Csu Remote Work Agreement

Current status of version and details of related values and related information Historical versions Print Feedback Section 1 – Objective Section 2 – Glossary Section 3 – GuidelinesWorkfontationsApproval of Remote WorkApproval Flowchart Remote WorkConditions of Remote Work, which must be made remotely, and communication equipment and utilities for remote workstationsExpensesSecurityTravelInsurance-Inspection-Lieue 4 – ProcedureEction 5 – Guidelines Here is the current version of this document. You can give feedback to the author of this policy – see the status and details in the navigation bar of the document. Section 1 – Purpose (1) Charles Sturt University (university) recognizes that there are times and circumstances in which it may be appropriate for an employee to work from home or other construction sites away from university sites. This directive provides guidance for reviewing applications from employees who work remotely for most of their work week. The possibility of working from a remote site is subject to the operational requirements of the university. It is not always appropriate for an officer to perform all or part of his duties from an isolated site, and an application to do so may be rejected or restricted. Above in PageSection 2 – Glossary (2) An isolated site is defined as: a Charles Sturt University campus that is not the employee`s basic campus, as defined in its employment contract; The officer`s normal residence and a land construction site, which is a public place or a public institution. Above Section 3 – Principles of Policy (3) There are a number of principles that guide decisions about remote work: students are essential to the continued success of the university and a student approach is needed to ensure the strength of the institution. The university strives to promote a collaborative approach in which all staff contribute to the life and responsibility of a faculty/department/department/centre/office or school/section.

Public servants are expected to participate fully in the collegial activities of their faculty/department/centre/office or school/section. The university strives to optimize the use of its resources, including staff, finances and facilities. Employees should visit the campus during the work week. An employee`s decision to be at a distance from their core campus does not exempt them from this expectation. However, in limited circumstances, other plans may be approved. Applications for remote work are reviewed on a case-by-case basis and must be approved in advance by the delegate (volume 7 – Executive Dean/Executive Director or equivalent). A staff member`s remote work regimes should not have a significant impact on the work of co-workers or faculties/departments/offices/schools/section and should be cost-neutral for the university. Considerations for Remote Work Applications (4) It is not always appropriate for an officer to perform his duties from a remote site and an application to do so may be rejected or limited.

If an agreement has been reached for an employee to work remotely, there will be times when they will have to visit the campus. 5. The remote work regime is no more than two years old. These agreements may be extended for a further period, but no extension is guaranteed. In addition to considering the appropriateness of an extension, remote work agreements are supervised at least six months by the delegate (volume 6 – director/director or equivalent) and can be revoked at any time with a period of six weeks. (6) The following jobs may not be suitable for remote work: jobs that are mostly suitable for students or clients; Work on service delivery during certain hours of operation; Work requiring a high level of supervision or having monitoring functions; work that requires a high level of teamwork, where it would be difficult to cope with it through the use of technology; Works that have access on campus to university information, equipment, Sy