Managing Flexible Work Options
The BC Public Service recognizes the importance of flexibility around when and where employees work.
Employees can consider flexible work options, including working from home or “telework”. Your role as a supervisor is to review and approve requests for mobile work options.
Communicate clearly what is permitted rather than make assumptions; this will help protect you and your employee from conflict in your relationship, protect the employee's safety and protect the information and technology with which both supervisor and employee are entrusted.
- Participating in a mobile work arrangement is voluntary and requires the mutual agreement of the employee and supervisor; it is not an entitlement
- Open, ongoing communication about performance, team goals, workplace environment, scheduling changes, training, technology and overall success of the arrangement are key to the success of mobile work
- The suitability of mobile work options will vary according to specific operational requirements or according to the individual employee's circumstances. Employees must be performing satisfactorily prior to being approved and must maintain their performance
- Mobile work options support the health and safety of employees
- Mobile work options safeguard the safety and confidentiality of information
It is key for the supervisor to approve working from home in advance.
Any employee working outside the office must have signed a Telework Agreement (DOCX, 94KB).
If the employee’s vehicle is used as part of their work duties, the supervisor must define restrictions and the activities the vehicle can be used for.
Working Alone Call-in Procedures
When supervisors don’t work in the same place as their employees, they must ensure that their employees are at work and all is well.
Working alone call-in procedures must be established by the supervisor or manager. Learn more on Working Alone Risk Assessment and Check-in Procedures.
Mobile work options safeguard the safety and confidentiality of information. See Flexible Workplaces and Information Security.
Out-of-province Working Arrangements
Because employees who live or work in another province are normally subject to different tax rules and employment legislation, out-of-province working arrangements can create unanticipated obligations and liabilities for the employer and are only supported in rare and exceptional circumstances.
For example, workers compensation coverage may not be available for employees working out of province. These employees may be subject to the health and safety requirements of the jurisdiction they are located in.
Such an arrangement must be approved by an assistant deputy minister and should only be undertaken for a short time. Before implementing an out-of-province work arrangement, including secondments and employee exchanges, it's best for hiring managers to develop a business case and contact AskMyHR for a consultation.