POLICY

TELECOMMUTING OR ALTERNATE WORK SITE AWAY FROM THE REGULAR WORKPLACE

Whenever possible, requests for telecommuting arrangements or an alternate workplace away from the Law Library are supported for full-time or part-time employees.  Flexible Schedules and Comp Time are addressed in separate policies.

The normal work site is the University of Georgia School of Law campus.

Telecommuting is an management option rather than an employee entitlement.  Telecommuting does not alter salary, the amount of time an employee is expected to work, job responsibilities or benefits.

Telecommuting or establishment of an alternate work site away from the normal work place is permitted on request at the discretion of the supervisor.  Approval of an employee's request for a telecommuting must not compromise the ability of the department to meet its objectives. If the work situation is impacted  by too many employees requesting telecommuting privileges, the supervisor will consider job responsibilities, job performance, and employee equity.  Rotating telecommunication privileges among employees is an option for the supervisor.

Employees will not be assigned Law School equipment subject to University inventory for home use.  Exceptions are possible  in unusual situations, such as medical conditions or unique personal circumstances.   Exceptions to this policy must be approved by the Director of the Law Library.

The employee agrees to obtain all supplies needed for work at the alternate work site from the Law Library.  Out-of-pocket expenses for supplies will not normally be reimbursed.

The Law Library will not be responsible for operating costs, home maintenance, or any other incidental cost ( e.g. utilities) whatsoever, associated with the use of the alternate work site.

If an employee is injured while  working at an alternate work site, the employee should follow established University  procedures for reporting on-the-job injuries.