INTERIM TELECOMMUTING POLICY
In order to address the concerns raised by the coronavirus epidemic, the Firm is actively engaged in implementing a telecommuting policy which will result in a significant majority of its employees being required to perform their work from home. Although we intend to remain flexible, the following are guidelines that we are implementing as of today through March 31, 2020:
- The Firm will assign employees to work from home on a staggered basis during the upcoming week. Those employees who may not have computer access available at their home will be provided with such access as is necessary to perform their work by our information technology personnel. Equipment provided to employees may have webcams, these webcams do not automatically turn. Once an employee is assigned to work from home, he/she will not be permitted to return to work during this current period, unless such return is approved through Human Resources or Alan Kennington.
- Employees are expected to be available throughout the workday. Unless otherwise specifically instructed and authorized, all employees working from home should adhere to a working schedule of 8 a.m. to 5 p.m. with an hour off for lunch or if in intake their assigned schedule. Just as if working at our workplace, EMPLOYEES MUST CLOCK IN AND CLOCK OUT WHEN NOT WORKING, SUCH AS DURING THE LUNCH HOUR. EMPLOYEES MUST NOT WORK THROUGH THEIR LUNCH HOUR NOR WORK ANY OVERTIME WITHOUT THE EXPRESS APPROVAL OF HUMAN RESOURCES. ALL PREVIOUSLY APPROVED OVERTIME IS SUSPENDED UNTIL FURTHER NOTICE. IT IS NOT NECESSARY TO CLOCK OUT FOR BREAKS OF LESS THAN TWENTY MINUTES, ALTHOUGH SUCH BREAKS ARE BE KEPT TO AN ABSOLUTE MINIMUM. The Firm will monitor our employees’ work product so that employee productivity will be maintained at all times.
- Employees will not need and should not take home any Firm files, calendars or documents. If you believe it is necessary to take any documents home, please consult with Human Resources before doing so, for approval.
- Security measures have been and will continue to be implemented so that confidential information is kept confidential. All employees should be aware of their continuing obligations regarding confidentiality of Firm and client information. In order to maintain confidentiality, employees are prohibited from working from public places.
- Those employees whose position does not allow them to work from home should consult with Human Resources about this issue.
In addition to the policy above, we are monitoring current legislative developments regarding the coronavirus pandemic. Early Saturday morning, the House passed House Bill 6201, a proposed Families First Coronavirus Response Act. This legislation is currently pending before the Senate and will likely be addressed in that forum in the next several days. Included within the House’s proposed legislation are provisions which concern sick leave for employees who are unable to work for reasons related to the coronavirus pandemic. We will continue to monitor this legislation and advise all employees regarding your rights under it or any other applicable legislation that is passed into law and signed by President Trump.
The Firm will continue to monitor the recommendations from The Centers for Disease Control and all emergency measures announced and enacted by President Trump and Governor Henry McMaster. If you have any questions, please check with your Human Resources.