County board puts in place telework policy
by Peter Bodley
Managing editor
The Anoka County Board has put in place a telework policy.
At this time, the county does not have any teleworkers, but now it has a policy for when that day arrives.
According to David Minke, deputy county administrator, the definition of a teleworker is “an Anoka County employee who works parts of the standard workweek at an alternate worksite, on a regularly scheduled basis, rather than at the Anoka County Government Center or other Anoka County-owned or leased office space per a telework agreement.”
Specifically, the employee must work at a designated alternate worksite at least 50 percent of the time working.
A work group comprising staff from human resources, human services, risk management, highway-Transportation Management Organization (TMO), information services, public information and administration began developing a telework policy for county employees this past summer.
In drawing up the policy and guidelines, the work group reviewed telework policies from other counties, including Hennepin and Dakota counties, considered current work arrangements in the county, such as mobile workers, and identified needs of the county, Minke said.
The goals of the policy, he said, are:
• Increase productivity by allowing telework where appropriate.
• Help to attract and retain quality employees.
“The policy only applies to workers who telework on a regular basis,” Minke said.
“This provides greater flexibility for department heads with regards to temporary work from home or mobile worker options.”
According to Minke, the policy treats telework as a voluntary arrangement that is neither a benefit nor a right.
In addition, telework will require a written plan approved by a supervisor to ensure the work tasks are identified and the telework setup is appropriate, Minke said.
Potential benefits to the county of using telework are identified as reduced overhead, space savings, increased productivity, help in retaining and recruiting employees and improved employee morale and customer service.
For the employee, telework benefits could include reduced travel time and costs, flexible work hours and more job satisfaction.
The policy also outlines the benefits of telework to the community, including reduced traffic congestion, air pollution and fuel use, greater accessibility to services and improved customer service.
Under the policy, telework will allow an employee to work at home, on the road or at a satellite location for all or part of their workweek.
“Telework is a voluntary work alternative that may be appropriate for some employees and some jobs,” the policy states.
“Telework is not a substitute for child or dependent care. It is not an entitlement, it is not a countywide benefit and it in no way changes the terms and conditions of employment with the county.”
Employees requesting telework must have been with the county a minimum of 12 months on continuous, regular employment unless an exception is approved.
And to qualify, the employee must have received a satisfactory rating on their last performance evaluation through the county’s performance appraisal process.
Seniority will not be a basis for selection, according to the policy.
“This policy has been developed after protracted and careful study,” said County Commissioner Jim Kordiak.
County Commissioner Rhonda Sivarajah called the policy “the first attempt to pull something together” and adjustments might be needed if “things are not necessarily working,” she said.
Peter Bodley is at peter.bodley@ecm-inc.com
