• What is telework?

• How does the program work?

• Is telework an employee benefit?

• Who may be selected to telework?

• What if telework doesn't work out?

• What kinds of jobs are teleworkable?

• What about the State's liabilities for injuries at home?

• Do all teleworkers need computers?

• Can I use my own computer?

• Does an employee who uses a portion of his or her home for business qualify for any Federal Tax deductions?

• Can I have my children at home on telework days? 

What is telework?

Telework is a powerful management option that is being extended by Executive Order to all agencies, boards and commissions.  Telework can take many forms but mostly allows selected employees to work from home, or a location closer to home, one or more days a week. Telework offers a more productive working environment with fewer distractions which results in better job performance, improved employee morale and job satisfaction, reduced absenteeism and sick leave usage.  Telework can also help retain valued employees and recruit top quality new people while improving the quality of life in our communities. 

How does the program work?

All State agencies, boards and commissions are mandated to implement the State of Arizona Telework Program with the goal of having 20% of State employees in Maricopa County actively participating.  Agency directors assign a coordinator to oversee the program implementation, review and expansion phases. Agencies begin the process with a six-month pilot to test how well telework will work for them.  After the pilot is evaluated, program modifications are made and the opportunity to telework is offered to additional qualified employees.  The Arizona Department of Administration works with a coordinator from each agency to brief management, plan the pilot, assist supervisors to select teleworkers, train teleworkers and their supervisors to negotiate telework agreements, evaluate the pilot and expand the program to include more employees. 

Is telework an employee benefit? 

Offering the opportunity to work at home is a management option; telework is not a universal employee benefit.  Supervisors may select employees who have the abilities and circumstances at home necessary to telework.  But an employee's participation in the State's telework program is entirely voluntary. See State Telework Policies.

Who may be selected to telework?

State managers and supervisors may use a self assessment survey to help them evaluate which employees would likely be successful teleworkers.   State employees with information handling tasks, at least part of the time, may be a candidate for telework.  Successful teleworkers are self-motivated and results-oriented employees who work well independently.  They need minimal supervision, are currently successful in setting priorities, meet deadlines and take the initiative to communicate with team members.

What if telework doesn't work out?

Both the teleworker and the supervisor should understand that if telework does not work out for an individual, it does not in any way reflect on that individual's ability to perform his or her job.  The employee, supervisor or manager may terminate telework without cause.

What kinds of jobs are teleworkable?

Jobs are really just a collection of tasks.  Some tasks must be done at the office. Tasks which may be done away from the office are called teleworkable tasks. The amount of telework an employee may do, depends on how many teleworkable tasks they have each week and whether the equipment required to accomplish those tasks is available.  Keep in mind, it is not necessary to have a computer to telework.  Many tasks, such as reading, thinking, planning or making phone calls, do not require computers and may be saved for a telework day.

What about the State's liabilities for injuries at home?

Since the employee's home work area is an extension of the agency's workspace, the State's liability for job-related accidents will continue to exist during the understood and approved work schedule.  A designated workspace should be maintained by the teleworker in a clean, professional, and safe condition at the remote work location.  As liability will extend to the alternate work location, the State retains the right to make on-site inspections of the work area, at a mutually agreeable time, to ensure that safe conditions exist.

Do all teleworkers need computers?

No, many employees have information handling tasks which do not require computers.  These tasks may be collected for the telework day.

Can I use my own computer?

Many employees find the opportunity to telework is so worthwhile they choose to use their personal equipment when equipment is not available from their offices. Whether or not you use your personal equipment is your own choice!  Many agencies have computers that people can take home.  Again, we are not saying a computer is required to telework.  You may only require a telephone.

Does an employee who uses a portion of his or her home for business qualify for any Federal Tax deductions?

Part-time use of the home for work does not meet the Federal test for an office in the home deduction.  The home must be used exclusively on a regular basis as the taxpayer's principal place of business to qualify for a deduction.  Also, employees who purchase computers and use them when working at home may not be eligible for accelerated depreciation because the purchase of the computer is not a condition of employment.

Can I have my children at home on telework days?

Telework is not a substitute for child care.  Teleworkers with small children must make arrangements for child care during the agreed-upon work hours.  This doesn't mean that you have to hire a baby sitter to care for them.  What it does mean is that if you have small children in your home, you cannot supervise them when you are on your agreed-upon work schedule and you must have child care or someone else at home for them.