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HomeMy WebLinkAboutResolutions - 2022.04.14 - 35460a5C S} 3f L BOARD OF COMMISSIONERS April 14, 2022 MISCELLANEOUS RESOLUTION #22-131 Sponsored By: Kristen Nelson Human Resources - Policy Adopting a Hybrid Work Policy Chairperson and Members of the Board: WHEREAS the COVID-19 pandemic required Oakland County to provide services to our residents in different and innovative ways, as offices were shut down and more services moved online; and WHEREAS after time and working through this new type of work environment, allowing both remote and on - site work practices have multiple benefits for Oakland County and residents; and WHEREAS the County Executive and Human Resources Department have received requests to allow for hybrid work models in departments based on the required work environment and maintaining high quality services; and WHEREAS an internal work group consisting of Human Resources, Corporation Counsel, Risk Management, Information Technology, and Union representation was formed to address all areas that needed to be addressed from a legal and/or risk point of reference, and a policy and agreement prepared; and WHEREAS no additional funding or budget amendment is required at this time. NOW THEREFORE BE IT RESOLVED the Oakland County Board of Comrissioners hereby approves the attached Hybrid Work Policy and Agreement. BE IT FURTHER RESOLVED that a report on the Hybrid Work Policy and how it enhances and advances the Oakland County Executive's Strategic Plan and Key Performance Indicator (KPI) program objectives and initiatives shall be forwarded to the Board one year after adoption and presented to the Legislative Affairs and Government Operations Committee. BE IT FURTHER RESOLVED the Hybrid Work Policy will remain in effect for 18 months following the adoption of this resolution, and may be extended by approval of the Oakland County Board of Commissioners. BE IT FURTHER RESOLVED the Oakland County Board of Commissioner's Legislative Affairs and Government Operations Committee shall receive progress reports on implementation of the Hybrid Work Policy no less than every six months. Reports shall include, but not be limited to: • Copies of all department specific plans for implementing Hybrid Work Policy • Evaluation on department function and performance and productivity • Impact on employee recruitment and retainment • Effect on department work culture • Recommendations and suggestions to improve the Hybrid Work Policy BE IT FURTHER RESOLVED that no budget amendment is required at this time. Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson. 6zdDate: April 14, 2022 David Woodward, Commissioner Aaa Date: April 22 2022 Hilarie Chambers, Deputy County Executive II f Date: April 28, 2022 Lisa Brown, County Clerk / Register of Deeds COMMITTEE TRACKING 2022-04-05 Legislative Affairs & Government Operations - recommend to Board 2022-04-14 Full Board VOTE TRACKING Motioned by Commissioner Kristen Nelson seconded by Commissioner Michael Gingell to adopt the attached Policy: Adopting a Hybrid Work Policy. Yes: David Woodward, Michael Gingell, Karen Joliat, Kristen Nelson, Eileen Kowall, Philip Weipert, Gwen Markham, Angela Powell, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Robert Hoffman, Adam Kochenderfer (16) No: Michael Spisz, Christine Long, Thomas Kuhn, Charles Moss, Gary McGillivray (5) Abstain: None (0) Absent: (0) Passed ATTACHMENTS 1. HR - Hybrid Work Policy Memo 2. Hybrid Work Policy 3. HR - Hybrid Work Policy Agreement STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on April 14, 2022, with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac, Michigan on Thursday, April 14, 2022. Lisa Brown, Oakland County Clerk /Register of Deeds BOARD OF COMMISSIONERS AMENDMENT IN RE: Woodward Amendment #1 WHEREAS the COVID-19 pandemic required Oakland County to provide services to our residents in different and innovative ways, as offices were shut down and more services moved online; and WHEREAS after time and working through this new type of work environment, allowing both remote and on - site work practices have multiple benefits for Oakland County and residents; and WHEREAS the County Executive and Human Resources Department have received requests to allow for hybrid work models in departments based on the required work environment and maintaining high quality services; and WHEREAS an internal work group consisting of Human Resources, Corporation Counsel, Risk Management, Information Technology, and Union representation was formed to address all areas that needed to be addressed from a legal and/or risk point of reference, and a policy and agreement prepared; and WHEREAS no additional funding or budget amendment is required at this time. NOW THEREFORE BE IT RESOLVED the Oakland County Board of Commissioners hereby approves the attached Hybrid Work Policy and Agreement. BE IT FURTHER RESOLVED that a report on the Hybrid Work Policy and how it enhances and advances the Oakland County Executive's Strategic Plan and Key Performance Indicator (KPI) program objectives and initiatives shall be forwarded to the Board one year after adoption and presented to the Legislative Affairs and Government Operations Connnittee. BE IT FURTHER RESOLVED that prior to each department implementing the Hybrid Work Policy, each department shall submit a written implementation plan to the Human Resources Department. BE IT FURTHER RESOLVED the Hybrid Work Policy will remain in effect for 18 months following the adoption of this