The president, vice-president, vice-presidents, vice-presidents, vice-presidents, deans and principals and headteachers who supervise employees who wish to work in telework. B. If the agreement requested is formal, the supervisor, vice-president/dean and the worker must assess the adequacy of a telework or remote work contract, paying particular attention to the rules and guidelines set out in this directive. We had already announced that the university would return to normal policy effective August 7, 2020 and would no longer allow employees to care for children while they work remotely. The university`s requirement for regular telework generally applies to workers whose duties must remain full-time on campus during normal business hours (8:00 a.m. to 5:00 p.m.) and is intended to establish flexible work rules that serve both the needs of the worker and the end-of-service service. As a general rule, we did not ask employees who already regularly work remotely or for a combination of on-campus and remote work (e.g. B ability) to enter into a telework contract, and these employees were not required to enter into the fixed-term remote employment contract at the beginning of the COVID-19 emergency. Therefore, the return of the university to normal politics has no influence on its regular organization of work. Telework and remote work can bring benefits to both the university and its staff, including improving productivity and performance, improving staff recruitment and engagement, reducing campus space, reducing costs, reducing environmental sustainability, responding to crises, and improving work-life balance.
Telework is not a university claim or benefit. While some positions may require telework or remote work, this is generally a voluntary work agreement, established by workers` supervisors and vice-presidents/deans, in which qualified employees perform their duties in a location other than their field workplace for an indeterminate period or for a limited period of time for regularly scheduled hours of work. The scope of this policy covers voluntary telework and remote work agreements. When setting up telework, it should be noted that the university considers telework or remote work to be a viable alternative organization in cases where the worker, the workplace and the supervisor are well adapted to such an agreement. Not all employees and positions are suitable for telework or remote work. The ability to telework or work remotely depends on each staff member and the staff member`s position and is determined by the employee`s supervisor and approved in accordance with this directive. Informal telework or remote work agreements, such as roadworks. B during the business journey, do not require the conclusion of the contract USF-Telemut and remote.