TVC Careers

An employee may be considered eligible to participate in the Hybrid Telework Program only if all of the following conditions are met:

• An employee’s job can be performed at an alternate site without diminishing the quality of the work or disrupting the productivity of the office.
• The employee’s position, based on job description, is determined by the Division Director to be suitable for the telework program.
• If an adverse action has been applied, the employee must wait a minimum of 90 days after the action has closed before participating.
• An employee must meet the minimum required evaluation standards (a rating of 3 or higher) for each evaluated goal and competency to be eligible. This requirement does not apply to employees who have not had their first performance evaluation. In cases where an employee has not received their probationary evaluation, managers/supervisors must feel confident that their first rating will result in meeting a minimum required evaluation standard.

Telework is a discretionary program. TVC may deny an employee’s request to telework or terminate an employee’s telework agreement at any time for any nondiscriminatory reason based on a protected class.

Eligible employees who wish to participate must submit a written request to their immediate supervisor that includes:

• The telework days and/or hours requested and
• An explanation of how approval will meet a TVC need or requirement.

Upon approval of a telework request, the employee must complete a TVCHR-49 – Telework Terms and Conditions Agreement, which outlines the terms and conditions of the telework arrangement between the employee and TVC. Supervisors may require additional terms and conditions as appropriate. The application must include a photo of the designated telework workspace and map showing the route from the central office to the telework location. The Executive Director is the final approving authority for all telework agreements.

All telework agreements will be reviewed and renewed annually to ensure that the circumstances supporting the agreement remain current and unchanged.

Nothing in TVC’s telework terms and conditions creates, nor is it intended to create a contract of employment or alter the at-will employment relationship.

Employees must adhere to their approved work hours while teleworking unless otherwise approved by management. Additionally, employees must comply with the following guidelines:

• Work Location: Employees must perform their duties from the designated and approved teleworking location during scheduled work hours. Personal business, including errands or appointments, is not permitted during work hours unless approved in advance by the supervisor and appropriately recorded as earned leave.
• Availability: The employee must remain accessible and responsive to customers and co-workers during regular working hours. The employee must remain active on Microsoft Teams throughout the workday and attend virtual meetings on camera unless otherwise directed.
• In-Person Requirements: Agency needs will take precedence over scheduled telework days. Employees may be required to modify or temporarily suspend telework when their physical presence is necessary for meetings, events, or other in-person responsibilities. In such cases, employees are expected to report to the worksite without substituting or rescheduling the lost telework day, unless otherwise directed by their supervisor.
• Work Hours and Leave: Employees must comply with all existing policies regarding work hours, overtime, and vacation scheduling while teleworking.
  • In accordance with Texas Government Code 659.018(b), employees shall not work overtime at the teleworking location without prior approval from the supervisor.
  • Employees must follow established procedures for requesting and obtaining approval of leave.
• Unscheduled Office Closures: If the central office is unexpectedly closed (e.g., due to inclement weather) on a day the employee is scheduled to telework, the employee is still expected to perform their regular work schedule unless otherwise excused by their supervisor.
• Dependent Care: Employees may not engage in caregiving activities while teleworking. Children who typically attend childcare during the workday must remain in such arrangements. However, a teenager or elderly dependent may be present in the home if independently occupied. Employees must maintain a professional working environment free from frequent interruptions by family members or other non-business-related individuals.
• Restrictions of In-Person Business: While working from a teleworking location, employees are not permitted to conduct in-person business. This restriction does not apply to virtual meetings or virtual appointments, which are authorized.

TVC may terminate an employee’s participation in the telework program at any time for with or without cause, without notice. TVC will not be held responsible for costs, damage, or losses resulting from termination of the participation in this program.

Employees may request to terminate participation in the program by written request. An employee’s request to return to a central office workplace will be granted based on the availability of space and equipment.

