TELEWORKING POLICY (HR2409) REDLINED 03-11-2020.PDF

MARICOPA COUNTY INTERNAL POLICY 
 
 
Policy Title: 
TELEWORKING 
Policy Number: 
HR2409 
Current Adoption 
Date: 
0203-0411-201520 
Approved by: 
BOARD OF SUPERVISORS 
Board Agenda 
Number: 
C-31-20-042-6-00C-
49-15-035-6-00 
Original Adoption 
Date: 
04-1999 
 
Page 1 of 4 
I. 
PURPOSE 
To establish conditions, accountability, and arrangements for working from an Alternative Worksite. 
II. AUTHORITY 
This Policy is authorized by the Board of Supervisors pursuant to A.R.S. § 11-251. 
III. APPLICATION 
This Policy applies to all Maricopa County appointed departments as well as the Flood Control District of 
Maricopa County, the Maricopa County Library District, and the Maricopa County Stadium District (Special 
Districts). The Board of Supervisors is authorized to jointly adopt policies applying to the Special Districts 
under the Intergovernmental Agreement, C-06-18-393-6-00, approved on April 11, 2018. 
This Policy also applies to eligible employees of County elected offices unless the elected official has 
implemented a similar policy specific to his or her office. 
II.IV. 
DEFINITIONS 
A. Alternative Worksite: A designated location approved by the Appointing Authority and detailed in the 
employee’s tTeleworking aAgreement where the employee will perform job functions outside of the 
department’s office. 
B. Appointing Authority: An elected official, the single administrative or executive head of a 
Department/Special District or the designated representative authorized to act in this capacity. 
D. Complete Teleworker: An employee who works from an Alternative Worksite for all of their regularly 
scheduled hours on a permanent basis. 
E.D. 
County Commuter Transportation Coordinator: Employee designated to administer the 
County’s Trip Reduction Program (See Maricopa County Ordinance P-7). 
F. Department/Special District (Department): A division of the County including Special Districts. Special 
Districts are the Flood Control District of Maricopa County, Maricopa County Library District and the 
Maricopa County Stadium District. 
G. Partial Teleworker: An employee who works from an Alternative Worksite for only a portion of his/her 
regularly scheduled hours on a permanent basis. 
H. Occasional Teleworker: An employee who works from an Alternative Worksite on an as-needed and 
flexible basis. 
F. Remote Access: Having use of or ability to connect to County resources and networks from an

Policy Title: 
TELEWORKING 
Policy Number: 
HR2409 
Current Adoption 
Date: 
0302-0411-201520 
 
Page 2 of 4 
Alternative Worksite.Teleworking: Working from an Alternative Worksite. 
I.G. Teleworking Agreement: An agreement approved by the Appointing Authority that identifies the 
responsibilities and working conditions of an employee while Teleworking. 
V. POLICY 
A. Department Participation 
1. Appointing Authorities may approve When tTeleworking and provide employees the necessary tools 
to telework when it supports the County’s goals and mission, meets departments’ needs, and leads 
to business efficiencies, departments may approve arrangements for teleworking at the discretion of 
the Appointing Authority and provide employees the necessary tools to telework. Teleworking is a 
management option and not a universal employee benefit and. The privilege of teleworking can be 
revoked by the Appointing Authority at any time. 
2. All employees, including classified (regular and initial probationary employees), unclassified, contract 
and temporary, are eligible for consideration (classified, unclassified, contract, and temporary). An 
employee’s participation is entirely voluntary. 
3. More specific internal tTeleworking procedures may be useddeveloped and implemented by the 
Appointing Authority. 
B. To comply with the Trip Reduction Program, departments must annually report the number of teleworkers 
to the County Commuter Transportation Coordinator. 
C.B. 
Self-Assessment And Training 
Employees who telework on a regular basis and their supervisors and supervisors are required 
encouraged to participate in the County’s online tTeleworking assessment and training course as offered. 
Training may be a requirement established by the department.  Taking a training course does not 
guarantee that a tTeleworking aAgreement will be approved by the Appointing Authority. 
. 
E.C. 
Teleworking Agreement 
A Teleworking Agreement must be signed by employees and their supervisors before A teleworking 
agreement identifies the responsibilities of the employee, outlines working conditions and requires the 
approval of the Appointing Authority. Before starting a tTeleworking arrangement, employees and their 
supervisors must sign a teleworking agreement.  
A copy of Tthe original teleworking aagreement should be sent to Employee Recordsall remain in the 
employee’s department personnel fileEmployees who telework on a regular basis must sign a 
Teleworking Agreement. A copy of the agreement shall be sent to Employee Records. Employees who 
do not telework on a regular basis are not required to sign a Teleworking Agreement. 
F.D. 
Public Records 
Departments permitting telework are responsible for ensuring that arrangements are made for 
teleworkers to maintain compliance with Public Records statutes and regulations as set forth by the 
Arizona State Library and Public Archives. This includes ensuring that public records taken to the 
Alternative Worksite are open to inspection as required by statute and ensuring that a chain of custody 
is maintained for records taken to the Alternative Worksite as required by ARS § 39-121.01. 
G.E. 
Working Conditions

