What is Telework?
Riverside County supports Teleworking, one or more days a week, as an alternative work arrangement and encourages supervisors to give Teleworking every consideration. Riverside County encourages the use of Teleworking in situations where it will work to the mutual benefit of all stakeholders. This guideline does not interfere with or apply to situations in which supervisors allow employees to occasionally work at home.
Teleworking is an alternative work arrangement that may be used to:
- reduce employee commute trips and traffic congestion,
- reduce parking requirements and office space needs,
- help attract and retain a diverse and talented work force,
- accommodate special needs of employees,
- increase employee motivation, and
- increase productivity.
Teleworking is one of several alternatives, such as flexible work schedules and compressed workweeks that allow work arrangements to be tailored to the individual needs of the employee and to the unique requirements of each work situation with benefits accruing to the employee and the organization.
Requirements for all Teleworking arrangements are set forth in this guideline, and comply with Board of Supervisors’ Policy K3. These requirements are intended to ensure Riverside County complies with all applicable laws, and to reduce exposure to financial liabilities. Aside from these requirements, and with the understanding that careful consideration must be given to the issues presented in this guideline, the intent is to allow individuals and their leadership to design their own Teleworking arrangements.
The Riverside County Teleworking Program is based on these principles:
- Teleworking is an alternative work arrangement, not a universal benefit.
- Teleworking is voluntary and based on mutual trust.
- Teleworking benefits the County and the community.
- Teleworking work arrangements are mutually agreed to by the teleworker, supervisor and department head.
- The financial welfare of both Riverside County and the teleworker and the economic realities of Riverside County must be considered in the Teleworking agreement.
- Teleworking must remain a mutual benefit to all stakeholders.
- Teleworking requires training and planning.
Program Description
Teleworking is an alternative work location mutually agreed upon by the teleworker and the supervisor, subject to the approval of the department head and appointing authority. Teleworking arrangements are voluntary. The department, the supervisor, or the employee may terminate a Teleworking arrangement at any time, for any reason, and return to full-time in-office work.
Teleworking is not an employee benefit but an alternative method of meeting the needs of the County. Since Teleworking is a privilege, the County has the right to refuse to make Teleworking available to an employee and to terminate the arrangement at any time. Teleworking and issues surrounding it are not grievable.
Employees are not required to telecommute. Employees have the right to refuse to telecommute if the option is made available to them. Employees who choose to telecommute have the right to cease Teleworking and to return to their former in-office work pattern at any time.
This guideline is not a contract of employment and nothing in it should be construed as creating a contract of employment between Riverside County and any employee. Riverside County reserves the right to terminate this program at its discretion.