(4) Telework and remote work shall end at the latest with the dismissal of the worker, including for employees who leave Stanford University at Stanford University or Stanford Lucile Packard Children`s Hospital. A telework contract may be terminated at any time prior to the termination of the employment relationship, at the sole discretion of the university or management or at the request of the teleworker. A remote employment contract may be terminated at any time prior to termination of employment for reasons and after notice deemed appropriate by the university at the sole discretion of the university or management. The type of job isn`t necessarily perfect for working from home, even a few days a week. The biggest idea here is that it`s time to eliminate the stigma of telecommuting in general. An agreement between a supervisor and an employee that part of the employee`s work or work week be performed regularly and regularly in a location outside of the employee`s workplace at Stanford. If you need IT support for a problem related to telecommuting or remote work, send a request for help and we will contact you with someone who can help you. In order to reduce the potential for exposure, teleworking will be extended and staff, who will not need to be present on site, will continue to work from home until the end of March 2021. Telework is a mutual agreement between a supervisor and an employee, where part of the employee`s work is done at home or in another location different from the employee`s stanford position. Employees whose roles allow certain hours of work to be performed outside of their regular workstation at Stanford, whether on a regular or ad hoc basis, may be teleworked.
(1) After approval by the department management, a teleworker must sign the current form of the telework contract and any other agreements and documents that the department or university needs. The telework agreement should be reviewed regularly, but no less often than annually. Generally speaking, departments and management should be able to maintain, among other things, the type of work/work, the needs of the company, whether the department can maintain the quality of its services to members of the academic community (and, if so, the public), the performance and productivity of the employee, the presence and ability of staff to work independently. As a general rule, staff who have been disciplined in the previous twelve months and staff who have not completed at least six months of their probationary period should not be considered eligible for telework. . . .