resolution, and may be extended by approval of the Oakland County Board of Commissioners. BE IT FURTHER RESOLVED the Oakland County Board of Commissioner's Legislative Affairs and Government Operations Committee shall receive progress reports on implementation of the Hybrid Work Policy no less than every six months. Reports shall include, but not be limited to: • Copies of all department specific plans for implementing Hybrid Work Policy • Evaluation on department function and performance and productivity • Impact on employee recruitment and retainment • Effect on department work culture • Recommendations and suggestions to improve the Hybrid Work Policy BE IT FURTHER RESOLVED that no budget amendment is required at this time. VOTE TRACKING - Board of Commissioners Motioned by: Seconded by: None Yes: None (0) No: None (0) Abstain: None (0) Absent: (0) 401AKLANDF�z- COUNTY OAKLAND COUNTY EXECUTIVE DAVID COULTER HUMAN RESOURCES April McGrath Lynch, Deputy County Executive TO: David T. Woodward, Chairman of the Board of Commissioners Kristen Nelson, Chairperson of the Legislative Affairs and Government Operations Committee FROM: April M. Lynch, Deputy County Executive RE: Hybrid Work Policy DATE: March 16, 2022 Overthe last two years the County has had to be creativeto provide services to our residents in different and innovative ways. When Covid cases were at their peak we had to shut down offices and move more services online. Every department experienced some type of remote work option over the last two years. After time and working through this new type of work environment many departments would like to keep this model in place as it relates to allowing both remote and on -site work practices. This benefits the County in multiple ways: Providing services to our residents with different models that don't require them to come on site will help us be more efficient and support the differing needs of our residents. You will see more services online through the web, phone meetings and zoom meetings. Court for example, continues moving forward with many hearings remaining virtual. • We are looking at a few buildings we would like to take off-line, by having shared spaces and less cubicles we come to share more spaces in one location. This would allow us to save money in maintenance and utilities. • Retention and recruitment of employees. Hybrid work is becoming one of the most requested benefits from candidates. We are losing good employees and candidates that are looking for remote work or at least minimally a hybrid approach (sometimes in the office, sometimes at home). Given the many benefits of having this as option it is the intention to allow for hybrid work models in departments that request this option. This will be a department -by -department decision based on required work environment and maintaining high quality services. Because we are going to allow this solution moving forward a policy that focused on parameters was necessary to help guide our departments and our employees on expectations. Attached is a policy how to address hybrid employees and expectations. We had an internal working group to address all areas that needed to be addressed from a legal and/or risk point of reference: • Human Resources • Risk Management • Corporation Counsel • Information Technology • Union Representation Once this policy is adopted, we have a series of training sessions to support or managers as they roll out this type of work environment on a more permanent basis. Thank you for your kind attention to this matter. 2100 Pontiac Lake Road I L Brooks Patterson Building 41 W I Waterford, MI 48328 1 Fax (248) 452-9172 1 OakGov.com Hybrid Work Policy PURPOSE OF HYBRID WORK PROGRAM Hybrid Work is defined as an arrangement where an employee works one or more days each work week from a remote location, usually the employee's home, instead of commuting to the assigned County work site. The purpose of the Hybrid Work Program is to meet department missions and operational needs by helping the County to reduce real estate and energy costs, promote management efficiencies, increase County responsiveness in severe weather and other emergencies, enhance the recruitment and retention of highly qualified employees and respond to the changing expectations of alternative workspace environments. The following policy is meant to assist departments with administering a Hybrid Work Program consistently and equitably. POLICY APPLICABILITY AND ELIGIBILITY While the County supports a hybrid model as a work arrangement where possible and beneficial, because of the breadth and depth of Oakland County's services and responsibilities, remote work will vary across the County and may not be an option for every department, team, or individual. The determination of whether staff are eligible to participate and approved for a hybrid work arrangement will be made in accordance with this policy and the department's business needs. Departments may have additional rules or requirements surrounding hybrid work arrangements due to the nature of their work. In the event any provision of this policy, or a departments policy, conflicts with an applicable provision of a collective bargaining agreement or binding past practices, the latter shall prevail. CONDITIONS OF EMPLOYMENT Hybrid work arrangements do not change the conditions of employment or required compliance with County policies. Independent of work site, all employees are subject to the basic duties, obligations and responsibilities of County employment and are expected to adhere