ADMINISTRATIVE PROCEDURE MANUAL
SECTION TITLE
TELECOMMUTING
BASED ON BOARD OF TRUSTEES’ RULE AND TITLE
6Hx7- 3.1 Authority to Hire
NUMBER
03-0802
PAGE
1 OF 2
DATE ADOPTED
April 21, 2015
Purpose
Telecommuting refers to a workplace arrangement where assigned work is performed away from the
employer’s regular place of business. Telecommuting assignments may be created when it is determined
that it would be in the best interest of the College for an employee to perform assigned work in a location
other than a College facility or place where the College performs contract work, and where in-person
supervision will not be provided on a regular basis.
The purpose of this procedure is to outline the process to be followed for approval of a telecommuting
assignment for administrative, professional or career employees.
Procedure
A. A supervisor may initiate a request for a telecommuting assignment by submitting a Request for
Telecommuting Assignment form (“Agreement”) and all supporting documentation including a
proposal explaining how job duties are appropriate for telecommuting, explanation and schedule
of deliverables and how the arrangement would be of benefit to the College.
B. The supervisor shall review and discuss the Agreement with the employee to determine if the
request and the employee’s duties are appropriate for telecommuting. If the supervisor approves,
the Agreement and supporting documentation shall be forwarded to the appropriate Campus
President or Vice President for review and approval. The Campus President or Vice President
will consult with the Chief Human Resource Officer, or designee, to determine if the
telecommuting arrangement is appropriate.
C. If approved by the Campus President or Vice President and the Chief Human Resource Officer, or
designee, the employee will be placed on a telecommuting arrangement not to exceed twelve (12)
months. The Agreement shall define the terms and conditions of employment, performance
expectations, procedures for monitoring work activities, required work schedules and a schedule
of deliverables.
1. Overtime, as defined under Board Rule 3.21 “Work Period and Work Schedules”, shall not be
worked unless authorized in advance by the supervisor. Failure to obtain advance approval
may result in the appropriate disciplinary action.
2. An employee is expected to take all reasonable precautions to safeguard any and all College
equipment, records or any other College materials while on a telecommuting assignment.
3. Telecommuting cannot be used for child care, dependent care or in lieu of taking leave. If a
child or dependent is present during the scheduled work hours, arrangements must be made
for the care of the child or dependent by someone other than the employee. Specific
arrangements may be requested by the Office of Human Resources to be submitted with the
ADMINISTRATIVE PROCEDURE MANUAL
SECTION TITLE
TELECOMMUTING
BASED ON BOARD OF TRUSTEES’ RULE AND TITLE
6Hx7- 3.1 Authority to Hire
NUMBER
03-0802
PAGE
2 OF 2
DATE ADOPTED
April 21, 2015
Agreement. Failure to adhere to the arrangements may result in termination of the Agreement
and disciplinary action.
4. Telecommuting cannot be substituted for leave. An employee must follow the leave and
attendance policies and procedures as outlined.
5. The employee is responsible for complying with all College policies and procedures including
those pertaining to outside employment. The employee shall not engage in any outside
employment activities during the assigned time worked for telecommuting. Failure to comply
with College policy and procedures may result in termination of the Agreement and
disciplinary action.
6. The supervisor is responsible for monitoring the employee and ensuring that the deliverables
are provided per the Agreement.
D. The College reserves the right to end a telecommuting agreement at any time for any reason.
REFERENCES: F.S. 1001.64, 1001.65, SBE Rule 6A-14.0261
Adopted Date: April 21, 2015