POLICY NO: 3-12
VCCS POLICY NO:
EFFECTIVE DATE: 08/01/2020
REVISED DATE: 12/02/2021

  1. Purpose:

    To provide a process by which eligible full-time and part-time employees and student workers may request a telework arrangement and establish procedures to process the telework arrangements.

  2. Definitions:

    Alternative Work Site: An acceptable non-College-controlled location for performing job duties and responsibilities.

    Telework Agreement: Document signed by the participating employee, supervisor, and appropriate Executive Cabinet member agreeing to the terms and conditions for an employee to telework.

    Telework: A work option where an employee of Reynolds Community College works at an approved alternative work site for an agreed duration of time.

  3. Policy:

    Reynolds Community College allows employees, in appropriate situations, to telework. Telework can improve work performance, increase employee retention, reduce commuting costs, reduce departmental expenses, and allow temporary job modifications for return-to-work and/or the Americans with Disabilities Act compliance.

    Telework agreements must comply with all applicable federal, state, and College regulations and laws. Telework may not be suitable for all employees or positions. Telework is not an employee benefit; no College employee is entitled to or guaranteed the opportunity to telework. Telework must not interfere with business operations or student/customer service.

    During an emergency or inclement weather situation where the college or a campus/s is/are closed, the employee will continue to telework. If the employee cannot telework during this time due to illness or other responsibilities, the employee must work with their supervisor and may need to take appropriate leave.

    When circumstances (e.g., widespread power failure) prevent the employee from teleworking at their current work location, the employee may be asked and expected to report to a central workplace, other alternative locations or be granted emergency closing leave on a case-by-case basis.

    Managers/supervisors are responsible for negotiating telework arrangements with employees, and the Office of Human Resources will review and maintain all Telework Memorandum of Agreements.

  4. Procedures:

    Procedures for Telework, 3-12

  5. Other Information:

    Department of Human Resource Management (DHRM) Policy No. 1.25, Hours of Work

    Department of Human Resource Management (DHRM) Policy No. 1.35, Emergency Closing

    Department of Human Resource Management (DHRM) Policy No. 1.40, Performance Planning and Evaluation

    Department of Human Resource Management (DHRM) Policy No. 1.60, Standards of Conduct

    Department of Human Resource Management (DHRM) Policy No. 1.61, Teleworking

    Department of Human Resource Management (DHRM) Policy No. 4.20, Family and Medical Leave

    Department of Human Resource Management (DHRM) Policy No. 4.55, Sick Leave

    Department of Human Resource Management (DHRM) Policy No. 4.57, Virginia Sickness and Disability Program

    Department of Human Resource Management (DHRM) Policy No. 4.60, Workers' Compensation

    JSRCC Form No. 35-0014, Telework Agreement

    Reynolds Policy No. 3-14, Standard Work Schedule and Overtime

    Reynolds Policy No. 3-17, Alternate Work Schedule