The guidelines for the application of this directive to workers who telemute when the directive comes into force are set out in Point VII (B). Note that the requirements for the presence of people may terminate telework agreements. Superiors should discuss these cases with the employee (for example. B practical training). Travel and incidental expenses. The teleworker is not paid for the time or mileage involved in the journey from the telework station to the main construction site. Unless otherwise stated in the telework contract, all incidental costs, such as minor fees, homeowner`s insurance or cleaning services, fall within the teleworker`s jurisdiction. Regular telework: Periodic telework agreements are intended for ongoing telework and must be supported by a written agreement defining the requirements and terms of the agreement. The agreement may last for a defined period of time or continue indefinitely with regular review. Where it is established that the normal task of a faculty member warrants regular work at another off-campus site, including a geographic site outside the State of Iowa, a formal telework agreement is entered into at the time of the offer or assignment to the site located outside the campus.
An additional inspection is required for workplaces located outside the state of Iowa. Workplaces outside the United States may not be accommodated or require an agreement other than a telework agreement. Employees applying for a telework agreement due to illness should be transferred to Human Resource Services (HRS) to discuss possible workplace accommodations under the Americans with Disabilities Act (ADAAA) and the Americans with Disabilities Act Amendments Act (ADAAA). Superiors should work with staff to assess their telework request, taking into account the unit`s business needs, communication and the impact of remote work on other team members. The employee`s willingness to telework may also be part of the thinking. University policy allows staff to telework if authorized by the employee`s supervisor or another designated official. With a well-thought-out plan, telework can benefit not only the employee, but also the supervisor, the team and the university in general. Telework often improves job satisfaction by increasing workstation flexibility, allowing the university to retain valued employees who might otherwise change jobs. It can also reduce commuting and address space restrictions. A. Terms of employment.
The teleworker`s employment conditions remain the same as for non-salaried workers; Wages, benefits and leave remain unchanged unless there is a change in the status of employment or scheduled work schedules that affects the eligibility of benefits. In addition, all academic guidelines, rules and procedures apply to the workplace, including internal and public communication guidelines, workers` rights and obligations, equipment and equipment management, financial management, information resource management, property and service acquisition, and security. Failure to comply with guidelines, rules and procedures may lead to the termination of the telework agreement and/or disciplinary measures. The university may introduce temporary assistance for more flexible and extensive telework schemes in an unfavourable working state, such as fire, power outage or public emergency. It may therefore be necessary to temporarily remove certain requirements of this directive, such as the formal telework agreement. B, throughout the emergency, if necessary or partial, as the appropriate deems by the Director of Personnel Services or by the Director of Personnel Services (hereafter referred to as the Rhenic Director).