to all County policies, including but not limited to: Oakland Countv Merit Rules Non -Discrimination Policv Driver Safetv Policv Oakland Countv Standards of Conduct Worl<Dlace Violence Policv Drue Free Workplace Electronic Communications and Use ofTechnoloev Policv Sexual Harassment Policv In particular, employees must ensure that their hybrid work arrangement does not compromise the handling of sensitive, private, confidential personal or County data or information. Oakland County Information Technology's Secure Teleworking Guidelines can be found here. Additionally, to comply with the Workplace Violence Policy, any personal weapons in the remote work location (guns, knives with a blade of more than 3.5 inches, or any other weapons) must be stored according to state and local laws. Failure to abide by the terms of this policy and the policies listed above may result in discipline or revocation of the hybrid work privilege. COMPENSATION AND BENEFITS An employee's compensation and benefits are not affected by hybrid work status. However, the employee is responsible for any tax implications under IRS, state, and local government laws relating to working from a remote location; For example, County employees who pay Pontiac income taxes and work more than 25% remotely must file a PW-4 and provide supplemental documentation of work site. Oakland County management will provide confirmation of the number of hours worked at the remote work location for employee tax purposes. WORK HOURS AND OVERTIME The total number of hours that employees are expected to work will not ordinarily change due to participation in a Hybrid Work Arrangement. All hours worked by employees subject to the Fair Labor Standards Act are compensable. Any hours worked beyond an hourly employee's normal work schedule must be authorized in advance by the employee's immediate supervisor. If an hourly employee works beyond their normal work schedule without prior approval, they must report the additional time worked to their immediate supervisor the next workday. Failure to obtain supervisory approval may result in the termination of the Hybrid Work Arrangement and possible disciplinary action. Employees are not permitted to perform personal business or activities or secondary employment during designated remote work hours (excluding defined break periods). Personal business includes, but is not limited to, caring for dependents and performing other personal or home duties. WORK SCHEDULE Typically, an employee's work hours will be the same as the department's normal operating hours. However, departments have the flexibility to allow employees working remotely to work a schedule that is different from the department's normal operating hours, if deemed appropriate and necessary. For non-exempt employees, the manager and the employee must establish a hybrid work schedule and employee availability that: • Identifies the specific days and hours the employee will work remotely; • Identifies the approved Remote Work Locations; • Includes whether the employee must be available by phone, email, or instant messenger during the scheduled work hours (excluding defined break periods). For exempt employees, the manager and the employee shall discuss the use of a flexible hybrid work schedule and employee availability that: • Recognizes that these employees will need flexibility in their remote work days on a weekly basis. Specific days and hours are not required to be identified. i Identifies the approved Remote Work Locations; • Includes whether the employee must be available by phone, email, or instant messenger during the scheduled work hours (excluding defined break periods). Periodic adjustments to the remote work schedule may be necessary to achieve an optimal schedule, which suits the needs of both the County and the employee. The hybrid work schedule may need to be revised, or terminated in totality, should office coverage become a problem due to any changes in work demands or office staffing, either on an interim or ongoing basis, or due to other operational needs. ON -SITE MEETINGS There may be times when a non-exempt employee is required to attend on site meetings on their scheduled remote workday, When possible, an employee will be given at least 24 hours advance notice of events which require their physical presence at the County worksite. If the employee is required to be present at the County worksite on their designated remote workday, they may switch their remote workday during the same work week with supervisor approval. LEAVE USE Procedures for requesting leave will remain unchanged. The employee is responsible for obtaining leave approval in advance and keeping appropriate personnel informed of leave usage in accordance with Department policy and/or procedure. Hybrid work is not intended to be used in place of personal leave, Family and Medical Leave, Workers' Compensation leave, or other types of leave. DEPENDENT CARE Hybrid workers must make advance arrangements for dependent care to ensure a productive work environment. Remote work is not intended to be a substitute for day care or other personal obligations. It is expected that the hybrid worker shall continue to make arrangements for dependent care to the same extent as if the employee was working onsite. REMOTE WORK LOCATION Oakland County is a public employer whose taxpayers pay its employees' salaries. Therefore, it is important that Oakland County employees live in or within a reasonable distance of the region they serve. Reasonable distance will be