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determination. Telecommuting Program It is recommended that employees who telecommute do so for a maximum of two days per week, or on a short-term project basis. The telecommuter and the Department Head should agree upon a regular schedule of work hours and work location. Following the regular work schedule is necessary to ensure maximum accessibility. However, the employee must be willing and able to return to the primary work place at the request of the Department Head for any reason with minimal notice. An employee's salary, benefits and job responsibilities will not be affected by participating in telecommuting. A remote work site is considered a City work space and the employee, therefore, continues to be governed by applicable City policies, procedures, or practices. The employee is to be available for telephone, computer and/or fax communication with the City at the times as agreed to by the signers on the application. The employee will respond to telephone calls at the telecommuting work location, and will respond to telephone messages left for the employee at the employee's City work location. The telecommuting projects must have measurable objectives. For example, writing a section of a manual, working on a special project, or preparing spreadsheets and financial analysis whereby being out of the "office environment" could lead to its accomplishment in a more timely manner. Equipment If an employee is approved for telecommuting and the project requires the use of a computer, printer or other computer equipment, the cost of the equipment, maintenance, repair of the equipment, equipment insurance, electricity, and/or phone lines are the employee's responsibility. The cost of installing and licensing software will be at the City's expense as long as a software license already exists for that particular user. In the case where an employee owns a personal computer, the employee must provide a copy of the appropriate documents to verify that the software being used is legally licensed and receive virus -detection training from the IT Division. The City assumes no liability for loss, damage or wear of employee -owned equipment. Telecommuters will take all precautions necessary to secure confidential and/or proprietary information and prevent unauthorized access into any City system. Insurance The employee will be covered by Worker's Compensation while working at the telecommuting work address during the hours of work as indicated on the Telecommuting Application. The City's liability is limited to injuries resulting directly from the work and only if the injury occurs in the designated work area. Any claims will be handled according to regular Workers Compensation procedures. If injured while telecommuting, the employee should follow the appropriate procedures for reporting the injury. Other family members or visitors to the telecommuting work address are not covered by the City's Worker's Compensation program. The City is not liable for any injuries to family members, visitors, or others in the employee's home. Employees should consider carrying insurance to cover these instances. Telecommuters working at home will have a designated space maintained by the employee. With advance notice, the employer may visit the work site to ensure that safe working conditions exist. For projects involving extensive computer use, staff may require an ergonomics evaluation of the work area. Expenses The City will not reimburse the employee for any expenses the employee incurs to participate in telecommuting. This includes equipment, utilities, supplies and furniture. The City will provide a small and reasonable number of office supplies (such as pens, paper, post -it notes, and paper clips) for use by the telecommuter. Travel time from the home to the workplace is not compensatory, even if the employee reports to the regular workplace on a day scheduled for telecommuting.