The City of Foster has implemented a Telecommuting program for its employees as a means of reducing traffic and smog pollution, and as a "quality of life" benefit for employees that still focuses on work efficiency.

The City is an avid supporter of telecommuting and encourages local businesses to consider implementing a telecommuting policy of their own.

Here are some telecommuting principles and ground rules to consider in implementing your own program.

Telecommuting Principles

• Telecommuting is a cooperative arrangement between supervisor and employee, not an entitlement, and is based on:
  • The needs of the job, work group and employer
  • The employee?s past and present levels of performance
• Jobs suitable for telecommuting are characterized by clearly defined tasks and work products. A telecommuter?s performance is measured by output, not work location.
• Telecommuting is a tool allowing for flexibility in work options.
• Telecommuting does not change the basic terms and conditions of employment with the employer.
• Each telecommuting arrangement is jointly agreed between supervisor and employee; telecommuting is voluntary and may be terminated, at will, at any time either by the employer or the employee.
• Employer-provided equipment at home is not an entitlement of telecommuting: depending on the job, equipment needs for telecommuters will vary from as little as phone, paper and pencil to as much as computer, modem, printer, data line and fax machine.

Telecommuting Ground Rules

• Telecommuting occurs usually on a part-time basis. Full-time telecommuting is usually permissible only when necessary and justified (e.g., telecommuting can be used to accommodate medical restrictions or physical disabilities depending on the needs of the job.)
• Telecommuter?s salary, job responsibilities, benefits and employer-sponsored insurance coverage should not necessarily change as a result of telecommuting.
• Telecommuters should have regularly scheduled work hours agreed upon with their supervisors and should remain obligated to comply with the employer?s rules, policies and procedures.
• Telecommuters should be accessible as their on-site counterparts during their agreed-upon regular business hours, regardless of work location.
• Telecommuters who work at home should have a designated work space agreed to by their employer and maintained by the employee, and subject to supervisor visit to the designated work area to ensure that safe work conditions exist. The telecommuter should be responsible for absorbing any costs related to remodeling and initial set-up (e.g., furniture) of the designated work space.
• Telecommuters who work at home should take all precautions necessary to secure privileged information in the home and prevent unauthorized access to any employer?s systems from the home.
• Telecommuter?s tax implications related to the home work space are the responsibility of the employee, who should be advised to consult a tax expert with questions.
• Telecommuting expenses not specifically covered in the telecommuting policy should be dealt with on a case-by-case basis between employee and supervisor.

If you have any questions about the City?s Telecommuting Policy, or need help setting one up in your company, please contact the Community Development Agency at the number below.

Telecommuting Works!! Give it a try!