CPP Telecommuting Program

Staff who are eligible to telecommute include:

• CSUEU (Units 2,5,7,9)
• APC (Unit 4)
• MPP (M80)
• Confidential (C99)
• Student Assistants

The telecommuting site workstation and supplies are the responsibility of the telecommuter. Any equipment, furniture, utility charge or internet access not provided by the campus is the responsibility of the staff to procure/arrange and at the staff’s sole expense. The campus will provide telecommuting staff with a laptop to ensure data security.

Staff who need additional equipment or supplies to telecommute must discuss the issue with their HEERA Manager. If additional equipment or supplies are deemed necessary by the HEERA Manager, the HEERA Manager may provide the necessary equipment or supplies, authorize the staff expenditure and subsequent reimbursement for the necessary equipment or supplies; or provide an alternate work location that has the necessary supplies and equipment such as the campus work location.

The staff member and HEERA Manager establish telecommuting start dates. The HEERA Manager or staff member may terminate the Telecommuting Agreement at any time for any reason upon twenty-one (21) calendar days’ (or less by mutual agreement) written notice to the staff member or HEERA Manager.

The participating staff member is responsible for certifying their Telecommuting Site complies with the Telecommuter’s Home Safety Checklist. 

Staff are responsible for ensuring a clean, safe, and ergonomically sound home/off-site office as a condition for telecommuting. An initial on-site workplace hazards assessment of the home/off-site office may be deemed necessary. All conditions included on the Telecommuter's Home Safety Checklist, as included in the Agreement, should be met and checked off and are the sole responsibility of the staff member. The staff member should review this checklist with their HEERA Manager and must sign it prior to the start of telecommuting.

Staff requests to telecommute due to a disability or medically related reason are managed through the Reasonable Accommodation Process and not through the Telecommuting Program. If a staff requests to telecommute or requests to modify their Telecommuting Agreement due to a disability or medically related reason, they should immediately contact the ADA Coordinator to begin the Reasonable Accommodation Process. The ADA Coordinator can be reached by telephone at (909) 869-4095 or by email at ADACoordinator@cpp.edu.

Positions with responsibilities that can be conducted off-site using readily available campus technology and infrastructure at a telecommuting site without adversely impacting department service quality or organizational operations may be suitable for telework.

Positions must be of a nature in which face-to face interaction with members of the campus community is minimal or may be scheduled to permit telecommuting.

The participating staff must also be able to access the necessary programs, software, and technology to complete their job duties.

Requests for participation in the CPP Telecommuting Program may be denied for any of the following reasons:

• The staff’s job responsibilities are not able to be performed remotely
• Telecommuting would adversely impact the service quality or organizational operations
• The staff has less than satisfactory work performance

• Job duties can be conducted outside of the on-campus worksite
• Teleworking does not negatively affect the service quality or organizational operations
• Teleworking does not add additional costs to the employer
• Teleworking does not negatively impact team performance

• Job duties require access to specific onsite files, or specialized space/equipment/technology in order to effectively perform the job
• The position has regular in-person interactions, which became or will become less efficient or effective in a remote work environment
• Position’s job responsibilities require participation in onsite meetings or presentations
• A telework arrangement would result in the duplication of office equipment or staff positions
• Staff’s continued telework negatively impacts team performance

• Prioritize work to meet deadlines
• Display self-discipline and accomplish job duties with minimal supervision/direction
• Consistently follow CPP policies and team norms regardless of work location
• Understand their role and expectations
• Be organized, highly disciplined and self-motivated
• Communicate and coordinate effectively with clients, students, stakeholders, and their team members over phone, email, and Zoom/Teams
• Manage time effectively
• Meet work performance quality and/or productivity levels whether onsite or teleworking

Before approving a telework request, consider any changes needed to ensure your team continues to meet its objectives. Ensure the staff and work product will be as effectively managed as their on-site colleagues.

Additional consideration: Whether regular onsite meetings or in-person interactions prevent a telework arrangement may depend on their frequency and the degree to which they are within the staff’s ability to schedule. For example, a consultant or trainer may be able to schedule sessions for days they are onsite whereas an advisor whose students “drop in” for in-person meetings, or a staff member who works at an in-person customer service window cannot.

If a position is identified ineligible to participate in the CPP Telecommuting Program, the department can assess if an alternative work schedule is mutually beneficial such as 9/80 or 4/10 schedule.

Staff requests to telecommute due to a disability or a medically-related reason are managed through the reasonable accommodation process only and not through the Telecommuting Program. If a staff requests for telecommuting or additional telecommuting days due to a disability or medically-related reason, this request should be immediately referred to the ADA Coordinator, Manuel Montilla, at (909) 869-4095 or ADACoordinator@cpp.edu.

Staff or their dependents, who have a medical condition that causes the staff to need time off from work either intermittently or long-term, may be eligible for Family Medical Leave (FMLA). Please immediately refer staff to the Leaves of Absence Coordinator, leaves@cpp.edu or (909) 869-6839 to obtain more information. CPP's FMLA Website

HEERA Managers should not solicit medical information from their staff.

If the staff is ineligible to participate in the Telecommuting Program or does not have an approved Telecommuting Agreement on file at the time of the request, they should not be permitted to telework during their isolation/quarantine period. The HEERA Manager should determine if the staff meet the eligibility requirements to participate in the CPP Telecommuting Program as part of their normal assessment process and not for COVID-19 related reasons.

If the staff has an approved Telecommuting Agreement, they can be permitted to telecommute the days that have been previously established as telecommuting days. Staff can be directed to use available COVID-19 leave and/or personal leave credits for the days they are unable to work in-person and follow the appropriate attendance reporting/leave credit usage procedures.