HR 27.0 - Telework Policy :
SUMMARY/SCOPE
As part of an evolving workforce management strategy, and reflective of both the labor marketplace and an interest in maximizing operational efficiency, Edmonds College recognizes the value of providing flexibility in working arrangements to its employees. The Vice President for Human Resources (HR) or designee will have the responsibility for implementing and monitoring this policy and relevant procedures and will have general program oversight responsibilities.
All telework arrangements must be approved in advance and in writing. The level of required approval depends on the frequency of the telework request:
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One day per week or less: Requires written approval from the employee’s immediate supervisor.
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More than one day per week: Requires written approval from the employee’s immediate supervisor and the appropriate member of the President’s Leadership Team (PLT) for the employee’s department or school - in consultation with the President.
Each arrangement will be reviewed by the Vice President for HR or their designee, and a copy will be maintained in employee records.
Approval is based on several factors, including the nature of the employee’s position, departmental and college operational needs, and the employee’s ability to maintain expected levels of productivity, communication, and service while working remotely.
If changes to the arrangement are needed, such as schedule adjustments, work location/supervisor changes, modifications to job duties, a new Telework Application must be submitted and approved through the standard process, outlined in HR 27.01pr Telework Procedure.
This policy applies to all non-teaching employees of Edmonds College and covers both periodic (regular, scheduled) telework and incidental (occasional, as-needed) telework arrangements.
DESCRIPTION
Teleworking is an alternative work arrangement available on a limited basis to eligible Edmonds College employees that is reviewed periodically and typically approved for no more than one day per week. Telework does not alter the fundamental terms, expectations, or conditions of employment with the college.
Eligibility and approval for telework will be determined in accordance with this policy, HR 27.01pr Telework Procedures, and the operational needs of the college. Approval is not guaranteed and may be modified or revoked at any time based on performance, changing business needs, or policy compliance.
All work completed while teleworking is subject to all college rules, labor agreements, guidelines, and regulations, including the Washington State Public Records Act.
The college assumes no responsibility for the teleworker’s expenses related to internet service, heating, electricity, water, security, insurance, and usage of personal residence.
Telework generally should not be used to provide active care for a child or other dependent.
GLOSSARY TERMS
RELATED POLICIES AND PROCEDURES
SOURCE INFORMATION
(was) C 6.3.114 R101 Teleworking Regulation
CONTENT OWNER. The primary responsibility for this policy belongs to:
Vice President for Human Resources
PRIMARY CONTENT CONTRIBUTOR (Director/Dean)
Vice President for Human Resources
REVIEW PERIOD
Three years, or as needed. Requires President’s Leadership Team approval.
REVIEW HISTORY
2025-July 31 Amended and Approved by President’s Leadership Team
2000-July 31 Approved
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