July 1991

(Note: These guidelines are provided as a framework for a one-year trial period of telecommuting by UCSD Library employees. During fiscal year 1991-92, while we are trying out telecommuting for the first time, these guidelines are subject to revision or elaboration if/as necessary. The Library makes no guarantee that the option to telecommute will be continued beyond fiscal year 1991-92.)

Telecommuting is an ongoing alternate work arrangement available to University of California, San Diego, Library employees after an employee has prepared a written proposal stating the arrangements which would pertain to his/her specific situation and has received approval for that proposal from his/her supervisor, department head and the line Assistant/Associate University Librarian. The arrangement is not permanent and can be terminated if it is determined that the Library's needs or the employee's needs are not being met. It is a work alternative, rather than a reward for performance or an alternate approach to the care of dependents in the home. The telecommuting option is intended to enhance employee productivity and to reduce commuting time and commuter traffic.

Any employee may propose a telecommuting plan, but approval is not guaranteed in any case. To implement a telecommuting plan, the following considerations apply:

1. An employee who wishes to propose a telecommuting arrangement is responsible for writing a plan outlining:

>> how his/her responsibilities will be carried out;

>> the specific schedule to be followed;

>> the times and telephone numbers at which the employee may be contacted by the supervisor and co-workers.

2. Job responsibilities, productivity measures, and performance reviews will remain the same as when the employee was physically present in the department.

3. An employee's salary, benefits and employer-sponsored insurance coverage will not change due to telecommuting.

4. The amount of time an employee is expected to work will not change due to telecommuting. For example, full time career employees will be responsible for working a 40-hour week.

1. Because the employee's alternate work space will be considered an extension of the UCSD work space, UCSD's liability for job-related accidents will continue to exist during the approved work schedule.

2. A designated work space should be maintained by the employee in a clean, professional, and safe condition at the alternate work location.

3. The University of California, San Diego, retains the right to make on-site inspections of this work area, at a mutually-agreed-upon time, to ensure that safe work conditions exist.

1. Any hardware or software purchased by UCSD and approved for use by a telecommuter remains the property of UCSD and will be returned to UCSD should the telecommuting agreement be terminated. In return, the employee will insure the security of the equipment and that his/her homeowner's insurance or rental insurance covers the hardware and software.

2. Products developed while telecommuting for UCSD remain the property of UCSD.

3. UCSD-owned software may not be duplicated except as formally authorized.

4. Employees using UCSD software must adhere to the manufacturers' licensing agreements.

5. UCSD equipment in a remote location may not be used for personal purposes.

6. Supplies required to complete assigned work at the alternate location should be obtained during one of the employee's in-office work periods. Out-of-pocket expenses for materials and supplies normally available through the department, such as computer paper, floppy disks, etc., will not be reimbursed.

1. The employee will be responsible for clear, consistent communication with the departmental administrative assistant and co-workers regarding telecommuting days.

2. While working at the alternate work site, the employee will answer the telephone in a business-like manner, e.g., "Hello, this is (name)." If an answering machine is used, the recording will be of a similar type, and phone calls will be returned promptly. The employee will provide the telephone number of his/her alternate work site to the supervisor, the departmental administrative assistant, and to co-workers as necessary. (The number will not be provided to anyone else.)

The employee will sign a copy of these Provisional Guidelines to indicate his/her agreement to follow them. A copy of these guidelines and the final, supervisor-approved version of the employee's written telecommuting proposal will be placed in his/her personnel file.