At its sole discretion, TVC may choose to purchase equipment and related supplies for use by the employee. Furniture purchases will be considered only in cases where employees require ADA-compliant items, subject entirely to TVC’s determination. All equipment purchased by TVC for the employee’s use remains the property of TVC.

TVC may permit the use of employee-owned equipment. TVC does not assume liability for loss, damage, wear, or repair of employee-owned equipment. TVC also retains the exclusive right to discontinue the use of any equipment at any time.

In the event of equipment failure or malfunction, employees are required to notify TVC immediately. Employees must cooperate in facilitating the prompt repair or replacement of the equipment. If repair or replacement is delayed, or if circumstances prevent teleworking, TVC may assign alternative duties or temporarily suspend the teleworking agreement, at its sole discretion.

Upon termination of employment, all TVC-owned property must be returned. Failure to return all equipment may result in a hold being placed on the employee’s comptroller account. In the event legal action is necessary to regain possession of TVC-owned equipment, software, data and/or supplies, the employee is responsible for all costs of such action including attorney’s fees, shall TVC prevail.

At the request of the TVC Asset Manager—and at least once annually—all TVC controlled equipment (e.g., computers, tablets) must be inventoried and physically verified by a supervisor and/or the Asset Manager.

Employees must not modify, alter, or move TVC owned equipment without prior approval. When not in use, all equipment must be properly secured to prevent unauthorized access.

All TVC-owned data, systems, and software must be properly protected and secured at all times. Copying, distributing, or using such resources in violation of law, copyright, licensing agreements, or TVC vendor contracts is strictly prohibited. TVC resources are to be used exclusively for official state business and may not be used for personal purposes.

Failure to comply with security and confidentiality requirements may result in disciplinary action, up to termination.

The employee is responsible for creating their workspace and is not entitled to compensation for home office setup, commuting, or utility costs.

The employee must designate a specific workspace within the approved teleworking location and is responsible for maintaining that area in a safe, secure, and professional condition. The workspace must remain free of hazards and other dangers that could endanger the employee or damage TVC equipment. TVC reserves the right to conduct on-site inspections of the teleworking location to determine that the site is safe and free from hazards.

An adequate workspace includes:

• A stable surface such as a table, counter, or other flat surface that provides adequate space for computer, monitor, mouse, keypad, phone, printer, and other necessary documents needed to perform daily responsibilities. Ideally, a space for a traditional desk where an ergonomically correct workstation can be established.
• A workspace or a home office that is a dedicated workstation free of unreasonable distractions; provides acoustic privacy, provides visual privacy and provides room for a barrier-free turning radius (e.g., person and a chair). No multipurpose surfaces such as dinner trays or dining tables will be approved.
• A safe well-lit environment free of clutter and cords.
• A secure environment with locked storage for materials containing sensitive personal information or confidential information. Such items must be safeguarded and kept in a locked cabinet or drawer when not in use to prevent visibility or access from family members of guests of the home.
• No display of political, religious, or inappropriate photos, signs, or backdrops during virtual meetings with TVC Employees, customers, or the public.
• Consistent, reliable internet service at the teleworking location; if internet service is consistently erratic to the point that it limits productive work or attendance in meetings, the employee may be required to cease their telework schedule and return to the office.

Employees are expected to maintain established levels of productivity and quality while teleworking. Participation in required training events, meetings, and other management-directed activities remains mandatory. Failure to meet performance expectations, follow instructions, or produce satisfactory work may result in modification or termination of telework privileges.

Supervisors are responsible for ensuring performance standards are met and may use established methods to track assignments and productivity. At management’s request, employees may be required to submit a weekly activity report detailing work performed during the telework period.

Employees teleworking from an alternate worksite are covered by workers’ compensation for job-related injuries that occur during their approved work hours. Coverage does not extend to non-work-related injuries that may occur at the alternate worksite.

Employees are required to immediately report any job-related injury or illness that occurs while teleworking to their supervisor.