsible for telework, such as device and data security, maintenance of personal appliances and furniture, confidentiality of information and tax debt. Flex time also refers to an obligation for staff to change their normal work schedule. Typically, these requests include a one-day break, which must be repeated another day during the same work week. The hours to be paid cannot be transferred to another work week.
The university does not practice “comp time” (which provides time at a later date for overtime). Our Remote Work Guidelines Acknowledgement (Doc) resources describe key thinking, best practices and guides for creating and managing a remote work plan. Employees working remotely should complete the “Remote Guidelines acknowledgement” and submit to their supervisor. All tax effects related to telework (i.e. deductions for home offices) fall under the teleworker`s jurisdiction. Staff should be professionally advised in the event of questions or concerns about tax issues. Many teams are increasingly using telework; As a result, departments can implement some or all of the following advice: Flexible work rules are optional. They may be initiated by the employee or supervisor and must be approved by the employee`s supervisor and the head of the department (or head of the department). Participation in a flexible work agreement may be interrupted at any time by the supervisor or the worker, with the agreement of the supervisor.
As a general rule, two weeks` notice is desirable for both parties. If the employee wishes to renew the agreement, the application must be subject to the audit and approval of the employee`s supervisor and the department head. If an employee is interested in teleworking as a flexible work option or for more information on the policies and procedures for implementing a telework agreement, please contact Purdue University or contact Purdue Fort Wayne Human Resources at 260-481-5720. , are subject to the provisions of the University`s Intellectual Property Policy (I.A.1) that have been amended or replaced. The university has an insurance program to insure its assets. Insurance does not cover personal belongings used at home.