INTRODUCTION

Telecommuting is working from a remote workplace, such as home or a satellite work center, instead of commuting to a designated headquarters. The term "designated headquarters" means the employee's usual and customary agency work address. With telecommuting, emphasis is placed on information or communication exchange through telephones and remote devices, such as computers, modems, and fax machines, so an employee may work off-site. In some cases, the telephone may be the only necessary communication equipment.

Advances in technology have made telecommuting available to more businesses and their employees. While traditional occupations, such as assembly-line and construction work still require the employee to be present at a single location, as many as half of all American jobs now require employees to work at a desk and a telephone and a computer; in effect, their work is brought to them. Telecommuting, while not suited for every job or every employee, often works well for "information" workers.

Telecommuting normally occurs on a regular schedule (one or more days each week). Intermittent telecommuting is also permitted based on these guidelines. Less than full-time telecommuting is supplemented with regular day(s) worked at the designated headquarters.

There are two forms of telecommuting:

Home based: working in an area in an employee's residence specifically set aside as a work space to be used during telecommuting hours.

Satellite work-center based: working in an agency-owned or leased facility not assigned as the employee's designated headquarters (e.g., area office, regional office). This type of telecommuting is not included in this program.

Examples of Telecommuting Tasks

Job tasks reported to yield equal or higher production by telecommuters versus on-site workers include but are not limited to:

THE TELECOMMUTING PROGRAM

The Telecommuting Program is designed to provide an interim alternative work arrangement which may be available to selected TNRCC employees. Selected employees will establish a mutually agreed upon work arrangement with their supervisors. This arrangement is not permanent and can be terminated for any reason. This work alternative is intended to enhance employee productivity, creativity and job satisfaction.

This program was developed in an effort to offer qualifying employees more flexibility in their work schedules and to offer reduced parking problems, traffic emissions and congestion. Telecommuters will work at the remote location no more than three days a week for a period of not to exceed one year.

This document serves as the guideline for the administration of the Telecommuting Program. All divisions and sections will follow these guidelines to promote consistency. These policies do not and are not intended to provide rules for every situation that may arise as an employee telecommutes.

All participants in the program are reminded that all agency personnel policies and procedures governing standards and ethics remain in effect regardless of where or when work is performed.

Please note that PC access is not available at this time in all regional offices. Please consult with with your LAN Manager to determine its availability.

Program Objectives

The objectives of the program are to:

• Improve overall productivity of the agency;
• Increase employee productivity;
• Make optimal use of agency office facilities and equipment;
• Reduce traffic congestion and improve air quality by reducing employee commute trips and reducing single occupant vehicle trips;
• Increase job satisfaction;
• Reduce absenteeism;
• Encourage employee retention;
• Enhance recruitment effectiveness; and
• Demonstrate that TNRCC is a leader in using telecommuting as a transportation demand management strategy.

Telecommuting Coordinator

The Telecommuting Coordinator is responsible for overseeing the program. The Coordinator resides in Human Resources and Staff Development (HRSD).

The Telecommuting Coordinator serves as the:

Telecommuting Agreement

The Telecommuting Agreement clearly establishes the roles and responsibilities between a telecommuting employee and that employee's supervisor and/or manager. This agreement must be signed by both parties prior to beginning telecommuting. A copy of the signed agreement will be kept by the employee's supervisor and/or manager. The original agreement will be forwarded to the agency Telecommuting Coordinator in HRSD. This agreement does not constitute the terms of an employment contract and it does not create a property interest in employment.

The Telecommuting Program began initially as a pilot program. The program was piloted from September 2, 1993 through August 31, 1998. During this period, the program underwent continuous tracking and evaluation with the purpose of achieving a smooth transition into a regular program.

At the end of the pilot program, a final report was submitted to TNRCC executive management. It is important to note some of the key recommendations that were approved through this report.

Number of Participants

The pilot program had 115 participants. The agency goal is to have approximately 10% of TNRCC staff telecommuting. Staff participation will increase through the year 2001.

Budgeting Needs

The telecommuting participant goal is stated above; however, the actual number of staff allowed to telecommute will be determined by the resources set aside by each division.

If the candidate will require a computer, funding should be set aside by each division to cover the cost of computer equipment. Annual dial-in connection fees may be required to adequately fund the necessary telecommuting dial-in equipment.

