Teleworking Agreement
This agreement between North Carolina Agricultural and Technical State University (NCA&T) and ,
allows the employee to begin teleworking. The employee by signature below agrees to abide by the agreement and
further acknowledges that he/she understands the provisions. The Teleworking Agreement will continue for a period of
six (6) months, after which there must be a thorough review of the employee’s performance to ensure that the results
and performance are satisfactory as determined by the Department and the Division of Human Resources.
Teleworking is a privilege which may be granted under appropriate circumstances to high performing employees whose
job responsibilities are suited to such an arrangement. Each request to telework will be decided on an individual basis
under the guidelines set forth below.
To be approved for teleworking, a plan must be developed that meets the following conditions:
1. The teleworking arrangement shall have no negative impact on:
The employee’s or another employee’s performance
Inter-departmental communications
The efficiency or effectiveness of work coordination between interdependent work units
2. The employee must have completed probationary status, have successful performance evaluations and not be
under a performance improvement plan.
3. Both the employee and the immediate supervisor shall sign the Teleworking Agreement, indicating agreement
on the teleworking conditions and restrictions.
4. The specific teleworking agreement between the employee and his/her immediate supervisor must be
authorized by the Division of Human Resources.
Responsibility and Accountability
All telework arrangements are revocable, and may be discontinued at any time and for no reason. In addition, an
employee may discontinue participation in teleworking at any time. Teleworkers are responsible for reporting time
worked, leave used, and for adhering to attendance policies. Overtime shall not be worked unless authorized in advance
by the supervisor.
Equipment and services may be provided by and paid for by the employee's department, at the department's sole
discretion. This is considered to be for work purposes only and not for personal use. It is the employee’s responsibility to
ensure that no one else has access to the equipment. Equipment such as computers, printers, and software will remain
the property of the NCA&T while on loan, and must be returned upon termination of the teleworking arrangement.
Employees must return the equipment in the same condition in which it was originally received, except for normal wear
and tear. An employee’s out-of- pocket expenses for other supplies or services will not be reimbursed unless he/she has
received prior approval of the manager. NCA&T will not reimburse the employee for travel expenses to and from the
office on days when he/she is required to come into the office.
Employee’s Responsibilities
Employees who are unable to work due to illness must use leave, and must report their absence to their
Employees who wish to be relieved of responsibility for work on a particular day or days must use
vacation or leave, as appropriate.
Employee must obtain supervisor approval when making a change in his/her work schedule.
Employee must be on site as necessary to attend meetings, training sessions, or similar events or
The employee is not to conduct “face-to-face” NCA&T business (e.g., meetings) at the home site.
Failure to fulfill normal work requirements, qualitative or quantitative, may be cause for disciplinary
action or dismissal.
Employee must remain obligated to comply with all NCA&T rules, policies, practices and instructions.
Failure to do so may result in the termination of the teleworking agreement and/or disciplinary action,
up to and including dismissal.
Telework employees will not act as primary caregivers for dependents during the agreed upon work
hours. Employees should make dependent care arrangements to permit concentration on work
The employee must ensure that the home office is just that: a space set aside for the employee to work.
NCA&T has the right to visit the teleworker’s home to ensure the designated work location meets safety
and ergonomic standards. Such visits will not be scheduled without giving the employee prior notice and
will be conducted during normal business hours.
NCA&T does not pay for costs associated with working at home, e.g., electrical, heating, etc. (with the
exception of agreed upon reimbursable costs, such as itemized charges of work related long distance
NCA&T property such as computers, printers, fax machines and other equipment loaned to an employee
is the employee's responsibility while it is not on the central work site premises. Employees are
expected to take reasonable precautions to protect the equipment from theft, damage, or misuse.
Safeguard confidential work-related information. The employee will protect all University information
from unauthorized disclosure or damage and will comply with NCA&T policies/procedure. Release or
destruction of records should be done only at the central work site in accordance with State law and
NCA&T policy and procedure. Computerized data are considered official University records and shall be
similarly protected.
Accidents and Injuries
The employee will assure that his/her tele-workstation is a safe environment for work.
NCA&T will be responsible for any work-related injuries, but this liability is limited to injuries resulting directly from work
and only if the injury occurs in the designated work area, during the assigned work hours. Any claims will be handled
according to the normal NCA&T procedure for Workers’ Compensation claims. In the event of a job-related injury the
employee must report the event to his/her supervisor and the Division of Human Resources.
Right to End a Teleworking Status
Management has the right to end teleworking arrangements at its sole discretion. In the event of a terminated
agreement, the teleworking employee will be given a specific date to return to the central work site. After the date, if
the employee chooses not to return to the worksite, and does not contact the manager for three consecutive days, this
will be considered to be a voluntary resignation without notice and will be treated as such.
Management termination of a teleworking arrangement by itself is not grievable under the Mediation and Grievance
Policy, nor is it grievable to the State Human Resources Commission.
Teleworking schedule:
Day of the Week
Work Hours
Location of Work
C=Central Work Site
R=Remote Work Site
If the employee is FLSA subject, the employee has been advised not to work more than 40 hours in any work week, unless prior
approval has been given by management.
Office Communications
Describe how the employee will maintain communications with the office during teleworking hours (i.e., how often checking voice
mail or e-mail, forwarding phones, etc.).
Equipment, Software, and Supplies
List of equipment, software, other internet connections, phone lines, and supplies to be used at the teleworking site: Who will
Termination of Agreement
As a reminder, work hours, compensation, benefits, use of sick time off, and approval for use of annual time off will conform to
university policies and procedures. This Telecommuting Agreement does not alter the at-will nature of employment.
Teleworking Agreement beginning on _______________ and will be terminated per university.
My signature below indicates that I understand and agree to the terms and conditions of this Agreement.
Print Signature Date
Signature Date Print
Signature Date
Dean/Vice Chancellor: