Title: CASEworks (Telecommuting)
Effective Date: 07/29/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employee Relations
Revision History: 01/01/2002; 01/01/2008; 06/03/2019
Related Legislation and University policies: Alternative Work Arrangements Procedure; Alternative Work Arrangement Request Form, CASEworks Eligibility Worksheet, CASEworks Alternative Work Arrangement Agreement; Work Week and Pay Systems; Overtime Policy; Family Medical Leave Act (FMLA) Absences and Leave Policy; Additional Medical Leaves of Absences (non-FMLA) Policy; Alternative Work Arrangements
Review Period: 5 years
Date of Last Review:
Relates to: executive staff, senior staff, and staff
CASEworks can offer CWRU employees an alternative work arrangement option of structured flexibility in their work environment as part of the Alternative Work Arrangements Policy.
Full-time or part-time exempt staff employees may request participation in and receive approval to work-at-home and/or at an approved remote location for part or all of their scheduled work week. This alternate work arrangement offers a unique opportunity to cultivate a rewarding career and professional relationships while balancing modern work-related stresses such as daily commutes and family demands. Non-exempt staff employees are not eligible to telecommute.
Requests for utilizing the CASEworks Telecommuting Alternative Work Arrangement option will be reviewed and determined on an individual basis. The guidelines for approving and administrating CASEworks will be based on the following criterion which includes, but is not limited to:
- The employee is an exempt employee.
- The employee’s position does not require daily face-to-face interaction with customers, coworkers or use of equipment or records that are not accessible from the work-at-home location.
- Job tasks and functions can be effectively performed at an alternate work site.
- The employee is able to work independently with little or no supervision and is able to manage their time effectively.
- The employee is knowledgeable of job expectations and requirements.
- The employee meets deadlines and produces quality work.
- The employee is responsible for proper pick-up and delivery of work product.
- The employee agrees to attend pre-scheduled work meetings, training sessions and/or similarly required work-related events.
- The employee does not supervise the work of others.
- The employee agrees to adhere to all conditions outlined in the CASEworks (Telecommuting) Alternative Work Arrangement Agreement.
For all alternative work arrangements, breaks (as outlined in the Work Week and Pay Systems Policy) must be included in the proposed alternative work arrangement work schedule. Additionally, all exempt employees that request an CASEworks Telecommuting Alternative Work Arrangement option must work a minimum of forty (40) hours per week and will willingly include as a part of their regular work week additional work time to meet outside of normal work schedules, to handle short-term projects, and to satisfy weekly work requirements.
The university and/or the supervisor reserves the right to modify, suspend or terminate the employee’s CASEworks Telecommuting Alternative Work Arrangement option option at any time based on departmental/operational needs, staffing requirements, or the employee’s unacceptable performance. In addition, employees will have their alternative work arrangement terminated (and return to the office-based workplace if telecommuting) if it is determined the employee has committed a violation of the university’s HR policies, is placed in positive corrective action, the employee’s Annual Performance Review is below average, or the employee fails to maintain and/or fulfill normal work requirements, both qualitative and quantitative. Supervisors who wish to modify, suspend, or terminate the alternative work arrangement should first contact Employee Relations.
Employees may request to terminate the CASEworks Telecommuting Alternative Work Arrangement agreement by providing reasonable notice to their supervisor and obtaining supervisory approval. If in the event an CASEworks Telecommuting Alternative Work Arrangement option must be terminated either by the university or the employee, both will provide the reasonable notice of termination of the alternative work arrangement option.
Employees who commence an CASEworks Telecommuting Alternative Work Arrangement option without completing the required request forms and/or have not received an approved request form from their manager/supervisory may be subject to corrective action, up to and including termination.