Computer Equipment

Information Resources (IR) recommends telecommuters be issued a notebook computer with docking station. This allows the telecommuter to have one PC for both the designated headquarters and the remote work location. Use of the TNRCC recommended telecommuter system(s) will provide the most efficient and reliable resource for the telecommuter.

Remote Work Space

The home office space should be specified in the employee's telecommuting file. Worker's compensation benefits can only apply to a specified work area.

Division Directors will:

• Assist in identifying jobs, possible telecommuters, and supervisors within their organization that meet the criteria established in these guidelines.
• Actively encourage supervisors to use telecommuting as a means of fulfilling the agency's objectives, where applicable.
• Verify that all sections apply the same criteria and follow the telecommuting guidelines.
• Maintain control over agency-owned property used by telecommuters through written receipts for property as part of the Telecommuter's Assignment Form (Attachment A to the Telecommuting Agreement).

Supervisors will:

• Submit Requests to Telecommute to the Telecommuting Coordinator for consideration to participate in the program.
• Secure approval before offering an employee the telecommuting option.
• Be responsible for the day-to-day performance of telecommuting employees, just as with other employees under their supervision. In the case of the telecommuting employee, the Telecommuting Agreement will guide the employee/employer relationship.
• Coordinate hardware and software administrative and technical needs with IR and Support Services, as required.

Employees will:

• Be familiar and comply with agency telecommuting policies.
• Complete telecommuting forms and training before telecommuting and any follow-up surveys.
• Be responsible for abiding by the terms of their Telecommuting Agreement.
• Be responsible for maintaining any equipment they own or equipment provided by the agency.
• Comply with all agency required security policies and procedures.
• Protect all government records and data against unauthorized disclosure, access, mutilation, obliteration or destruction, etc.
• Ensure government-owned equipment is used for official state business only.

Information Resources will:

• Be responsible for coordinating telecommuters' equipment needs.
• Coordinate telecommuters' other technical needs with the appropriate LAN Managers.
• Coordinate repairs on agency-owned equipment at the designated headquarters.
• Provide technical support in accordance with the Customer Service Level Agreement for equipment located at the designated headquarters. If a problem occurs with agency-owned equipment and it can not be resolved over the phone, the telecommuter must return the agency-owned equipment to the appropriate agency office for repair. IR personnel will not make "house calls."
• Provide instructions to load agency-approved software and to configure non-agency- owned equipment for dial-in access. No additional technical support is provided by the agency. Non-agency-owned computer equipment is not supported by the agency. For this reason, TNRCC recommends telecommuters requiring computer equipment use agency-owned equipment.
• Establish standard hardware and software configurations for providing connections to agency wide area and local area networks in a telecommuting environment.
• Address any telecommuting-related information security considerations.

IMPLEMENTATION PROCESS

Program Orientation

Employees who are approved for telecommuting, their supervisors, and other involved staff (to be identified by Division management) must complete telecommuting training before telecommuting begins.

Forms Required:

• Telecommuting Request Form
• Telecommuting Program forms and surveys distributed during Telecommuting Training.

Telecommuting Request Process Flow

STANDARDS AND ETHICS

I. Employees shall abide by all agency policies and guidelines for standards and ethics. Specifically, employees shall strictly adhere to agency policies regarding the use of state property. Employees are prohibited from using state-owned hardware, software, telecommunication, or any other equipment/materials for personal purposes.

II. Employees shall abide by agency Open Records (Disclosure) policies/procedures and will need to protect records from unauthorized disclosure or damage. Employees are responsible and may be subject to disciplinary action for the loss, disappearance, or theft of official documents when attributable to the employee's actions.

III. Evaluation Criteria: Directors, managers, supervisors and employees will work together to evaluate how individual jobs and individual employees meet the established criteria in all six of the following areas:

1. Employee Criteria - The employee's abilities and work history.

Only full-time employees who work a regular five-day schedule are eligible. Employees interested in telecommuting must:

1. Have demonstrated the ability to work well with minimal supervision.
2. Have a thorough knowledge and full understanding of the operations of his/her telecommuting work tasks.
3. Have a history of reliable and responsible accomplishment of work duties.
4. Have demonstrated ability to establish priorities and manage his or her time.
5. Been employed by the TNRCC for at least one year.
6. Have received an overall rating of 'Met Requirements' (satisfactory) on the last performance appraisal.
7. Must not have been placed in a disciplinary probation status within six (6) months of application.

