Faculty & Staff COVID-19 Updates
ECTC Guidelines to Telework during Emergency/Disaster
Telecommuting is a privilege, not a right, and can be revoked at any time for any reason at supervisor’s discretion.
Telecommuting may be necessary in the case of a system-wide or partial college closure.
Telecommuting must be supervisor approved; email is an acceptable form of approval during this period.
To be eligible to work remotely:
- The majority of the employee’s essential job duties can be performed remotely.
- Non-Exempt employee overtime must be pre-approved by a supervisor either electronically (email) or in writing.
- If overtime is worked without approval, teleworking privileges may be revoked, or the employee may be subject to other disciplinary procedures.
- The employee must have access to phone, e-mail, and any work related systems (i.e. PeopleSoft, Blackboard). Employees can transfer work phone to home/remote phone. Click on the Call forward button (CFwdALL) and dial 9-1-and your full number
- The employee must be available via phone, text, Skype for Business, and email while working remotely during business hours.
- The employee must document the space and location where he/she is to telecommute; the intent is a home office – not a public space or network.
- The employee is responsible for broadband and appropriate networking equipment; this is a non-reimbursable expense. If the employee does not have internet and is an essential personnel, the employee should work with supervisors to obtain an alternative source of access.
- If your normal work schedule is changing, please send an e-mail of new schedule with supervisor’s approval to Human Resources.
- Supervisors are responsible for monitoring remote work daily.
If an employee cannot perform essential job duties remotely and they or a member of their household fall into one of the categories identified by the CDC as being at high risk for serious complications from a pandemic:
- They can request time off and use accrued leave balances.
- They can request an alternate accommodation.
- They can request an alternate work schedule or be assigned alternate duties to perform from home.
If an employee is sick or caring for a sick family member, they would follow normal sick leave guidelines and use accrued leave balances.
Employers are not required to pay employees for hours not worked. If an employee has an entire pay period with unpaid leave, which is not classified as FMLA, the employee’s benefits can be cancelled for non-payment.
Telecommuting will be communicated by supervisors, directors, cabinet members and presidents. In the event of a system-wide closure, meetings, gatherings and discussions should be done using Skype or other KCTCS digital communication tools.
Regardless of location, the KCTCS Acceptable Use Policy is still in force - https://policies.kctcs.edu/administrative-policies/4-2-5.aspx.
This guideline can be modified at any time.