Employee FAQs
3. Is telework an employee benefit?
4. Who may be selected to telework?
5. What if telework doesn't work out?
6. What kinds of jobs are suitable for telework?
7. What about the State's liabilities for injuries at home?
8. Do all teleworkers need computers?
11. Can I have my children at home on telework days?
Telework is a powerful management option for all agencies, boards and commissions. Telework allows selected employees to work from home, or a State office location closer to home, one or more days a week. Telework offers a productive working environment with fewer distractions which often results in enhanced job performance, improved employee morale and job satisfaction, reduced absenteeism and sick leave usage. Telework can also help retain valued employees and recruit highly qualified individuals.
All State agencies, boards and commissions are mandated to implement the State of Arizona Telework Program with the goal of having 20 percent of State employees in Maricopa County actively participating. Each agency is assigned a Travel Reduction Programs Coordinator who oversees the program implementation. ADOA – Office of Travel Reduction Programs is available to provide consultation.
3. Is telework an employee benefit?
Offering the opportunity to work at home is a management option; telework is not a universal employee benefit. Supervisors may review the requirements and select employees who are suited for telework. An employee's participation in the State's Telework Program is entirely voluntary.
4. Who may be selected to telework?
State managers and supervisors are provided with selection criteria to help them evaluate which employees would likely be successful teleworkers. State employees with information handling tasks, at least part of the time, may be a candidate for telework. Successful teleworkers are self-motivated and results-oriented employees who work well independently. They need minimal supervision, are currently successful in setting priorities, meet deadlines and take the initiative to communicate with team members.
5. What if telework doesn't work out?
Both the teleworker and the supervisor should understand that if a telework arrangement does not work out for an individual, it does not in any way reflect on that individual's ability to perform his or her job. The employee, supervisor or manager may terminate telework without cause.
6. What types of jobs are suited for telework?
Some job-specific tasks are more suited for telework than others. Researching, writing, data analysis and other types of analytic tasks are well suited for telework (some of these tasks may be dependent on having the proper hardware and software, which will factor into the decision to allow for a telework arrangement). A supervisor will make the final determination regarding the viability and effectiveness of a proposed telework agreement.
7. What about the State's liabilities for injuries at home?
Because the employee's home work area is an extension of the agency's workspace, the State's liability for job-related accidents will continue to exist during the understood and approved work schedule. A designated workspace should be maintained by the teleworker in a clean, professional, and safe condition at the remote work location. As liability will extend to the alternate work location, the State retains the right to make on-site inspections of the work area, at a mutually agreeable time, to ensure that safe conditions exist.
8. Do all teleworkers need computers?
No, many employees have information handling tasks that do not require computers. These tasks may be compiled for the telework day.
Many employees find the opportunity to telework is so advantageous they choose to use their personal equipment when equipment is not available from their offices. The choice to use personal equipment is at the discretion of the employee only. Many agencies have computers that employees can take home. However, not all telework tasks will require computer access.
Part-time use of the home for work does not meet the Federal test for an office in the home deduction. The home must be used exclusively on a regular basis as the taxpayer's principal place of business to qualify for a deduction. Also, employees who purchase computers and use them when working at home may not be eligible for accelerated depreciation because the purchase of the computer is not a condition of employment.
11. Can I have my children at home on telework days?
Telework is not a substitute for childcare. Teleworkers with small children must make arrangements for child care during the agreed-upon work hours.
