TELEWORK ACKNOWLEDGEMENT
1. I have discussed working remotely with my supervisor and understand that my application does not guarantee that I will be approved to telework.
2. My Telework Plan is attached.
3. I have read the telework policy, telework agreement, and the telework proposal.
4. I understand that I may request termination of a telework arrangement with a minimum of three days’ notice. Furthermore, I understand that a telework arrangement can be terminated at any time by Prince George’s County Memorial Library at their sole discretion with written notice.
By my signature below, I agree on this date to abide by Prince George’s County Memorial Library’s telework policy and telework agreement and the terms and conditions of this agreement.
Scope of Agreement
This Agreement outlines the obligations of the Employee and Library for the purpose of authorizing the Employee’s telework. The Agreement shall be renewable on an annual basis. Employees are responsible for adhering to all PGCMLS policies and procedures while teleworking.
The term “telework location” shall mean any alternate work location designated by the Employee (other than their “designated branch/office” that permits remote work with suitable technology and internet, as required per the Library’s Telework Policy. The term “designated branch/office” shall mean Employee’s usual and customary Library work address or other location as approved by Employee’s supervisor.
The term “workspace” shall mean the area within the telework location or designated office, which has been designated as Employee’s personal work area. The term “work plan” shall mean a specific set of defined work expectations to be met each time Employee works at a telework location.
Termination of Agreement
Employee agrees that participation in the telework program is voluntary and is available only as long as Employee is deemed eligible at the Library’s sole discretion.
Employee may withdraw from the telework program at any time with a minimum three days’ written notice. The Library may terminate Employee’s participation as a teleworker at any time for any reason with written notice.
The Library will not be held responsible for costs, damages or losses resulting from cessation of Employee’s participation as a teleworker. This Agreement is not a contract of employment and may not be construed as a guarantee of a right of employment.
Employee agrees to notify the Talent and Culture Department in writing of any permanent modification to or cancellation of any Telework Agreement.
Use of Equipment – General Equipment and Environmental Conditions
The Employee is responsible for the purchase, installation, configuration, maintenance of all equipment and services needed to telework. Employees are responsible for ensuring access to bandwidth to perform their assigned duties.
Preventive maintenance and repair of equipment used by Employee is the responsibility of the owner of the equipment. The Library is responsible for preventive maintenance, repair, relocation, and replacement of Library-owned equipment. Preventive maintenance, repair, relocation, and replacement of Employee-owned equipment are the responsibility of Employee.
During a time when equipment, either Library or Employee owned, is not usable or the Employee cannot connect to Library applications necessary to accomplish their job function, the Employee will need to report immediately to the Employee’s designated office for the day.
Employee agrees to maintain Library-owned equipment and supplies in a safe and secure condition free from defects, hazards and unreasonable risk of theft.
Furniture, lighting, and household safety equipment, incidental to use of Employee or Library-owned equipment, software and supplies shall be appropriate for their intended use and shall be used and maintained in the same manner.
Employee agrees to take all reasonable precautions, including but not limited to, scanning all computer equipment and software for viruses prior to use, installation and/or transmission, to prevent the transmission of viruses, unauthorized software or code to any computer owned by the Library or onto the Library’s Network System.
Employee agrees to accept and adhere to using the two-factor authentication for all PGCMLS applications. This will require a cell phone for the authentication.
Employee agrees to do their best to appear on camera when participating in virtual meetings. This is especially important for external meetings and statewide groups as we represent each other and the Library. It is ok to be on audio only if you are experiencing technical difficulties, do not have access to a camera, or have to step away for a moment, but please give your colleagues in the meeting a heads up.
Employee Owned-Equipment and Facilities
Employee agrees to the use of the Employee’s personal equipment as a part of the work performed during a telework assignment. Employee is responsible for installation, operational costs, service, and maintenance of any Employee-owned equipment used. The Library does not assume liability for loss, damage or wear of Employee-owned equipment. VPN access will not be installed on any Employee personal devices. Employees conducting PGCMLS work on their personal devices are responsible for observing PGCMLS information security policies and procedures. If an employee identifies an information security threat that may compromise the Library’s systems they are required to notify the IT Department immediately.
Workspace
The Employee is responsible for maintaining a clean, safe, secure, and productive workspace that is adequate for accomplishing necessary tasks and free of obstructions and distractions. Employee agrees to designate a workspace within Employee’s telework location for placement and installation of equipment.
Employee is responsible for installing fire/smoke detectors in the telework location if the telework location is in the Employee’s home or other location under the control of the Employee.
