MAINE BULLETIN NO. ME 360-10-1
October 1, 2010
SUBJECT: Maine Telecommuting Policy
Purpose: To inform employees of NRCS’ policy pertaining to Telecommuting
Expiration Date: September 30, 2010
Action Required By: December 4, 2009
Participation in a telecommuting (also known as telework) arrangement is not an employee entitlement; therefore, it is incumbent upon management to deem whether a telecommuting arrangement is beneficial and feasible to the organization, not just to the employee.
The definition of telecommuting (or telework) is performing regular and recurring work at an alternative work location (i.e., home, telecenter, or other satellite work location), for a minimum of one day per pay week. Working from an alternative work location on an occasional or infrequent basis, or during an emergency situation is not considered telecommuting. While a telecommuting agreement is not required during these infrequent periods, employees must still obtain the supervisor’s permission before doing so.
The following reference is in GM360.429.E: “Telecommuting is a management option, not an automatic right of employees. Where a telecommuting agreement exists, management may subsequently cancel or modify the agreement at any time, after discussion with the employee, if the original agreement fails to benefit and/or meet organizational needs.”
Employees who desire to telecommute must submit their request through their supervisor to me for final approval in accordance with GM360.429.E “Exhibits”, no later than December 4, 2009. Attached to this e-mail is an Adobe (PDF) fillable form for your use. I will review and consider only those telecommuting agreements which present a specific benefit to the organization. Requests based upon personal convenience will not be considered.
/s/ Juan C. Hernandez
JUAN C. HERNANDEZ
The following document requires Adobe Acrobat (.pdf)
Attachment - Telecommuting Agreement - Fillable (.pdf)