determined on a case -by -case basis by the department and/or Human Resources based on departmental business needs. As with all employees, commuting to and from work is considered personal time. Consequently, employees will generally not be compensated for travel between their place of residence or remote work location and the onsite work location. However, the employee will not be charged leave time for commute to their work location due to equipment failures, power outages or other unexpected contingencies. REMOTE WORKSPACE The employee's remote workspace is considered an extension of the County's workspace. Hybrid workers must maintain a distinct separation between work activities and personal activities by ensuring safe and suitable workspace that is appropriately confidential and free of distractions that may interfere with work. The remote workplace should be maintained in a safe condition, free of hazards that might endanger the employee or County equipment. The remote workspace is subject to inspection with reasonable advance notice in the event of an injury. The County will not be responsible for costs associated with the setup of the employee's remote work office, such as remodeling, furniture, or lighting, nor for repairs or modifications to the remote office space. No County owned furniture (chairs, desks, etc.) may be removed from the primary work location for use in a remote work location. The County is not liable for damages to the employee's personal or real property while the employee is working at the remote workplace. Hybrid workers must not conduct in -person meetings with customers or co-workers at the remote work location. INFORMATION CONFIDENTIALITY AND RECORD RETENTION Employees are responsible for protecting the confidentiality, integrity, and availability of data, information, and paper files used when working remotely. Remote workers must follow all applicable County, federal, state, and departmental policies, laws, and regulations to protect data accessed or maintained while working remotely. In addition, remote employees are also required to: • Protect information assets from unauthorized access and use by others, including family members, friends, and other visitors; • Store information assets only in secured locations and not in unattended or unlocked vehicles or other locations where they may be easily stolen; • Ensure that personally -owned systems used for remote work purposes meet or exceed County security requirements. Employees must ensure they are in compliance with their department's document retention protocols including securing sensitive information and properly preserving, storing and archiving all relevant documents and materials. WORKERS COMPENSATION Injuries sustained by the employee in a remote office location in conjunction with their regular work duties may be covered by workers compensation, and consequently, employees are responsible for reporting work related injuries to their supervisor and the Office of Risk Manaeement as soon as practicable by filing an Injury on the Job Report. Workers compensation does not apply to non -job -related injuries that occur in an employee's remote work location or injuries sustained during a commute trip in the employee's personal vehicle; and does not cover claims for injuries to third parties, including members of the employee's family, or damage to property that occurs at the remote work location. EQUIPMENT AND SUPPLIES Departments may provide equipment including computer hardware and work cell phones as deemed necessary. Generally, printers and printing materials will not be provided for remote work locations. In limited circumstances, and with supervisor approval, printing materials may be available to the employee. Employees should plan to print necessary materials when at their primary County work location. Employees must take appropriate steps to minimize damage to County -owned equipment. Any equipment supplied by Oakland County is to be used for business purposes only. Remote workers must promptly notify the employer of an equipment malfunction or failure of either County or personally - owned equipment. Remote workers must return county owned hardware, software, supplies, documents, and other information or property to the County work location before ending the hybrid work arrangement or employment. ADA ACCOMMODATIONS Any employee's request to work remotely as a reasonable accommodation under the Americans with Disability Act (ADA) will be administered consistent with the County's reasonable accommodation policy. Allowing an employee to work at an alternate work location may be a viable outcome of the interactive accommodations process under the ADA if the employee's qualifying disability prevents them from performing the essential functions of theirjob at their designated duty station, unless the request creates an undue hardship on the employer. AND OTHER UNEXPECTED CONTINGENCIES If an equipment failure or power outage occurs at the remote work location which affects the ability to complete work tasks, the employee must promptly contact their supervisor. The employee may be required to report for work at the primary work location to complete their workday or use personal leave to account for the time. The employee will not be charged leave time for commute to their work location due to equipment failures, power outages or other unexpected contingencies. THE HYBRID WORK AGREEMENT Each employee shall review and sign a Hybrid Work Agreement to certify their understanding of the terms of their