Overview
Temporary Alternative Workplace Assignment (TAWA) During Emergency Situation
This guideline is established to address situations resulting from a temporary need for employees to work from home or another alternate work location through the use of computers and other telecommunications devices. These arrangements, when approved, are on an as-needed basis only, with no expectation of ongoing continuance outside of an emergency situation. This guidance applies to non-faculty staff positions, both exempt and non-exempt employees. Additional documentation may be required.
Process for Approval
Using a form provided by Human resources, the employee must request advance written approval by the President or the President’s designee (a college vice president) before commencement of a temporary workplace assignment.
Expectations
Written expectations for assignments, work schedule, and manner and frequency of communication must be established in advance by the supervisor and agreed to in writing by the employee. A copy of these expectations should be provided to Human Resources for the personnel file, using the form provided.
General Guidelines
Employees must be accessible during the established work hours and must provide their supervisor with a phone number where they can be reached. Wireless allowances may be considered during the duration of this temporary assignment. Non-exempt employees must continue to keep accurate records of time worked just as they would if working on campus in accordance with the Non-Exempt Employee Time and Attendance Policy. Supervisors and employees may establish a virtual check in/out arrangement if needed. Employees are not expected to work during times of requested and approved leave pursuant to College Rule 3.20.
Specific Terms and Conditions
Employees who are working from alternative locations must exercise due diligence in regard to work conditions that are conducive to personal safety, ensure protection of assigned college property and college information, and adhere to all applicable college rules and governing laws, including but not limited to the Family Educational Rights and Privacy Act (FERPA).
Employees affirm that all common safety practices have been and will continue to be followed and that the alternate worksite provides a safe work environment. Employees may not rely on any oral promise or agreement governing work conditions or environment and employees take full responsibility for safety and security while working at the alternate worksite. This arrangement is not an entitlement or an employee benefit and may be revoked at any time by the college upon notice to the employee.
This arrangement is not a contract of employment and does not create any contractual rights, either express or implied, and Santa Fe College is not making any promises or guarantees of continued employment. Any equipment and supplies provided by the college to the employee to work must be returned to the college upon the conclusion of this arrangement.