Effective upon execution of this agreement, employees whose supervisor agrees that they can temporarily perform their job duties at home (including having the appropriate company equipment and internet connection) will be able to do so. This applies to regular, probationary and Hiring Hall status employees. Employees will be instructed to regularly check-in with their supervisor for direction. Supervisors retain the right to have employees return to their regular work location. Employees will also be responsible for following their department’s absence and vacation notification policy, and for promptly notifying their supervisor if their contact or work location changes. Consistent with current Company policy, during the COVID 19 pandemic, eligible employees who have been approved to work remotely will be reimbursed up to $45 f or personal cell phone and up to $35 f or home internet used for Company business.
Pursuant to IBEW Physical Agreement Sections 201.13 and 301.20, IBEW Clerical Labor Agreement Section 15.10, employees should receive approval from their supervisor as to whether they can perform their job duties f rom home. Employees who work from home are not eligible for expenses under Physical Agreement Title 201,
Title 301 or Clerical Labor Agreement Title 15. Further, employees who temporarily work from home are expected to observe the same work hours, workdays and meal periods as their regular schedule. The Company may authorize the employee to work overtime or extension of the workday…