The expectations you have for each telework task may vary depending on the unique role, needs and circumstances depending on the team members. Please inform your team members of clear expectations before the telework mission begins. Short-term traffic in exceptional circumstances does not change basic university employment conditions. Telemuted allowances do not change an employee`s classification, pay or benefits. The imputation and collection of the leave period are governed by the same policies and procedures that apply to non-telecom staff. Staff must respect the university`s rules, policies, practices and instructions and understand that the violation of these policies may lead to the termination of telecommunications privileges and/or disciplines by the university until dismissal and/or discipline. Superiors should communicate specific expectations to team members based on each person`s needs and circumstances. To ensure that telework is mutually beneficial to both the university and staff, it is essential to plan and communicate expectations ahead of telework. Pepperdine University is an at-will employer, which means that the working relationship between the university and each of its employees can be terminated at any time by the university or agent, with or without notice or cause.

Telework contracts are not contracts or job commitments. Nothing in a telecommunications order guarantees employment for a particular term and does not change the “favourable” nature of employment. The University Policy Manual (Section 16) describes eligibility, procedures and expectations for remote staff. However, short-term telework may be an appropriate option for staff in exceptional circumstances, for example. B when coronavirus disease develops in 2019 (COVID-19), which are not covered by the Telework Directive for a limited period. Workers should be flexible either to take time to work or to work remotely for legitimate reasons (for example. B the care of children during school closures, older family members and people vulnerable to weakened immune systems). The exemptions to the Telework Directive apply only for the duration of the epidemic, as defined and communicated by the university. Line managers should be in regular contact with their staff about the fluidity of these situations and on changing business needs (.

B, for example, the need to report to the campus). Superiors or employees may revoke a short-term telemuted contract at any time and for any reason. Advanced planning and regular communication will help ensure that telework tasks are mutually beneficial to both staff and the university. Circumstances can change quickly in such fluid situations and you are responsible for ensuring that your service maintains an adequate activity. You should now talk to your employees to plan the business if some of your employees are personally affected by the epidemic and are unable to perform some or all of their duties. Eligibility criteria for telemuting (for example. B one year of service) do not apply in such circumstances and an approved telework contract is not required. In response to COVID-19, employees should work remotely when their supervisors decide that temporary distance work is appropriate and feasible. The temporary remote work agreement was established to define the conditions of temporary remote work for an employee and should be concluded by the head of the school, the staff and the head of the department.