In the event that an Employee chooses to claim tax deductions for in-home office use, the Library neither advocates nor supports such claim.
Telework Schedule and Work Status
Employee agrees to follow the telework schedule and telework plan, as mutually agreed upon with the Employee’s supervisor. Any long-term changes to the telework schedule and telework plan must be confirmed by both parties in writing.
On days employee is approved to telework, the employee is expected to be productive and actively engaged in work while working from their telework location. The employee agrees and understands that teleworking requires that they be able to commit to working during the hours specified. Employee agrees to perform only Library authorized duties and to refrain from conducting personal business while on work status at the telework location. Personal business includes, but is not limited to, caring for dependents or making home repairs, and that the employee will make arrangements to ensure that household duties, including child care, do not interfere with work time or are not conducted or performed during the normal work time.
During any period of work status at the telework location, the Employee agrees to be responsive to coworkers (in accordance with the Employee’s telework schedule and work plan), to report to work on time, clock in and out at scheduled times, observe the Library’s guidelines for breaks and lunch, and work their entire scheduled shift. Employee agrees to complete the Teleworking Form found on the staff intranet and submit as agreed in the Telework Plan.
If the Employee is required to leave the telework location during any period of work status, either as the direct result of a request from the Employee’s supervisor, or in compliance with the Employees telework plan, or under any other provision of this agreement which requires the Employee to return to the designated office.
Work Performance
Performance standard expectations remain the same as if working at the on-site work location. Employee commits to agreed-upon availability, completion of assignments, expected timely responsiveness to supervisor and co-workers as if on-site and will maintain the same quality of work and all other applicable on-site work standards and expectations. Employee is required to maintain regular contact with the supervisor and designated office staff each telework day, be available to accept calls, return calls promptly, and be accessible by email.
Employee understands that work will be evaluated based upon established standards and must maintain a minimum average of “meets expectations’ to remain in the telework program. Employee understands that failure to complete work assigned in a satisfactory manner and/or failure to maintain the required contact with Employee’s supervisor and designated office staff may result in adverse action, including disciplinary action, and a decline in work performance may result in termination of this Agreement by the Library.
Supplies
Employee agrees to obtain from the designated office all supplies needed for work at the telework location and understands that out-of-pocket expenses for supplies regularly available at the designated office will not be reimbursed. Employee shall supply toner cartridges for Employee equipment at Employee’s expense.
Reimbursement
Employee agrees that the Library will not be responsible for operating costs, home maintenance, or any other incidental cost (e.g., utilities, telephone, insurance, internet) whatsoever, associated with the use of Employee’s residence or computer equipment.
Liability for Injuries
If there are any injuries while teleworking, the worker’s compensation coverage will be limited to occurrences in the Employee’s designated work space. Employee agrees to notify supervisor immediately of any accident or injury that occurs at the telework location and to complete any required forms. If such an injury were to occur, it will be investigated in accordance with the standard worker’s compensation procedures of the Library.
If there is an illness or injury, which is a result from the condition of the telework site, the Library will be released from any possible liability. The Library will not be liable for any damages to the Employee’s property that results from teleworking, nor will be the Library be responsible for any visitors or family injured at the work site.
Many of the employee's duties may be performed remotely.
The employee is aware of the System's procedures.
Has the employee received a less than "meets expectations"; or similar marking on the previous year annual performance evaluation?
Please answer the following questions regarding the supervisor's ability to manage this position as a telework position.
The supervisor is committed to reviewing the employee's completed work and providing feedback if needed.
Please review the employee's responses to the questions in Part I. Indicate below if you feel the statements made are accurate. If you do not agree, please add additional or corrected information under "Comments".
I certify that the above information is true and complete and that I as the supervisor am prepared to monitor this employee's telework to ensure the employee is meeting all expectations.
Please click on and review "Part 2: Employee - In Progress" above before completing "Part 3. Indicate below if you feel the statements made are accurate." If you do not agree, please add additional or corrected information under "Comments"
By my signature below, I affirm that, as Employee's supervisor, I have reviewed this Agreement with Employee and will assume responsibility as the Library's representative for ensuring that all terms and conditions are met.
Please click on and review "Part 2: Employee - In Progress" above before completing "Part 3. Indicate below if you feel the statements made are accurate." If you do not agree, please add additional or corrected information under "Comments"
By my signature below, I affirm that, as Employee's supervisor, I have reviewed this Agreement with Employee and will assume responsibility as the Library's representative for ensuring that all terms and conditions are met.