Policy Title: 
TELEWORKING 
Policy Number: 
HR2409 
Current Adoption 
Date: 
0302-0411-201520 
 
Page 3 of 4 
1. Employees are subject to the department’s internal policies and procedures and working conditions 
outlined in a tTeleworking aAgreement. 
2. Teleworking is not a substitute for dependent care; teleworkers must make arrangements for 
dependent care during the approvedagreed upon work hours. 
3. While tTeleworking, employees must be reachable as agreed upon by their supervisor and must 
notify their supervisor when leaving the Alternative Worksite. 
4. Terms and conditions of employment do not change as a result of a tTeleworking 
aAgreementrrangement including Fair Labor Standards Act (FLSA) laws governing overtime for non-
exempt employees. Overtime hours, including tTeleworking hours, for non-exempt employees shall 
require the pre-approval of a supervisor. 
5. Teleworking hours and hours worked both need toshall be recorded in the County’s payroll system 
using the Ttelecommuting trackingpay code to ensure proper tracking of telework hours throughout 
the County. 
6. Employee salary, benefits and employer-sponsored insurance coverage will not change as a result 
of teleworking. 
7.6. No agreement shall include any improvements or additions to an employee’s owned or leased 
assets, including the residence, computer, vehicle, or any other property. 
8.7. An employee’s Alternative Worksite is an extension of the department’s workspace, and the County 
is only liable for job-related accidents if they occur during the approved work schedule and in the 
designated work location. The County retains the right to make on-site inspections at mutually agreed 
upon times to observe working conditions. 
9.8. Any change to athe agreed upon schedule and/or Alternative Worksite location must be reviewed 
and approved by the supervisor and manager in advance. 
H.F. 
Technology 
1. The technology provisions are intended to provide a framework for general restrictions and uses. 
Departments may develop and implement more specific technology provisions to cover its own 
unique teleworking environment. 
2. In most instances, teleworkers provide their own equipment. However, Appointing Authorities may 
provide County-owned equipment at their ownused in an Alternative Worksite may be provided at 
the discretion of the department. 
3. Employees are required to seek the approval of their department’s technology staff before 
purchasing equipment and software to ensure compatibility and connectivity requirements. 
4. Employees are required to install virus protection and firewall software on all computers used at an 
Alternative Worksite. 
5. Employees are responsible for securing all data, paper or electronic, subject to the confidentiality 
and security policies of the department and the County. 
6. Restricted-access materials, as defined by the department, shall not be taken to the Alternative 
Worksite or accessed unless approved in advance by the supervisor. 
7. The County does not assume liability for loss, damage, or wear of employee-owned equipment used 
at an Alternative Worksite.

Policy Title: 
TELEWORKING 
Policy Number: 
HR2409 
Current Adoption 
Date: 
0302-0411-201520 
 
Page 4 of 4 
8. County-owned software shall not be duplicated. 
9. Requirements related to County policies do not change as a result of tTeleworking (See e.g., Policy 
A1608, Electronic Mail; County Policy A2611 Use of County Technology Resources and A2604, 
Software Copyright and License Compliance). 
I.G. Reimbursement Of Expenses 
1. Appointing Authorities may pre-approve reimbursement of expenses (long-distance phone charges, 
office supplies, etc.) in accordance with County and internal department policies. 
2. The tTeleworking aAgreement shall state which expenses will be reimbursed. Any changes shall 
require the pre-approval of the Appointing Authority. 
 
 
Revision History 
 
Version 
Revision Date 
Description of Revision 
1 
04-/09-/1999 
Replaced Telecommuting Policy (A1407) (initially approved in November 
1993) with HR2409. 
2 
02-/04-/2015 
Clarified roles, updated definitions, addressed public records, strengthened 
accountability provisions, and simplified the language. (C-49-15-035-6-00) 
3 
MM03-DD11-2020 
Updated definitions, policy format, and language to remove outdated 
wording. (C-31-20-042-6-00) 
 
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