The above information could be gathered from and should be reflected in the employee's former performance appraisals. Once employees begin telecommuting, supervisors must evaluate performance by measuring work output by results instead of close observation of employees at their work stations.

1. Employee Job Classification and Responsibilities
   1. Employee salary, job responsibilities, benefits and employer-sponsored insurance coverage will not change due to telecommuting.
   2. Employees will be required to meet all standards of performance and comply with agency policies and guidelines contained in the Operating Policies and Procedures Manual, Employee Handbook and other related documents (e.g., memos, etc.).
   3. The amount of time an employee is expected to work will not change due to telecommuting.
   4. An employee may not earn overtime while working at home.
   5. Employees must obtain supervisory approval before taking annual/overtime/compensatory time leave in accordance with established policies. All policies and procedures for sick leave must also be strictly adhered to and followed.
   6. Any changes to an employee's work hours must be reviewed and approved by the supervisor in advance.
2. Job Criteria - work performed

Jobs accepted for telecommuting are those that can be performed at a remote site without diminishing the quality of the work or disrupting the productivity of the office. Examples (in alphabetical order) include:

1. Job Tools Criteria - tools necessary to perform the work

Another element to determining whether a job is acceptable for telecommuting is the tools necessary to perform the job. Telecommuting does not necessarily require the employee to have personally assigned equipment such as computers and fax machines. Some jobs are adequately performed using the simplest of offices, outfitted merely with a telephone, paper and pencil. Each supervisor must:

1. Determine what tools are needed vs. what tools are available.
2. Determine how often the tools are needed.
3. Determine whether the employee needs to access the tools at the remote site or at the office or a combination of the two. For example, could the employee schedule access to a needed tool one or two days a week when he or she is in the office, or does the employee need the tool at the remote site on a short-term or continuing basis?

Division Directors must approve the decision to purchase or assign equipment, based on need and available funds. Budget limitations within an organization unit may prevent an employee from telecommuting until a specific tool can be obtained.

Examples of tools that may be needed and specific considerations for each tool include:

1. Computers - Is a modem necessary? Is a connection to a Local Area Network required? What hardware/software components will be needed? Consult with the appropriate LAN administrator to assist in answering these questions.
2. Special equipment- Are photocopiers, fax machines or other specialized office equipment needed?
3. Reference material- Does policy allow for needed reference material to be removed from the designated headquarters for a day or two without interfering with the work of others, or is the material accessible from another source (either hard copy or electronic)?
4. Information Security- Will the information be protected at a remote site?
1. Schedule Criteria - scheduling issues

The operational needs of the agency take precedence over telecommuting days of the employee. A telecommuting employee must forego telecommuting if needed in the office on a regularly scheduled telecommuting day, but should be given as much notice as possible. Supervisors may allow for flexibility in scheduling the specific days of the week used for telecommuting and allow week-to-week flexibility to meet changing agency or employee needs.

As with any work schedule, temporary telecommuting assignments or changes in work schedules may be made at management's discretion to meet agency needs or to accommodate an employee's request (e.g., convalescence, parental leave, etc.).

The specific work-hours schedule for each telecommuter will be worked out between the employee and his/her supervisor. The work-hours schedule will be recorded in the Telecommuter's Assignment Form.

The supervisor will:

1. Take action to prevent the telecommuter from becoming isolated from designated headquarters staff.
2. Ensure telecommuters maintain regular contact with supervisors and co-workers and access to specialized files and/or equipment, as needed.

The telecommuting employee will:

1. Be available for contact as if the employee were working in the designated headquarters.
2. Maintain communications with his/her designated headquarters at least twice each work day during telecommuting hours.
3. Report to his/her designated headquarters at least two days as determined in the Telecommuting Agreement.

Telecommuting for part of a day is not recommended because normally it will not reduce trips or air pollution. However, specific exceptions may be granted where work efficiency is not jeopardized and where approval of such a strategy facilitates reduction of peak period traffic congestion or encourages ride sharing.

