Telecommuting Policy

Objective
Telecommuting offers employees the flexibility to work from home, remote locations, or satellite
offices for all or part of their workweek. The Company views telecommuting as a viable and
flexible work option, provided it aligns with the employee's role and job requirements. While
telecommuting may be suitable for certain employees and positions, it may not be suitable for
everyone. It is essential to note that telecommuting is not a guaranteed benefit for all
employees, nor does it alter the terms and conditions of employment with the Company.
Procedures
Telecommuting offers flexibility in two forms: informal, such as working from home temporarily
for a project or during business travel, and formal, with a set schedule of working away from the
office as outlined below. Both employees and supervisors can propose telecommuting as a
potential work arrangement.
For transitions from work on site to work-at-home, all telecommuting arrangement shall be on a
non-permanent basis and may be discontinued at will and at any time upon lawful order of
management. Every effort will be made to provide 30 days’ notice of such change to
accommodate commuting, childcare and other issues that may arise from the termination of a
telecommuting arrangement. There may be instances, however, when no notice is possible.
Eligibility
Before entering into any telecommuting agreement, the employee and manager, with the
assistance of the human resource department, will evaluate the suitability of such an
arrangement, reviewing the following areas:

 Employee suitability. The employee and manager will assess the needs and work habits
of the employee, compared to traits customarily recognized as appropriate for successful
telecommuters.
 Job responsibilities. The employee and manager will discuss the job responsibilities and
determine if the job is appropriate for a telecommuting arrangement.
 Equipment needs, workspace design considerations and scheduling issues. The
employee and manager will review the physical workspace needs and the appropriate
location for the telework.
 Tax and other legal implications. The employee must determine any tax or legal
implications under IRS, state and local government laws, and/or restrictions of working
out of a home-based office. Responsibility for fulfilling all obligations in this area rests
solely with the employee.
If the employee and manager agree, and the human resource department concurs, a draft
telecommuting agreement will be prepared and signed by all parties, and a three-month trial
period will commence.
Evaluation of telecommuter performance during the trial period will include regular interaction by
phone and e-mail between the employee and the manager, and weekly face-to-face meetings to
discuss work progress and problems. At the end of the trial period, the employee and manager
will each complete an evaluation of the arrangement and make recommendations for
continuance or modifications. Evaluation of telecommuter performance beyond the trial period
will be consistent with that received by employees working at the office in both content and
frequency but will focus on work output and completion of objectives rather than on time-based
performance.
An appropriate level of communication between the telecommuter and supervisor will be agreed
to as part of the discussion process and will be more formal during the trial period. After
conclusion of the trial period, the manager and telecommuter will communicate at a level
consistent with employees working at the office or in a manner and frequency that is appropriate
for the job and the individuals involved.
Equipment
On a case-by-case basis, The Company will determine, with information supplied by the
employee and the supervisor, the appropriate equipment needs (including hardware, software,
modems, phone and data lines and other office equipment) for each telecommuting
arrangement. The human resource and information system departments will serve as resources
in this matter. Equipment supplied by the organization will be maintained by the organization.
Equipment supplied by the employee, if deemed appropriate by the organization, will be
maintained by the employee. The Company accepts no responsibility for damage or repairs to
employee-owned equipment. The Company reserves the right to make determinations as to
appropriate equipment, subject to change at any time. Equipment supplied by the organization
is to be used for business purposes only. The telecommuter must sign an inventory of all The
Company property received and agree to take appropriate action to protect the items from
damage or theft. Upon termination of employment, all company property will be returned to the
company, unless other arrangements have been made.
The Company will supply the employee with appropriate office supplies (pens, paper, etc.) as
deemed necessary. The Company will also reimburse the employee for business-related
expenses, such as phone calls and shipping costs, that are reasonably incurred in carrying out
the employee’s job.
The employee will establish an appropriate work environment within his or her home for work
purposes. The Company will not be responsible for costs associated with the setup of the
employee’s home office, such as remodeling, furniture or lighting, nor for repairs or
modifications to the home office space.
Security
Consistent with the organization’s expectations of information security for employees working at
the office, telecommuting employees will be expected to ensure the protection of proprietary
company and customer information accessible from their home office. Steps include the use of
locked file cabinets and desks, regular password maintenance, and any other measures
appropriate for the job and the environment.
Safety
Employees are expected to maintain their home workspace in a safe manner, free from safety
hazards. The Company will provide each telecommuter with a safety checklist that must be
completed at least twice per year. Injuries sustained by the employee in a home office location
and in conjunction with his or her regular work duties are normally covered by the company’s
workers’ compensation policy. Telecommuting employees are responsible for notifying the
employer of such injuries as soon as practicable. The employee is liable for any injuries
sustained by visitors to his or her home worksite.
Telecommuting is not designed to be a replacement for appropriate child care. Although an
individual employee’s schedule may be modified to accommodate child care needs, the focus of
the arrangement must remain on job performance and meeting business demands. Prospective
telecommuters are encouraged to discuss expectations of telecommuting with family members
prior to entering a trial period.
Time Worked
Telecommuting employees who are not exempt from the overtime requirements of the Fair
Labor Standards Act will be required to accurately record all hours worked using The Company
’s time-keeping system. Hours worked in excess of those scheduled per day and per workweek
require the advance approval of the telecommuter’s supervisor. Failure to comply with this
requirement may result in the immediate termination of the telecommuting agreement.
Ad Hoc Arrangements
Temporary telecommuting arrangements may be approved for circumstances such as inclement
weather, special projects or business travel. These arrangements are approved on an as-
needed basis only, with no expectation of ongoing continuance.
Other informal, short-term arrangements may be made for employees on family or medical
leave to the extent practical for the employee and the organization and with the consent of the
employee’s health care provider, if appropriate.
All informal telecommuting arrangements are made on a case-by-case basis, focusing first on
the business needs of the organization.