Hybrid Work Arrangement. The Hybrid Work Agreement shall include: • The non-exempt employee's expected regular schedule, including days of the week they will be working remotely, hours worked per day, and lunch times; • The address of the employee's expected work site (usually the employee's home), plus any alternative work sites; • The work expectations of the employee and any specific safety and security responsibilities; • The employee's remote work contact phone number. This agreement shall be reviewed by the manager and employee at least annually, to coincide with the employee evaluation cycle where possible. The agreement must be signed by the employee and manager, and any other members of management designated by the department. If an employee transfers to another position, they are not guaranteed eligibility for hybrid work in the new position. TERMINATION OR MODIFICATION OF THE HYBRID WORK AGREEMENT Hybrid Work Arrangements are subject to ongoing review and may be modified, adjusted, suspended, or terminated at any time by management (or when requested by the employee). Reasons for termination of a Hybrid Work Arrangement include, but are not limited to the following: • Conduct or other performance concerns; • Adverse affect on customer service; • Failure to adhere to accurate time reporting; • Engaging in non -work related activity (excluding defined break periods) during scheduled work hours; • Requirements of the hybrid work arrangement are not fulfilled. Management will provide two weeks prior notice, when feasible, before modifying, suspending, or terminating a Hybrid Work Arrangement to allow the affected employee to make necessary arrangements. If a Hybrid Work Agreement is terminated, employees are responsible for returning all County property and all work product to the worksite and resume onsite work within the timeframe provided by the department. An employee who refuses to comply with the termination or modification of a Hybrid Work Agreement will be subject to disciplinary action. A hybrid work arrangement that is terminated due to disciplinary action may be reinstated should the disciplinary action be successfully appealed. EMPLOYEE RESPONSIBILITIES An employee's job responsibilities will not change due to participation in the Hybrid Work Program. The Manager may require the employee to submit regular status reports or other information to help evaluate work performance. A decline in work performance or a decline in service to the employee's internal and external customers may result in adjustments to the Hybrid Work Arrangement or termination from the Hybrid Work Program. The employee's duties, obligations, responsibilities, and conditions of employment with the County will be unaffected by remote work. The employee must maintain compliance with all County policies including the Computer Use & Security Policy and remain subject to disciplinary action for any failure to abide by all County policies and these guidelines. Employees are required to: • Maintain a high level of public service. • Follow the provisions of the Hybrid Work Program. • Follow all applicable laws, rules, regulations, directives, codes, policies and procedures relating to workplace conduct and performance. • Perform according to established workplace expectations and communication protocols, including workplace -appropriate dress and video conferencing backgrounds. • Refrain from performing non -County work during their remote work schedule (excluding defined break periods). Emolovee Remote Worksoace and Safetv Resoonsibilities • Maintain a workspace with an internet connection where they can reliably perform work and remain available and responsive during scheduled work hours. • Maintain a safe, productive and functional workspace. • In the event of a job -related incident, accident or injury during remote working hours, the employee shall report the incident to their supervisor as soon as possible and follow established procedures to report and investigate workplace injuries or incidents. The employee must also allow the County to inspect their home workspace if a job -related injury has occurred. • Refrain from holding work meetings with co-workers, external clients or customers at the employee's home. • Limit use of County equipment for business purposes only. Emolovee Securitv Responsibilities • Maintain and secure County -provided equipment in the remote work site; • Return County -provided equipment promptly when requested; • Maintain the confidentiality and security of County information and documents; • Prevent unauthorized access to County systems and data; • Maintain and dispose of work -related documents in a secure and appropriate manner; • Be responsible for the maintenance and repair of their personal equipment that is used for remote work. (Note: County information stored on an employee's personal device may be subject to public records disclosure requirements). MANAGEMENT RESPONSIBILITIES Oakland County management shall ensure that hybrid workers abide by the terms of this policy while maintaining a high level of public service. Managers and supervisors are required to: • Ensure that employees are provided with the resources, training, equipment and supplies necessary for effective hybrid work. • Be available to engage in regular, predictable and supportive communication with all employees regardless of hybrid work status. • Establish and monitor performance expectations and protocols for all employees regardless of hybrid work status. • Encourage active communication