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Teleworking Policy

(Approved by President Turner on February 18, 2000)

 

Purpose

Teleworking is an alternative voluntary work arrangement available for University of Baltimore employees. Teleworking does not change the basic terms and conditions of employment with University of Baltimore. This agreement may not be permanent and may be modified or terminated if it is determined that University of Baltimore and/or employee needs are not being met. This policy provides the general criteria for the use of teleworking at the University of Baltimore.

Policy

A. Participation
  1. The University of Baltimore will designate and publicly list specific jobs and/or job functions suitable for teleworking. Employees whose job responsibilities include one or more of those functions are eligible to participate in the program.
  2. Teleworking is neither an entitlement nor an obligation. It is strictly voluntary. Any eligible employee may request this alternative work arrangement for use on an occasional or regular basis. This request should include a description of the nature of the work to be Performed at the off-campus site, a description of the necessary equipment and other resources available at the site and an estimate of the frequency and duration of instances of participation. Each request will be reviewed on a case-by-case basis and ultimate approval will lie with the employee's supervisor with concurrence by the Director of Human Resources.
  3. This work arrangement can be terminated at any time by University of Baltimore or the employee.
  4. The assignment(s) and time reporting will be worked out on a case-by-case basis, but must adhere to University of Baltimore workplace rules.
  5. All participating employees must sign an "Agency Teleworking Agreement" [Appendix A ] , and must maintain an appraisal rating of, meets standards or better.
B. Job Responsibilities
  1. The employee job responsibilities will not change due to teleworking. Job responsibilities and work output will continue to follow the standards as set forth by University of Baltimore.
  2. A teleworking agreement shall be developed for each teleworker that addresses the particulars of specific work functions and individual performance requirements. The employee and supervisor must sign the "State of Maryland Teleworker Plan." [Appendix C]
  3. The employee agrees to be bound by the University of Baltimore regulations, policies, and procedures while working at the remote workplace. Violation of the foregoing may result in termination of this agreement and the teleworking privilege.
C. Off Site Work Area
  1. University of Baltimore shall provide workers' compensation and liability protection as obligated by the State of Maryland while in the course of employment within the agreed upon location and defined work schedule. University of Baltimore assumes no responsibility for the employee's personal property.
  2. A designated work space should be maintained by the employee in a clean, professional, and safe condition. University of Baltimore reserves the right to inspect the employee's home office for safety considerations. The employee must fill out the "Maryland Telework Program Remote Workplace Self-Certification Checklist." [Appendix B]
  3. Employee tax implications related to alternative work locations are the responsibility of the employee.
  4. Employees who work at home will agree to perform only official duties and not to conduct personal business while on work status at home. Personal business includes, but is not limited to, caring for dependents or making home repairs.
D. Work Materials
  1. University of Baltimore is not required to supply core equipment to the teleworking employee. It is assumed that the employee entering into this agreement has adequate equipment to complete the job assignment.
  2. Any hardware or software purchased by University of Baltimore remains the property of University of Baltimore and will be returned to University of Baltimore should the alternative work arrangement be terminated. All records, documents, work papers and work products developed while teleworking, except those products customarily considered faculty's intellectual property, remain the property of University of Baltimore.
  3. Employees using University of Baltimore licensed software must adhere to the manufacturer's licensing agreements.
  4. Restricted access materials must not be compromised in any way and teleworking employees should take all precautions necessary to secure these materials.
  5. Office supplies required to complete work assignments done through teleworking will be obtained from the main office, during the employee's in-office work hours. Out-of-pocket expenses for supplies regularly available at the main office will not be normally reimbursed.