The following constitutes an agreement between your department (the Department) and you (the Employee).
The Employee agrees to participate in the teleworking program and to adhere to the applicable guidelines and policies. The Department concurs with the Employee's participation and agrees to adhere to the applicable guidelines and policies.
Terms and conditions. The teleworking agreement is subject to the following terms and conditions:
Duration. This agreement will be valid for a period of one year beginning on the start date indicated above, and ending on the end date shown above. First-time or new requests will be allowed a 90-day trial period in which the manager and Employee will pilot the requested arrangement. At the end of the 90-day trial, the manager and Employee should review the arrangement for what is working well and what needs modification. If the trial is successful, the agreement will continue to the end of the agreement period listed above. Evaluation of the agreement will occur during the Employee's performance appraisal and, if needed, at the end of the agreement. Employee must submit a new request for a teleworking arrangement and agreement each year.
Pay and attendance. All pay, leave and travel entitlement will be based on the Employee's primary business location. Employee's time and attendance will be recorded as performing official duties at the primary business location.
Leave. Employees must obtain approval before taking leave in accordance with established office procedures. Employee agrees to follow established procedures for requesting and obtaining approval of leave.
Business owned equipment. In order to effectively perform their assigned tasks, Employees may use the Department’s equipment at the teleworking location with the approval of their supervisor (indicated above). The equipment must be protected against damage and unauthorized use. Equipment owned by the Department will be serviced and maintained by the University of Kentucky. Any equipment provided by the Employee will be at no cost to the University of Kentucky, and will be maintained by the Employee.
Liability. The University of Kentucky will not be liable for damages to the Employee's property that result from participation in the teleworking program.
Reimbursement. The University of Kentucky will not be responsible for operating costs, internet connection, home maintenance, or any other incidental cost (e.g., utilities) whatsoever, associated with the use of the Employee's residence. The Employee does not relinquish any entitlement to reimbursement for authorized expenses incurred while conducting business for the University.
Workers' Compensation. Workers' Compensation coverage is available for injuries incurred during the course and scope of work per applicable statute.
Work assignments and Employee evaluation. Performance expectations and evaluation of work performed at a teleworking location are the same as work performed at the on-site location. The Employee and supervisor agree to exercise good communication skills and work cooperatively on an ongoing basis to obtain a common understanding of expectations and desired results of all work tasks and projects. If needed, Employee agrees to provide regular progress reports against goals and objectives to help evaluate performance. The Employee's most recent performance appraisal must indicate fully achieved standards.
Records. The Employee will apply approved safeguards to protect the Department’s records from unauthorized disclosure or damage. Work done at the teleworking location is considered the Department’s business. All records, papers, computer files, and correspondence must be safeguarded for their return to the primary business location.
Dependent Care. A teleworking arrangement is not a substitute for childcare or other caregiving responsibilities. The Employee agrees that, during their working hours, they will not be the primary caregiver for a child(ren) under the age of 12 or adult who requires caregiving. The Employee may have a child(ren) under the age of 12 or adult who requires caregiving in the home during working hours as long as another person is able to provide care and the Employee has the ability to work in an area of the home that supports productive work.
Curtailment of the agreement. The Employee, supervisor, or the University may choose to end the teleworking agreement at any time with a 30 day written (e.g. email) notice. The Employee also agrees to work on-site if requested to accommodate special projects or required meetings.
Failure to meet the conditions stated in this telework agreement may result in modifications or termination of the agreement.
Any request by the employee to change the telework agreement must be requested at least one week in advance of any change, discussed with the Supervisor, and documented to the Supervisor in writing (e.g. e-mail). The Supervisor has the authority to either grant or deny changes and modifications.
Performance location. The Employee agrees to limit performance of assigned duties to the primary business location or to the approved teleworking location. Failure to comply with this provision may result in termination of the teleworking agreement and/or other appropriate disciplinary action.
By checking the box below, and typing your initials in the box, the Employee affirms that they have read and understand the above guidelines for teleworking. The Employee further understands that these guidelines are not a contract of employment with the University of Kentucky for the length of the teleworking agreement and may not be construed as one.