With teleworking employees, it is more advantageous to shift the focus to monitoring results. By focusing on the work product instead of the work activity, you will be better able to communicate clear expectations to your employees.

You should establish a set working schedule with your teleworking employee, including lunch and break times. You should communicate to them what your expectations are if they need to adjust their lunch or breaks

You should work with your teleworking staff to establish a regular check in schedule, whether it is daily, weekly or several times throughout the week.

If your teleworker is injured while working from home, it should be reported following the same procedures as if they were injured on state property.

Yes, staff are expected to follow any directives regarding checking in. It is recommended that you put your expectations for checking-in in writing so it is very clear to your staff.

If you become aware that a teleworker is not performing, you should work with your agency HR Consultant to address their performance.

Information for how to get VPN can be found on the OIT website under VPN.

Teleworking is not a substitute for childcare. You should make arrangements for childcare to the same extent as if you were working at the office.

Please Note: With the spread of COVID-19, protecting the health and safety of the workforce through dispersion via teleworking (where allowed under this policy) is of highest priority. The SOA recognizes employees may have dependents at home while the employee is teleworking. Supervisors should document outcomes and deliverables expected of employees, regardless of whether dependents are at home or the employee has to provide intermittent dependent care.

It depends if your school age children are able to care for themselves without constant supervision. Teleworking is not a substitute for childcare.

Please Note: With the spread of COVID-19, protecting the health and safety of the workforce through dispersion via teleworking (where allowed under this policy) is of highest priority. The SOA recognizes employees may have dependents at home while the employee is teleworking. Supervisors should document outcomes and deliverables expected of employees, regardless of whether dependents are at home or the employee has to provide intermittent dependent care.

There is no restriction on flexible work schedules, however this would require your supervisor's approval and may depend on the business needs of the organization. Most importantly, be sure that your work unit is informed of your schedule and availibility.

Yes, if you are on official work time you are covered under Worker's Compensation while teleworking. Work related injuries should be reported immediately to your supervisor and reported on the appropriate Report of Injury forms.

Teleworking is not restricted to working from home, however working from an alternate location (i.e., the public library) should be approved by your supervisor.

This will be determined by your supervisor.