1. Work Environment Criteria - the remote work location

The opportunity to telecommute is offered with the understanding that it is the employee's responsibility to maintain a proper work environment (e.g., arrangements are made so that dependent care does not interfere with work, personal disruptions such as non-business telephone calls and visitors are kept to a minimum, social activities are not permitted, etc.)

Children under the age of 10 must be under the care of another individual other than the employee while the employee is working at home. Unless otherwise approved, other members of the household who need regular attention must be cared for by someone other than the Telecommuting employee. Care arrangements should be such that employees may leave home immediately, if necessary.

1. Since the employee's remote work space will be considered an extension of agency work space, the state's liability for job-related injuries will be limited to those covered by Chapter 401, Labor Code: Texas Workers' Compensation Act, and other applicable laws.
2. A designed work space should be maintained by the telecommuter in a clean, professional and safe condition at the alternate work location.
3. As liability will extend to accidents which may occur in the remote work location, the employer retains the right to make on-site inspections of this work area during working hours.
4. 1. The TNRCC office will not be liable for damages to the employee's property resulting from participation in the telecommuting program.
   2. The TNRCC office will not be responsible for operating costs, home maintenance, or any other incidental costs (e.g. utilities, telephone, insurance) associated with the use of the employee's residence for telecommuting.
5. Professionalism in terms of job responsibilities, work output and client orientation will continue to follow the high standards set by all personnel at the TNRCC.
6. Supplies required to complete assigned work at the remote work location should be obtained during one of the telecommuter's in-office work periods. Out-of-pocket expenses for materials and supplies normally available at the TNRCC's office such as computer paper, floppy disks, etc. will not be reimbursed.
7. Employees must be available to receive telephone calls during their scheduled work hours.
8. On telecommuting days, telephone calls received at the home office must be answered in a professional, business manner, and in a timely manner.
9. Answering devices must convey a professional, business message on the employee's telecommuting days, and used only when absolutely necessary.
10. All telephone calls must be returned in a prompt and professional manner.
11. The telecommuting employee may be required to report to the office immediately as required by his/her supervisor.

IV. Telecommuting Program participants will maintain standard office procedures and will ensure that telecommuting does not adversely affect the regulated community and/or any other external customer of the TNRCC. Specifically, participants must ensure that:

1. The TNRCC receives no negative comments from external contacts about employees working at home.
2. Communication between telecommuters and external contacts and the TNRCC non-telecommuters is smooth.
3. On the day preceding a telecommuting day, telecommuters will sign out and inform the receptionist that they will be telecommuting. The receptionist will take messages normally and send them to the telecommuter using electronic mail.
4. Receptionists/co-workers should not provide the telecommuter's home phone number to individuals calling. A message should be taken and relayed to the telecommuter.

The Telecommuting Coordinator or Representative and/or supervisor must approve the remote workplace. The employee may submit a layout of the proposed remote work place, furniture, equipment and electrical outlets with his/her application to telecommute.

V. Training

Prior to telecommuting, telecommuters, their supervisors, and other involved staff must participate in the training program provided by the Training Academy in HRSD. Directors/Supervisors of telecommuting employees need to participate in this training one time only. For future telecommuting agreements, the manager/supervisor will meet with the telecommuter individually to discuss objectives and prepare the Telecommuting Agreement.

Divisions and section offices are responsible for referring their telecommuters and supervisors for training. A training schedule is available through the Telecommuting Coordinator.

VI. Participation in Studies and Surveys

Employees and/or management are required to participate in telecommuting surveys. These surveys allow the agency to assess the impact of the telecommuting project on agency staff, family, management, the regulated community, and other TNRCC external customers.

1. A pre-program survey will be conducted to establish base data on telecommuters including equipment needs.
2. A mid-year survey will be conducted to gather data on organizational and individual impacts and assess potential reduction of state owned/leased office space and once again identify any program areas that need addressing or modification.
3. A year-end survey will be conducted to gather data on the organization, individual impacts and assess potential reduction of state owned/leased office space.
4. Focus groups will be created to gain in-depth information on attitudes, perceptions of participation in the project, and problems and successes encountered.
5. Telecommuters may be required to:

• Create a pre-project travel log to be used to establish and maintain baseline data.
• Participate in a mid-term travel log analysis to determine change in travel patterns.
• Participate in a year-end travel log analysis to study the impacts of telecommuting on travel patterns/changes.

