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Work schedules are relative to the employee’s respective location and duties. However,
normal office hours are Monday through Friday from 8:30 am to 5:00 pm. Waséyabek
Federal Services (WFS) workweek is Sunday through Saturday, which consists of 40
hours or 8 hours per day, not including lunchtime. Staffing needs and operational
demands may necessitate variations in starting and ending times, as well as variations
in the total hours that may be scheduled each day and week. Supervisors will advise
employees of their individual work schedules and lunch and break periods.

Flexible scheduling, or flextime (varied starting and ending times each day within
established limits), may be available to coworkers if a mutually workable schedule is
feasible. Feasibility depends on staffing needs, the employee’s performance, the nature
of the job, and if all parties, including management, are agreed.

Any variation in the normal workweek and any flextime arrangement must be approved
in writing by all responsible managers.

The practice of working at home or at a site near the home instead of physically
traveling to a central workplace may be offered when it would benefit both the
organization and the coworker. Employees who believe telecommuting can enhance
their job performance should submit a written request to their manager, describing the
benefit to WFS and themselves, explaining how they would 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 organization, all at the sole discretion of management. To be eligible, in
addition to the stated factors above, employees also must meet the following minimum

• Must be an exempt employee – this policy is primarily for our exempt

workforce; however, telecommuting for non-exempt employees will be
considered on a case-by-case basis.
• Telecommuter must have VPN capabilities and access to telephone during pre-
established working hours. The ability to communicate and transmit documents
and information electronically via e-mail, phone, or fax is essential to effective
• Employee will bear the costs associated establishing an off-campus office.
• Employee is not permitted to perform child care, adult care or similar personal
duties during working hours.

• Telecommuting does not adversely affect the organization, departmental
assignments/projects, customer relations, or other work units.
• There is adequate and suitable work available for the employee to perform at
home with no supervision.
• The position is appropriate for a telecommuting arrangement.
• The employee has maintained a good work record prior to making his/her
request to telecommute, including no excessive or unexcused absences and no
corrective action within the last six months of employment.
• The employee remains obligated to comply with all company rules, practices and

The Employee’s compensation, benefits, work status, work responsibilities, and the
amount of time they are expected to work per day or per pay period will not change
due to participation in the telecommuting program (unless otherwise agreed upon in

Telecommuting is a privilege, not a right and WFS has the right to refuse to make
telecommuting available to any employee and to terminate a telecommuting
arrangement at any time and for any reason. The company puts enormous trust in
telecommuting employees to manage their time competently and the telecommuter’s
work-product will be measured objectively. Violation of this trust will result in the
termination of the telecommuting arrangement, or termination of employment, if

An employee’s shift to telecommuting does not affect his classification as an “at will


Employees must be available by phone and email during core or designated hours. All
client interactions will be conducted on a client or company site. Telecommuting
employees will still be available for staff meetings, and other meetings deemed
necessary by management. The company will pay reasonable work-related voice and
data communication charges.


The employee agrees to keep the alternate workplace in a safe condition, free from
hazards and other dangers to the employee and the company’s equipment. The
employee understands that he will be liable for injuries or damages to the person or
property of third parties or any members of the employee’s family in the alternate

workplace if it is in the employee’s home. The company will not be liable for damages
to the employee's property resulting from participation in the telecommuting program.

By telecommuting, the employee agrees to hold the company harmless against any and
all claims, excluding workers' compensation claims.

The alternate workplace is considered an extension of the employee’s primary
workplace; therefore, workers’ compensation will continue to exist for the employee
when performing official work duties in the alternate workplace during approved
telecommuting hours. Any work related injuries must be reported to the employee’s
supervisor immediately.

The company assumes no liability for injuries occurring in the employee's home
workspace outside the agreed-upon work hours.


The employee accepts responsibility for maintaining the security, condition, and
confidentiality of company equipment and materials (including but not limited to files,
applications, manuals, and forms) that are at the alternate workplace. The company’s
security controls and conditions for use of the company-owned equipment for the
official work location will also apply to alternate workplaces. All official company
records, files, and documents must be protected from unauthorized disclosure or
damage and returned safely to the primary workplace. The employee agrees to abide
by any rules promulgated by the company concerning the use of computer equipment
(which may include protecting the employee’s home PC against computer “viruses”),
and understands that these rules may be changed at any time. The employee agrees
to follow company procedures for network access and to take all necessary steps to
protect the integrity of company systems including but not limited to: protecting
passwords, not duplicating company-owned software, and not allowing company files to
be viewed by others.

Any hardware or software purchased by the company remains the property of the
company and must be returned to the company should the alternative work
arrangement be terminated.

Software owned by the company may not be duplicated except as formally authorized
by policy. Employees using company software must adhere to the manufacturer's
licensing agreements.

Restricted access materials (such as payroll, personnel files, etc.) may not be taken out
of the designated workspace, copied, or compromised in any way. Employees working
at alternate sites will take all precautions necessary to secure sensitive information and
prevent unauthorized access to the company-related information.

Company equipment located at an alternative work location may not be used for
personal activities.

Office supplies will be provided by the company as needed. Out-of-pocket expenses for
other supplies will not be reimbursed unless by prior approval of the employee’s

The company will not be responsible for operating costs, home maintenance, or any
other incidental costs (e.g., utilities), associated with the use of the employee's

Telecommuting is not a substitute for dependent care. Employees will not be available
during company core hours to provide dependent care.

It will be the employee’s responsibility to determine any income tax implications of
maintaining a home office area. The company will not provide tax guidance nor will the
company assume any additional tax liabilities. Employees are encouraged to consult
with a qualified tax professional to discuss income tax implications.

The employee shall agree to participate in all studies, inquiries, reports and analyses
relating to this program.

Any change in the approved job assignment, location or defined work schedule must be
reviewed and approved by the supervisor and human resources in advance.