Utsa Telecommuting Agreement

9.4 The U.T. system is not liable for costs, damages or losses related to the termination of the telework contract. An acceptable job function for telecommuting is one that can be performed remotely without compromising the quality of work or affecting the productivity of an office. 9.3 If the telework contract is terminated, the employee must immediately return to the U.T. system all notes, data, reference materials, sketches, drawings, memorandums, reports, recordings, devices, software, accessories and any other object of the system in possession or under the employee`s control. For telework agreements, positions may be considered: an employee interested in telework must meet the following eligibility criteria: 6.2 Once the authorizations have been issued, the agreement is forwarded to the Office of Employee Services (OES). The OES will ensure that the Office of Information Technology and Services (OTIS) has access to active telemutation agreements. The objective of this policy is to plan for the management of the University of Texas telework program. 6.3 A telework contract may remain in effect for the duration of the employment at the position specified in the agreement, unless it is terminated in accordance with the procedures described elsewhere in this policy. A new agreement must be reached when a staff member changes positions.

As this period of remote work is unusual in their perseverance and long-term nature, faculty members had to enter into a telecommunications contract for faculties. The telework requirement applies to all faculties, including faculties with administrative functions – department heads and university deans. The working arrangements of the faculty and staff will also be part of the work arrangements in spring 2021 on campus, telecommunications semesters and hybrid semesters. Existing telecommunications contracts have been extended until May 31, 2021. As our situation evolves, options for working arrangements and telemuted agreements will be reviewed if necessary. Superiors will inform staff of the terms and conditions in case of need and before any changes. It is the policy of the University of Texas at Austin to allow telework, as offered by this policy, if it is in the best interest of the university and when it will increase worker productivity. The telework contract is not an employment contract and does not create real estate interest in employment 8.2 The operating needs of the U.T. system prevail over telecommunications agreements.

A telework employee must, if necessary, forego night work on a day of regular telework at the office, but the person must be informed as much as reasonably possible. A superior can allow flexibility in planning specific days of the week for telemuting and allow flexibility from week to week to meet changing requirements. 9.1 Telework is voluntary and can be terminated at any time with a 10-day written notification from one of the parties. It is the policy of the U.T. system to allow telework at its discretion. Before a department and a worker can enter into a telework contract, the clerk or builder must authorize the person to perform work from a remote location. The participation of workers in telemuting is completely voluntary. A service cannot require an employee to be a teleworker and an employee cannot demand the “right” to telework.

8.1 The specific timetable for the telecommunications employee is established between the employee and the supervisor and is stipulated in the telework agreement. Telecommunications personnel must be available for contact during the scheduled working time, as if the employee were working at the scheduled headquarters.