It is a regularly scheduled approved alternative work arrangement. Telecommuters who work from home are responsible for having a designated work area. Telecommuters who require home adjustments are responsible for any costs related to remodeling and the initial setup of that designated workspace. If you are considering tax implications if working from home, it is recommended that you consult with a tax expert. Vanderbilt will not provide telecommuting equipment unless it is justified based on the needs of the department.
Staff using personal equipment are responsible for any loss, damage or wear to that equipment.
Telecommuter should follow their department call-in procedures and utilize the appropriate accrual bank when reporting your time worked and time not worked. A telecommuter who suffers a work related accident, injury or illness should make a report immediately to the staff member's supervisor so that a first report of injury can be reported and an investigation into the incident can begin. Vanderbilt policies and procedures apply to all alternative work arrangements. Establishing a remote work location in a telecommuters' home does not make the telecommuter's regular commute to the primary work location a business trip. Nonexempt staff will usually work a 40-hour workweek to ensure the successful completion of the job.