between all employees regardless of work location. • Ensure equitable distribution of workload regardless of employee work location. • Periodically evaluate the effectiveness of Hybrid Work Arrangements and include in performance evaluations. • Maintain copies of all hybrid work documentation. Additionally, department directors are required to monitor policy use by division managers to ensure that the policy is being applied consistently and equitably. TRAINING Oakland County will provide training on how to maximize the benefits of hybrid work arrangements to all employees, managers and supervisors participating in the Hybrid Work Program. Employees are required to stay current on all mandatory training, including, but not limited to, Information Security, IT, HIPAA, and CJIS (Criminal Justice Information System). QUESTIONS Contact Labor Relations with questions regarding this policy Employee Name Employee Classification Employee Department/Division Employee Supervisor Work Schedule and Location (Non-exempt employees) Day of the Week Work Hours (example: 8:30 — 5:00) Work Location Sunday ❑ Home ❑ Monday ❑ Home ❑ Tuesday ❑ Home ❑ Wednesday ❑ Home ❑ Thursday Friday Saturday Office Remote ❑ Home ❑ Office ❑ Other Office ❑ Other Office ❑ Other Office ❑ Other Office ❑ Other ❑ Home ❑ Office ❑ Other ❑ Home ❑ Office ❑ Other Work Schedule and Location (Exempt employees) Approximate Number of Days (per Work Location week) ❑ Home ❑ Office ❑ Other ❑ Home ❑ Office ❑ Other Hybrid Work is defined as an arrangement where an employee works a combination of one or more days each work week from a remote location, usuallythe employee's home, and works the remaining workdays from the employee's assigned County work site. Oakland County supports hybrid work arrangements and allows supervisors to implement hybrid work agreements for eligible employees. This Hybrid Work Agreement, between the employee named above and their immediate supervisor, documents the parameters for equipment and/or working conditions for the above employee to work remotely. 1 A. EQUIPMENT & SOFTWARE I AGREE: 1. To use county equipment for work purposes only and not allow family members or friends access to the equipment or software. 2. To promptly return all county -owned software, equipment and documents when requested. 3. To follow all software licensing provisions agreed toby Oakland County. This includes uninstalling any county- provided software when it is no longer required for county business purposes or if I leave county employment. B. SECURITY I AGREE 1. To maintain the confidentiality of all county information and documents, prevent unauthorized access to any county system or information, and dispose of work -related documents in a manner that will not jeopardize the interests of the county. 2. To adhere to applicable Oakland County policies relating to remote access and use of VPN connections while working remotely. C. WORKING CONDITIONS I AGREE: 1. To be available and responsive during scheduled work hours. 2. My duties, obligations, and responsibilities as a hybrid employee are the same as office -based workers, including my obligation to respond to my voicemail, e-mail, and other messages in a timelymanner. 3. While working remotely, I will work at the above -listed locations during my remote work schedule, unless I have received prior approval to temporarily workelsewhere. 4. That any leave time, including sick leave, during a scheduled workday must be prearranged according to departmental guidelines. 5. 1 am responsible for maintaining a safe and functional working environment, including the bathroom, and other areas that may be necessary for working during my telecommuting work time. Workers' Compensation will not apply to non -job -related injuries that occur in the home. 1, not Oakland County, remain responsible for injuries to third parties, including members of my family on my premises. 6. In the event of a job -related incident or accident during remote work hours, I need to report the incident to my supervisor as soon as possible and follow established procedures to report and investigate workplace injuries or incidents. 7. 1 will allow home office inspections conducted by the county if a job -related incident or accident has occurred. 8. 1 will not hold in -person business meetings with internal or external clients or customers at my residence. 9. 1 will not conduct any non -county work during my remote work schedule (except designated break periods). D. ADDITIONAL DEPARTMENT SPECIFIC CONSIDERATIONS 1 AGREE: 1. To abide by any additional considerations that meet my work unit's business needs as identified below and which I have discussed with my supervisor. 2 dditional Agreements: Date E. AGREEMENT By signing below, I certify that I have read, understand, and agree with the terms outlined in Oakland County's Hybrid Work Policy and this Hybrid Work Agreement. I also agree to comply with other applicable Oakland County direction and policies, including guidelines for computer use, data confidentiality and security. Employee Signature I Date Supervisor Signature I Date Department Head I Date Equipment Inventory Department Name The following Equipment Inventory identifies equipment and software which has been provided by the County to the above -named employee for remote work purposes: Item Description Serial Number (if applicable) The employee acknowledges that the equipment listed above is and shall remain the property of Oakland County and must be returned upon separation from employment. Date Signature: 3