VII. Equipment and Software

Each Division Director is responsible for identifying all equipment needs within his/her division or section. Divisions are encouraged to provide equipment and computer needs for telecommuting.

A property inventory control form (TNRCC - 0303) must be completed and submitted to the agency property manager for any equipment provided by the agency. The equipment must be used for official agency business. The agency can not install or pay for any telephone lines or charges.

When agency equipment is used at a remote workplace, the employee is financially responsible for that equipment if it is lost, stolen or damaged because of that employee's negligence, misuse, or abuse. The following policies apply to all agency and employee-owned hardware and/or software used in telecommuting:

• All hardware and software used must be approved by IR. For current hardware and software specifications and associated costs, please refer to Telecommuting Hardware and Software specifications and associated costs.
• Any hardware or software purchased by the agency remains the property of the agency and will be returned if either employment or the Telecommuting Agreement is terminated.
• Products/programs the employee develops while telecommuting for the agency remain the property of the agency.
• Employees are required to follow all agency computer security rules, software copyright laws, and manufacturer's licensing agreements. Agency-owned software may not be duplicated.
• Telecommuters must use only agency-approved communication software when connecting with the agency network.
• In order to use electrical equipment, including computers, the remote work location must be equipped with grounded, 3-prong electrical outlets.
• Agency-owned equipment, software and supplies are to be used for official state business only.
• Agency-licensed software may be used on non-agency-owned equipment at no liability to the agency
• Only approved software provided by the agency will be loaded on agency computers (NO personal software such as screen savers, games, browsers, etc.).
• All diskettes used to transport data back to a participant's office must be scanned for viruses before used or accessed by office workstations.
• The use of equipment off site must be approved by the respective division director and properly inventoried through Support Services, Agency Property Manager.
• Remote control type access will not be allowed.
• Equipment must be returned to the appropriate office for repair or configuration (No house calls.)
• Telephone support will be provided from 8:00 AM through 5:00 PM on normal business days.
• All state-owned equipment/materials assigned to a telecommuting participant must be inventoried and tracked according to agency property policies and procedures.

VIII. Maintenance, Repair and Replacement

Employees are responsible for the proper operation of agency equipment assigned to them. The agency provides telephone support for hardware and software during designated hours.

Requests for assistance should be made to the TNRCC help desk at 239-0911. Please provide the appropriate phone number of the location where the assistance is needed. If a problem occurs with agency-owned equipment and it can not be resolved over the phone, the telecommuter must return the agency-owned equipment to the appropriate agency office for repair. IR will provide technical support in accordance with the Customer Service Level Agreement for equipment located at the designated headquarters. IR personnel will not make "house calls."

Preventive maintenance and repair of equipment used by a telecommuter is the responsibility of the owner of the equipment. The agency is responsible for the preventive maintenance, repair, and replacement of agency-owned equipment only. Preventive maintenance, repair, relocation and replacement of non-agency-owned equipment is not the responsibility of the agency. If equipment malfunctions, regardless of ownership, the telecommuter must notify his/her supervisor immediately. Depending upon assigned duties, the telecommuter may be required to report to the designated headquarters until the equipment is usable.

Any change in the telecommuter's remote workplace that involves relocation of installed equipment, such as computers, printers or other equipment owned by the agency, must be discussed in advance by the telecommuting employee's director/supervisor and the Telecommuting Coordinator.

Employees are responsible for installing fire/smoke detectors in their remote work place (home site.)

Computer equipment must be protected during working and non-working hours from theft, access, tampering, and other physical hazards. Locking cabinets and/or restraining devices are appropriate to provide this protection.

The TNRCC will not be responsible or liable for:

• a. Damages to employees' real or personal property pursuant to the Texas Tort Claims Act.
• b. Operating costs, home maintenance, personal telephone line, or any other incidental costs associated with the use of a private residence.

IX. Work-Related Injury, Health and Safety

Telecommuting employees are expected to maintain the same standards of health and safety at their remote workplace as they are at their designated headquarters. Employees are subject to agency policies, regardless of work location.

If an employee suffers a work-related injury while telecommuting, workers' compensation laws and rules may apply just as they would if such an injury were to occur at the job site. Worker's compensation benefits will apply to injuries arising out of and in the course of employment. Injured employees must notify their supervisor immediately and complete all requested documents regarding the injury.

