3500 – REMOTE WORK PROCEDURES

1. General
    
   1. These administrative procedures provide support to Supervisors in establishing clear and reasonable expectation regarding employee remote work. 
   2. The District considers remote work to be a viable, flexible work option when both the employee and the job are suited to such an arrangement. Remote work may be appropriate for some employees and jobs, but not for others. Remote work is not an entitlement, it is not a District-wide benefit, and it in no way changes the terms and conditions of employment. 
   3. The District, at its sole discretion, may determine that some positions are not eligible for remote work based on the job responsibilities. Positions that lend themselves to remote work 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. 
   4. The District will establish the number of remote work days allowed each week. 
   5. Supervisors will establish remote work schedules and the manner and frequency of communication with remote employees. Remote employees will remain productive and accessible by phone and/or email during scheduled work hours. Changing departmental work loads may lead to remote work days being reduced or ended. 
   6. Supervisors can grant or remove remote work privileges at any time. All pay will be based on the employee’s official position. Employee time and attendance will be recorded as if performing duties in regularly assigned worksites. 
   7. Remote work is not intended to provide employees with the opportunity to attend to personal matters they would not normally attend to from their regularly assigned work sites. Remote work is not a substitute for child or dependent care. Remote employees must provide appropriate child or dependent care in a manner that allows job duties and responsibilities to be successfully met. 
   8. In all cases, employees working remotely remain obligated to comply with all the School Board of Brevard County, Florida’s Policies and Procedures. 
2. Guidelines for Remote Work 
    
   1. Employees will agree to designate a remote work location and will notify their supervisor in advance prior to changing remote locations. 
   2. On scheduled remote workdays, employees who encounter power, internet, or other technical difficulties in their remote work location are expected to either come to their regularly assigned worksite or request leave. 
   3. Remote work is not a replacement or alternative to sick leave or vacation. Being fully engaged in work activities during scheduled work hours is expected. If an employee is too sick to work from home, sick leave must be requested. 
   4. Employees will be required to accurately record hours worked. Any overtime or leave must be approved by the supervisor in advance. Failure to comply with this requirement may result in termination of remote work privileges or disciplinary action.
   5. Employees will obtain supervisor approval prior to changing scheduled work hours.
   6. Work-related injuries that occur in a remote work location must be immediately reported to the employee’s Supervisor and require adherence to the workers’ compensation guidelines.
   7. No employee authorized to work remotely will be allowed to conduct face-to-face business at their home office.
3. Equipment and Supplies
    
   1. If employees will be working remotely 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 including, but not limited to, remodeling, furniture, or lighting. The District will not be responsible 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. Employees will provide their own Wi-Fi and furniture. 
   2. Upon approval and availability, employees may be provided with District-owned equipment necessary to perform work assignments. The District may not be able to provide equipment to every employee. 
       
      1. Employees are responsible for maintaining and protecting District-owned equipment against damage and unauthorized use. 
      2. District-owned equipment is to be used by District employees for District business only. Use is governed by AP 7540.04 Staff Network and Internet Acceptable Use and Safety.
      3. Remote employees will sign an inventory of all District-owned property received. District-owned property will be returned to the supervisor upon request, upon cessation of remote work, or upon termination of employment. 
      4. Employees will not make any changes to security or administrative settings on District-owned equipment. 
      5. District-owned equipment that is damaged, lost, or stolen must be reported immediately. 
   3. When necessary, employees may use their own equipment. The District will not be responsible for any damage or repairs to employee-owned equipment. 
   4. Employees should never purchase or rent equipment, services, or supplies on the assumption that the District will reimburse the cost. Prior approval must be obtained for any reimbursement. 
       
      1. The District will supply the employee with appropriate office supplies (pens, paper, etc.) on a case-by-case basis as deemed necessary. 
4. Confidentiality
    
   1. Employees are responsible for protecting all data and ensuring compliance with all District Policies and procedures, as well as any Federal and State laws and regulations regarding confidentiality. All official records, files, and documents must be protected from unauthorized disclosure or damage and returned to the office upon request, upon cessation of remote work, or upon termination of employment. 
   2. Employees shall recognize and respect confidential information regarding students and personnel acquired in the course of their work. Employees must be cognizant of others in their remote workspace and consider confidentiality when using email, telephone, and video conferencing.
5. Safety
    
   1. Employees will be required to verify that their remote workspace is free of safety and fire hazards and shall agree that the District will be held harmless against any claims, excluding workers compensation claims, which result from working in their home office.
       
      1. Employees are covered by workers compensation if injured while performing official duties in their remote workspace. Employees will report any work-related injuries to their supervisor as soon as practicable. 
   2. The District is not liable for damage to the employee’s real property and the employee remains liable for injuries to any third parties or members of the employee’s family that occur on the employee’s premises. 
6. Criteria for Implementation
    
   1. Before approving remote work, 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 environment.
      2. Job Responsibilities: Job is appropriate for a remote worksite arrangement.
      3. Equipment Needs: Employee can perform functions of their position with available equipment. 
      4. Continuity of Operations: Responsibilities of job functions as determined by the District.

REMOTE WORK ELIGIBILITY

1 = Remote work eligible
2 = Not remote eligible

Revised 8/14/24
Revised 11/21/25

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