The alternative work arrangement can be terminated by either the department or the employee, but the ultimate determination is made by management.
A department may determine that it is no longer in the best interest of the university to continue the arrangement. For example, a department might deem that an employee’s tasks are no longer suitable for telecommuting; find that work product, productivity, or accountability standards are not being met; or a short-term need or other premise that gave rise to the telecommuting arrangement may no longer exist. When a department determines to terminate the alternative work arrangement plan it should provide two weeks’ notice unless extenuating circumstances make such notice impracticable. If the agreement no longers continues, submit an updated form with the revised end date.
An employee may also seek to end the alternative work arrangement by notifying the department that he or she wishes to discontinue the plan. The employee should give as much notice as is reasonably necessary to facilitate regular reporting to the work location. For example, if a telework employee and another employee have a shared workspace that each of them uses on non-telework days, the department may need time to locate another workspace. Generally, notice of intent to discontinue the alternative work arrangement plan should be accepted by the department. In situations such as emergencies that precipitate the alternative work arrangement, where the department needs the employee to continue with the current plan, the department should first speak to the employee to try to reconcile the employee’s interests with that of the department.