3120E - ALTERNATE WORKSITE IN A DISTRICT-DECLARED EMERGENCY PROCEDURES

1. Generally
    
   1. These administrative procedures specify terms and conditions applicable to work performed outside an employee’s primary assigned worksite or non-District-owned property, in the event where Schools or District Offices may need to be temporarily closed to students and/or employees, or when an employee is assigned to an alternate worksite.
   2. These administrative procedures provide the process to support Supervisors in establishing clear and reasonable expectations regarding employees working at an alternate worksite. Not every position is suitable for this type of arrangement. 
       
      1. Positions that lend themselves to an alternate worksite option are generally those that require independent work that can be performed autonomously and employees who are productive, responsible, highly self-motivated, and skilled in their jobs. 
      2. The decision to assign an alternate worksite to an employee will be based on factors such as continuity of operations in a state of emergency, position, job functions, and the impact to the District. 
   3. It will be understood by employees who are assigned to work from an alternate worksite that this option is not intended to provide the employee with the opportunity to attend to personal matters they would not normally attend to if they were in their regularly assigned worksite.  
   4. In all cases, employees working at an alternate worksite remain obligated to comply with all The School Board of Brevard County, Florida’s Policies and Procedures. 
2. Guidelines for Working at an Alternate Worksite
    
   1. Working at an alternate worksite is not an entitlement; rather, it is a job assignment for employees to complete their assigned job functions and responsibilities from a location other than their regularly assigned worksite for the purpose of continuity of operations in a District-declared emergency. 
      
      Supervisors can grant or remove alternate work site privileges at any time. All pay will be based on the employee’s official position. The employee’s time and attendance will be recorded as if performing official job duties at the employee’s regularly assigned worksite. The employee agrees not to engage in employment activities other than Districts’ business assignments while working at an alternate worksite location.
   2. Work-related injuries that occur in the alternate worksite must be immediately reported to the employee’s Supervisor and require adherence to the workers’ compensation guidelines.
   3. The Supervisor and the employee must agree upon the equipment to be used while working at an alternative worksite location. 
       
      1. Upon approval and availability, employees may be provided with District-owned equipment necessary to perform work assignments at an alternative worksite.  The District may not be able to provide devices to every employee. 
      2. Employees are responsible for maintaining and protecting equipment against damage and unauthorized use on any and all loan equipment from the District. Equipment on loan shall be used for work-related purposes only and use is governed by Administrative Procedure 7540.04 Staff Network and Internet Acceptable Use and Safety. 
      3. Employees, when necessary, may use their own technology/device(s). The District will not be responsible for any employee owned equipment.  The employee will maintain responsibility for any and all employee own technology/device(s).
      4. Employees are responsible for protecting all data and ensuring compliance with all District Policies and Procedures, as well as any Federal and State laws, rules and regulations regarding confidentiality. All official records, files, and documents must be protected from unauthorized disclosure or damage and returned safely and securely to the office upon request from the employee’s Supervisor.
      5. If Employees will be teleworking from their home, they will establish an appropriate work environment within their home for work purposes. The District will not be responsible for any operating costs associated with setup of the employee’s home office,  such as, but not limited to, remodeling, furniture or lighting, nor for repairs or modifications to the home office space, or any other incidental costs (e.g. utilities), associated with the use of the employee’s home or residence.
      6. If an employee is assigned to work at home; note that working from home is not a substitute for child or elder care. The Employee must provide appropriate child or dependent care in a manner that allows job duties and responsibilities to be successfully met.
      7. Employees will be required to verify that their home office provides work space that is free of safety and fire hazards and shall agree that the District will be held harmless against any and all claims, excluding workers compensation claims, which result from working at their home office. 
      8. The District is not liable for damage to the employee’s real property and the employee remains liable for injuries to any and all third persons and/or members of the employee’s family that occur on the employee’s premises.
   4. No employee authorized to work from home will be allowed to conduct face-to-face business at their home office.
3. Criteria for Implementation
    
   1. Before approving this temporary alternate worksite arrangement, the employee and Supervisor, with the approval of their Cabinet Level Administrator, will evaluate the suitability of such an arrangement to include the following areas:
       
      1. Job Description: Job functions are suitable for a remote (telework) environment;
      2. Job Responsibilities: Job is appropriate for an alternative worksite arrangement;
      3. Equipment Needs: Employee can perform functions of their position with available technology; 
         
         and
      4. Continuity of Operations: Responsibilities of job functions as determined by the District.

© Brevard County Public Schools 2020