Telework Program - FAQ�s Approval Process Equipment and Supplies

							                                                                                        ODNR Telework Program Policy

                                          Telework Program - FAQ’s

Approval Process
1. How does an employee request Telework and who is responsible to review/approve the Telework request?
An employee must complete the Telework Agreement (Attachment 1) and Proposed Schedule (Attachment 2) and submit
the form to the immediate supervisor. The employee’s immediate supervisor shall review the request and make a
recommendation to the originating Division/Office Chief or designee for approval/disapproval. Upon approval, the
originating division/office chief will forward the request to the Chief of the Office of Human Resources (HR) for approval.
Upon approval, the HR Chief shall forward to the originating division’s Deputy Director for approval/disapproval.
Finally, the request requires the approval of the ODNR Director’s Office.

2. How much notice must an employee give his/her supervisor to request Telework & when shall the requesting
employee receive a response to his/her request?
 An employee must submit a request to utilize the Telework Program at least thirty (30) calendar days prior to the start of
the proposed schedule. The employee’s supervisor shall notify the requesting employee no later than seven (7) calendar
days before the effective date.

3. Do employees have to state a reason or justification to use Telework?
Yes. However the supervisor shall grant approval/disapproval based on the operational needs and extraordinary
circumstances of the work unit and division.

4. Can an employee or ODNR management end Telework participation and return to his/her previous reporting
location?
Yes. The employee or ODNR management may terminate the Telework agreement upon ten (10) working days notice
submitted in writing unless otherwise agreed upon.

5. Are employees permitted to grieve the denial of a Telework request?
No, Telework denials are not grievable.


Equipment and Supplies
6. Am I required to use my own telephone and supplies?
Possibly. Each Teleworker must have a phone and a designated work space with appropriate equipment and supplies to
do the assigned work at the remote workplace. When needed, issuance of required equipment and supplies will be
mutually agreed upon between the employee and their supervisor.

7. May my spouse or child use my department-issued equipment?
No, the use of equipment, software, data, and supplies, if provided by ODNR, is limited to use by authorized persons and
for purposes related to State business only pursuant to ODNR’s policies and procedures. Teleworkers are responsible
for the security of all items furnished by ODNR.

8. Who is responsible for the cost of maintenance and repairs of the equipment I use?
The costs of maintenance and repairs for personal equipment is paid by the employee. The costs of maintenance and
repairs of State equipment is paid by ODNR.


Policy Application
9. Are FOP employees eligible to participate in Telework?
No, this is a pilot project for OCSEA and Exempt status employees only at this time.

10. How will I report my telework hours for payroll reporting?
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                                                                                        ODNR Telework Program Policy

Reporting teleworking hours is no different than normal payroll reporting procedures. Follow your respective division’s
existing payroll reporting policies and procedures.


Employment

11. Do my job duties change when I am teleworking?
No, the teleworker’s duties, obligations, responsibilities and conditions of employment with the State are unaffected by
teleworking. The teleworker’s salary, retirement benefit, and all other benefits will remain unchanged by the teleworking
agreement.

12. How will my work hours change while teleworking?
All work hours and leave usage shall comply with the Telework Agreement and the articles of the OCSEA contract. The
teleworker must have the pre-approval of their supervisor before working overtime or earning compensatory time.

13. Can I earn overtime and/or compensatory time while working from home?
Extenuating circumstances or special projects may require you work more than a forty (40) hour week; thus, having to
earn overtime and/or compensatory time. Earning overtime and/or compensatory time requires the pre-approval of the
employee’s supervisor and is based on management need.

14. Am I required to attend work-related meetings?
Yes, an employee is required to attend all work-related meetings as directed by Management and/or agency sponsors.

15. What happens if I am injured while teleworking?
The teleworker is covered under the State’s worker’s compensation law for injuries occurring in the course and arising
out of the performance of official duties at the remote work place. The teleworker is responsible for immediately notifying
their supervisor of any accident or injury that occurs while teleworking. ODNR is not liable for damages to the
teleworker’s personal or real property while the teleworker is working at their residence, except to the extent adjudicated
to be liable under Ohio Law.

Miscellaneous

16. Is my supervisor required to make on-site visits to my residence?
Although not required, the supervisor may make an on-site visit to the teleworker’s workplace for the purposes of
determining that the site is safe and free from hazards and to maintain, repair, inspect or retrieve department-owned
equipment, software, data or supplies. Visits shall occur only during normal work hours.

17. While on an approved Telework Schedule, if I am required to travel, what will be eligible travel
reimbursement costs?
Being on an approved Telework Schedule does not change or alter your respective Division’s existing travel rules and
procedures.

18. I currently have an existing agreement with my Division whereby I work from my home. Will the Telework
Program change my existing work conditions?
No, the Telework Program does not change any existing agreements. The Telework Program is intended to allow an
employee who currently reports to an office to temporarily alter the work location to the employee’s residence. The
Telework Program does not alter the current situations offered by some Divisions where they have employees who
permanently work from their homes.




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