X. Confidential and Sensitive Information

Telecommuters will:

• Meet all the requirements of the Public Information (Open Records) Act and other applicable laws.
• Remember that all standards governing ethical behavior remain in effect regardless of where or when work is performed.
• Follow all agency policies and procedures regarding security and confidentiality for their computers, electronic and print data, e-mail correspondence and any other information handled in the course of work.
• Be held responsible and may be subject to disciplinary action for the loss, disappearance, or theft of official documents when attributable to the employee's actions.
• Will not take restricted-access materials (such as payroll, personnel files, etc.) out of agency offices nor access such materials through the computer at the remote workplace without prior approval or appropriate security access.

XI. Work Assignments and Evaluation

• Employees will meet with their supervisor to receive assignments and to review completed work.
• The evaluation of the employee's job performance is based on established performance standards consistent with the Performance Management policy. Performance must remain satisfactory in order to remain in the telecommuting program.
• Employees are subject to intermittent work reviews (performed by their management at specified times.) No higher performance expectations will be placed on telecommuting employees than those who are not participating in telecommuting.
• Telecommuters are required to maintain accurate time accounting documentation to support and substantiate their work hours and products. They are required to submit weekly time and status reports detailing hours worked and tasks performed and/or completed.

Employees who telecommute are expected to work at their designated headquarters on their non-telecommute workdays.

Managers/supervisors will:

• Designate a work space located in a division or section office as the employee designated headquarters for all purposes, including but not limited to travel reimbursement, transfer eligibility and reporting requirements.
• Ensure that health and safety requirements for work environments are met at the employee's designated headquarters workstation.
• Provide an adequate work area for telecommuting employees on their non-telecommute days. To accomplish this, space at the designated headquarters might not be reserved for telecommuters in the same manner as it is for employees who work daily at the designed headquarters. Space availability depends upon the number of employees in the organizational unit. Priority may be given to employees who work fewer telecommuting days. For example, if private work space is not available, offices of absent employees may be assigned to telecommute employees (where appropriate), or reserved office space may be provided in a shared environment, etc.
• Management and/or Telecommuting Committee members may visit the remote workplace during the telecommuter's work hours. Any visits will be made at a mutually agreeable time.

XII. Length of Telecommuting Agreements

Telecommuting Agreements may remain in effect for a maximum of twelve (12) months, unless terminated in accordance with the procedures described in these guidelines. A new agreement must be completed at the end of the contract period for telecommuting to continue. Renewed agreements may remain in effect for either six (6) or twelve (12) months, unless terminated under the same guidelines. These agreements do not constitute an employment contract and they do not create a property interest in employment.

Telecommuting employees who request another telecommuting assignment when returning from a leave of absence or after a job transfer are not guaranteed one. Their request must be evaluated again based on the criteria presented in this document.

XIII. Termination of Participation

The telecommuting arrangement is voluntary and may be terminated at any time by either party.

When the telecommuting agreement is terminated, the employee must return immediately to the agency all notes, data, reference materials, sketches, drawings, memoranda, reports, records, equipment, supplies and any other agency property in the employee's possession or control. The agency will not be held responsible for costs, damages or losses associated with the termination of the telecommuting agreement.

