Remote Employees:
Equipment and Support:
- The EDENS Technology Service Desk will support issues by employees to the best they can remotely. If the issue cannot be resolved over the phone, the employee will have ship or bring the equipment to EDENS Columbia office for further troubleshooting.
- EDENS accepts no responsibility for theft, loss, damage or repairs to employee-owned equipment. Any equipment that EDENS provides to an employee as part of a telecommuting arrangement shall remain the property of EDENS, and EDENS will maintain that equipment. This equipment must be used for business purposes only. Depending on the circumstances, the employee may be responsible for any theft, damage, or loss of property belonging to EDENS. EDENS will supply the employee with appropriate office supplies (pens, paper, etc.) for successful completion of job responsibilities. With manager approval, EDENS will also reimburse the employee for certain business-related expenses such as phone calls, shipping costs, etc. that are reasonably incurred in accordance with job responsibilities. Unless otherwise agreed to in advance in writing, EDENS will not be responsible for any other costs the employee may incur while telecommuting.
- Upon termination of employment, all company property will be returned to the company, unless other arrangements have been made.
Work Schedule:
- Employee and manager agree to discuss work schedules and expectations and employee understands that the manager who may require that you be available/accessible during certain times.
- Telecommuting employees are not exempt from the overtime requirements of the Fair Labor Standards Act, and therefore must comply with all recordkeeping requirements. Nonexempt telecommuting employees must accurately record and timely report all working time as a condition of continued participation in the telecommuting program. A supervisor must approve, in advance, any hours worked in excess of those specified per day and per week, in accordance with local, state and federal requirements.
Travel:
Please discuss any possible travel with your manager and department head.
Workspace:
- Employee agrees to designate a workspace within Employee’s remote work location for placement and installation of equipment to be used while working remotely. Employee agrees to maintain this workspace in a safe condition, free from hazards and other dangers to Employee and equipment.
- Any company materials taken home should be kept in the designated work area at home and not be made accessible to others.
Dependent Care:
- A remote working arrangement is not a substitute for dependent care. Remote employees will not be available during company core hours to provide dependent care.
Worker’s Compensation:
- Employer will be responsible for any work-related injuries under the state’s Worker’s Compensation laws, but this liability is limited to injuries resulting directly from work and only if the injury occurs in the designated work area. Any claims will be handled according to the normal procedure for Worker’s Compensation claims. The employee will immediately report any injury sustained while telecommuting immediately to the employee’s supervisor.
Liability for Injuries:
- Employee understands that the Employee remains liable for injuries to third persons and/or members of Employee’s family on Employee’s premises. Employee agrees to defend, indemnify and hold harmless Employer, its affiliates, employees, contractors and agents, from and against any and all claims, demands or liability (including any related losses, costs, expenses, and attorney fees) resulting from, or arising in connection with, any injury to persons (including death) or damage to property caused, directly or indirectly, by the services provided herein by Employee or by Employee’s willful misconduct, negligent acts or omissions in the performance of the Employee’s duties and obligations under this Agreement, except where such claims, demands, or liability arise solely from the gross negligence or willful misconduct of the Employer.
Income Tax:
- It will be the Employee’s responsibility to determine any income tax implications of maintaining a home office area. Employer will not provide tax guidance nor will Employer assume any additional tax liabilities. Employees are encouraged to consult with a qualified tax professional to discuss income tax implications.