4.3 ERMUSR 06-03-2025 - Laserfiche WebLink

Home Browse Search

28 June 2025 236096v1 help provide these benefits. Working remotely should never be allowed to adversely affect external or internal service or operational needs of the Utilities. General Guidelines Remote work as defined for this policy means working some or all scheduled hours and/or performing some or all job duties from a location not on Utilities premises: • Working all scheduled hours off-site, or • Working some scheduled hours off-site and some on Utilities premises. Employees may not access Utilities’ systems or data remotely without first obtaining written permission. Regardless of location, a remote worker remains responsible for all job duties, responsibilities and obligations associated with their position, even if such duties require the employee to come into a Utilities facility while performing work remotely. Employees and supervisors should seek to find solutions to maximize benefit to the Utilities and to the employee. Remote work arrangements will be considered by the Utilities on an individual, case-by- case basis. A Remote Work Agreement form must be completed and approved by the Supervisor and the employee before an employee will be permitted to begin a remote work arrangement. Because the primary focus of the Utilities is always on serving the needs of customers, remote work arrangements may not be feasible for some positions. Field workers, in particular, generally have duties that cannot be performed remotely. Remote work arrangements may vary depending on the position and department. Supervisors are responsible for determining remote work arrangements and schedules within their departments, subject to the approval of the General Manager or their delegate. The Utilities has sole discretion in considering an employee request to work remotely and setting remote work policy for a particular department, employee group, or employee. In exercising this discretion the Utilities may consider the following factors and guidelines and any other relevant matters: • The length of an employee’s continuous, regular employment and degree of success performing their job duties. • Remote work requires the same focus on job duties as if the employee were in the office; repeated interruptions from household members, pets or other distractions may disqualify an employee from remote work. • There must be adequate department coverage during all standard hours. • There must be no adverse impact on internal or external customers. • There must be no known safety issues associated with working remotely. • There must not be any known security issues with technology or otherwise. 95