Telecommuting Ground Rules

1. Telecommuting is a management option. Therefore, an employee can not demand or have an expectation to telecommute. This is a voluntary program and the arrangement can be terminated at any time for any individual employee(s) or as a program if it is determined that the agency's needs are not being met. All telecommuters are reminded that all agency personnel policies and procedures governing standards and ethics remain in effect regardless of where or when work is performed.
2. Employees' salaries and benefits will not be changed as a result of their participation in the telecommuting program.
3. Various positions both classified and exempt may participate in the program.
4. All telecommuters must have the support of their management.
5. Acceptance into a departmental telecommuting program allows the telecommuting employee to work at a site other than the designated headquarters. Each employee must have management authorization to telecommute. It must also be understood by the employee that such authorization can be rescinded at any time.
6. Supervisors are encouraged to address the issues in the "Telecommuting Agreement" and "Telecommuter's Assignment Agreement" with all telecommuters and to have a signed agreement in place for those who telecommute regularly.
7. Productivity must be maintained by the telecommuter. Appraisals shall be conducted using the agreed upon methods of productivity measurements.
8. Time sheets, leave requests, and training requests must be submitted by the employee in the usual manner. Employees telecommuting may only be paid based upon hours actually worked on where paid leave has been authorized by the agency. Schedules must meet criteria of the Fair Labor Standards Act for non-exempt employees.
9. The TNRCC and its telecommuting employees will comply with all applicable laws that deal with work-related injuries.
10. The TNRCC will provide equipment when TNRCC management determines that funds will be used for this purpose.
11. Work will be measured by results. It is the employee's responsibility to undertake more work when an increase in productivity is realized due to telecommuting. It is the supervisor's responsibility to set fair and attainable performance objectives along with the employee. It is the employee's responsibility to put in a minimum of 40 hours of work in a given work week. Non-exempt employees must not work in excess of 40 hours without prior management approval. No employee may accrue compensatory time for work conducted at the employee's residence.
12. The telecommuter will submit a weekly task log to his/her Division. The Division will maintain the weekly task logs and submit a monthly task log to the Telecommuting Coordinator.
13. The Telecommuting Coordinator will review the monthly task log to insure that actual activity matches or exceed projected performance levels.
14. The telecommuter's supervisor will submit the Measuring Effective Work form to the Telecommuting Coordinator on a quarterly basis. The form is due by the 15^th of month following the end of each quarter.
15. The Telecommuting Coordinator will generate a productivity report on a quarterly basis based on the information received from the Measuring Effective Work form. This report will show actual performance compared to projected performance, thus showing the objective benefits to TNRCC of each individual's telecommuting work.
16. The Director of HRSD will generate a memo to the telecommuter's director when actual performance is less than projected performance levels. This letter will include a notification that if performance does not improve telecommuting approval will be rescinded.
17. Failure on the part of either the telecommuter or the telecommuter's manager to submit the required reports (monthly and quarterly) will result in the telecommuting approval being rescinded.

SELECTION CRITERIA

Employee Characteristics

Employees applying to Telecommute should be selected by using the following criteria.

Work Habits

• Require minimal supervision
• Conscientious about work time
• Self-motivated
• Exhibit positive attitude towards telecommuting
• Well-organized
• Strong time management skills

Skill Level

• High level of skill and knowledge of job
• Computer literate (if relevant)

People Orientation

• Moderately people oriented
• Works well with others
• Co-workers' input is moderately important

Perspective on Supervision

• Trusts manager/supervisor
• Has supervisor's support of the Telecommuting arrangement

Productivity

• High level of productivity
• Dependable level of productivity

Consider these guidelines in addition to employee work habits and skills:

Include average performers: Top performers will do well in any setting. If only the best producers participate in telecommuting, the agency won't learn or benefit from how the concept can help with a general productivity increase.

Need for close supervision: Some employees prefer close supervision, more frequent feedback and suggestions from the supervisor. If that employee's supervisor is comfortable with "distance" supervising, explore the employee's need for close supervision. It may be possible to meet the employee's needs for contact with written rather than face-to-face feedback, and informal and unplanned meetings with regularly scheduled meetings. These changes could make it possible for this employee to telecommute.

Child /elder-care arrangements: It is crucial that employees realize that telecommuting IS NOT a substitute for child-care or elder-care. While it can provide flexibility in meeting these responsibilities, the telecommuter's commitment during working hours is to the business of the TNRCC.

Sponsoring Supervisor Characteristics

Criteria for supervisors:

Work Habits
Supervisors with these attitudes and habits will be more successful:

• Positive attitude regarding telecommuting
• Organization and planning skills
• Flexibility

Supervisory Skills
Skills which can be applied to telecommuting are listed below:

• Trusts employee's ability to telecommute
• Sets clear objectives for employees
• Provides formal and informal feedback regularly
• Communicates well with others
• Has low needs for control
• Product-oriented (results) rather than activity-oriented (process)

A telecommuter is much more likely to be successful if his/her supervisor has a positive attitude about telecommuting. Supervising a telecommuter requires that the supervisor revise his/her management style so that successful communication can occur despite the telecommuter's remote location. Another key element of the program's success relies on how well the supervisor identifies and deals with any resentments by non-telecommuting co-workers.