The employee declares himself voluntarily ready to work on the authorized alternative construction site listed below and to follow all applicable guidelines and procedures. The employee recognizes that telework is not a work benefit. As the Telework Directive states, there are certain provisions of the agreement that are unique to each employee. These provisions are as follows: if the employees and directors agree, and the human resources department agrees, a draft telework contract is prepared and signed by all parties and a three-month trial period begins. Telework can be informal, e.g.B. working from home for a short-term project or on the road during the business trip, or a formal and fixed schedule for work from the office, as described below. An employee or supervisor may propose telework as a possible work agreement. Any telework agreement that is tested within the first three months and may be interrupted at any time at the request of the tele-shuttler or the organization. Every effort is made to accommodate such a change 30 days in advance to accommodate commuters, child care and other problems that may arise from the termination of a telework agreement. However, there may be no notifications. Before entering into a telecommunications agreement, the employee and manager, with the assistance of the human resources department, will assess the adequacy of such an agreement and will consider the following areas: The continuation of the telecommunications agreement is subject to a weekly/monthly trial period. This trial period begins on – This trial period does not alter the ability of the employment office to terminate the telecommunications agreement or the employment relationship at any time, for or without reason, as long as such a measure is not contrary to applicable applicable applicable legislation or internal regulations. Telework is not designed as a substitute for adequate child care.
While an individual staff member`s schedule may be changed to meet the needs of child care, the agreement must focus on work and meeting professional requirements. Potential teleworkers are encouraged to discuss telework expectations with family members before starting a trial phase. The employee understands that the employment agency can stop telework and order the employee to return to work on the central site. Depending on the needs and availability of space, the employment agency undertakes to revive the worker, after having communicated to the employment agency, his job on the central site. In the event that the employment relationship is broken, all property belonging to the Employment/House Office is returned to the Employment Agency`s Convenience. Telework employees who are not exempt from the overtime requirements of the Fair Labor Standards Act must accurately record all hours worked with the [company name] time registration system. Hours worked beyond the hours scheduled per day and per work week are subject to the prior agreement of the tele-shuttler`s supervisor. Failure to comply with this requirement may lead to the immediate termination of the telework contract.