Telecommuting is the practice of working at home or at a site near the home instead of physically traveling to a central workplace. It is a work alternative that Agnes Scott College may offer to some employees when it would benefit both the College and the employee.

Employees who believe their position is suited to exploring the possibility of telecommuting as a realistic option should submit a written request to their manager proposing how it will benefit the College and themselves. The request should explain how they will be accountable and responsible, what equipment is necessary and how communication barriers will be overcome.

The decision to approve a telecommuting arrangement will be based on factors such as position and job duties, performance history, related work skills and the impact on the College. The division vice president reviews and approves all telecommuting arrangements, informing the president. Each telecommuting arrangement will be reviewed six months from inception for continued viability.

The employee's compensation, benefits, work status, work responsibilities, and the amount of time the employee is expected to work per day or per pay period will not change because of participation in the telecommuting program (unless otherwise agreed upon in writing).

The employee's at-home work hours will conform to a schedule agreed upon by the employee and his or her supervisor. If such a schedule has not been agreed upon, the employee's work hours will be assumed to be the same as they were before telecommuting. Changes to this schedule must be reviewed and approved in advance by the employee's supervisor.

Telecommuting is an alternative method of meeting the needs of the College and is not a universal employee benefit. As such, Agnes Scott has the right to refuse to make telecommuting available to an employee and to terminate a telecommuting arrangement at any time.

Policy No.  520  Issued  3/1/2012