Common use of Responsibility and Accountability Clause in Contracts

Responsibility and Accountability. All telework arrangements are revocable, and may be discontinued at any time and for no reason. In addition, an employee may discontinue participation in teleworking at any time. Teleworkers are responsible for reporting time worked, leave used, and for adhering to attendance policies. Overtime shall not be worked unless authorized in advance by the supervisor. Equipment and services may be provided by and paid for by the employee's department, at the department's sole discretion. This is considered to be for work purposes only and not for personal use. It is the employee’s responsibility to ensure that no one else has access to the equipment. Equipment such as computers, printers, and software will remain the property of the NCA&T while on loan, and must be returned upon termination of the teleworking arrangement. Employees must return the equipment in the same condition in which it was originally received, except for normal wear and tear. An employee’s out-of- pocket expenses for other supplies or services will not be reimbursed unless he/she has received prior approval of the manager. NCA&T will not reimburse the employee for travel expenses to and from the office on days when he/she is required to come into the office. • Employees who are unable to work due to illness must use leave, and must report their absence to their supervisor. • Employees who wish to be relieved of responsibility for work on a particular day or days must use vacation or leave, as appropriate. • Employee must obtain supervisor approval when making a change in his/her work schedule. • Employee must be on site as necessary to attend meetings, training sessions, or similar events or occurrences. • The employee is not to conduct “face-to-face” NCA&T business (e.g., meetings) at the home site. • Failure to fulfill normal work requirements, qualitative or quantitative, may be cause for disciplinary action or dismissal. • Employee must remain obligated to comply with all NCA&T rules, policies, practices and instructions. Failure to do so may result in the termination of the teleworking agreement and/or disciplinary action, up to and including dismissal. • Telework employees will not act as primary caregivers for dependents during the agreed upon work hours. Employees should make dependent care arrangements to permit concentration on work assignments. • The employee must ensure that the home office is just that: a space set aside for the employee to work. • NCA&T has the right to visit the teleworker’s home to ensure the designated work location meets safety and ergonomic standards. Such visits will not be scheduled without giving the employee prior notice and will be conducted during normal business hours. • NCA&T does not pay for costs associated with working at home, e.g., electrical, heating, etc. (with the exception of agreed upon reimbursable costs, such as itemized charges of work related long distance calls). • NCA&T property such as computers, printers, fax machines and other equipment loaned to an employee is the employee's responsibility while it is not on the central work site premises. Employees are expected to take reasonable precautions to protect the equipment from theft, damage, or misuse. • Safeguard confidential work-related information. The employee will protect all University information from unauthorized disclosure or damage and will comply with NCA&T policies/procedure. Release or destruction of records should be done only at the central work site in accordance with State law and NCA&T policy and procedure. Computerized data are considered official University records and shall be similarly protected.