Advances in telecommunications, the rising costs of gas, growing air pollution, traffic congestion and changing social needs have increased interest in telecommuting arrangements.

What's Telecommuting?  Telecommuting - (also referred to as "work-at-home," "flexible workplace," and "teleworking") -- Performing work at a place other than the campus in accordance with the terms of an employee-employer agreements.

Regular telecommuting  is performed on a regularly scheduled basis for a period of several months or longer. Reasons for initiating regular telecommuting agreements may include: to enhance mission accomplishment; to improve service to clients; to improve productivity; to attract and retain high-quality employees in key occupations; to reduce office space; to assure reasonable accommodation for disabled employees; and, to reduce commuting distance.

Non-Regular or episodic telecommuting  is work performed at an alternate work site without a regular schedule. Some examples where non-regular or episodic telecommuting arrangements may work well include: time to complete discrete portions of projects or work assignments; convalescence from an injury or illness; during office renovation; and, reasonable accommodation. All of these situations involve performing work at an alternate work site that cannot be performed on campus for the reasons stated earlier.

EMPLOYEE RESPONSIBILITIES

• Participation - The employee must request to participate in the telecommuting program; the employee may also request to end participation, without cause, at any time.
• Notice to Employer - The employee will promptly inform the employer whenever problems arise which adversely affect his/her ability to perform work at the alternate work site.
• Work Schedule - The employee must be available upon reasonable notice (generally a day in advance, if feasible) to come to campus whenever the need arises for meetings, travel, training, etc.
• Work Activities - The employee will not engage in any non-work activities while in work status at the alternate duty site. This includes such pursuits as child care, elder care or the conduct of personal business.
• Leave - The employee will follow established leave policies at the alternate work site as though he/she were on campus.
• Telephone - The employee agrees to maintain a telephone line into his/her alternate work site and to furnish the employer with the number so that during business hours, he/she is accessible.
• Equipment Use- The employee must assure that all state-owned equipment is used only for authorized purposes.
• Security - The employee will follow standard confidential procedures when removing official documents from the campus.
• Liability - The employee will be liable for damage to any state-supplied property, including equipment at the alternate work site, in the same way the employee is liable on campus. CSUDH will not be liable for damages to an employee's personal or real property during the course of performance of official duties or while CSUDH equipment is in use at the employee's residence.
• Costs - Generally, the state will be responsible for the service and maintenance of state-owned equipment. The employee is responsible for all operating costs, home maintenance and any other incidental costs (e.g., utilities) associated with the use of the home for business purposes.