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Oklahoma Homeworkers/ Telecommuting: What you need to know

The Oklahoma Department of Human Services (OKDHS) permits designated state employees to work at alternate locations including their homes. All work done at alternate locations is considered official state business (OK Admin. Code Sec. 530:10-5-3 and OK Stat. Tit. 74 Sec. 840-4.3et seq.).
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Telecommuting may not be used as a substitute for sick leave, disability leave, administrative leave, family medical leave, or workers' compensation or used as a remedy for disciplinary problems.
A written telecommuting agreement with the approval of the highest official in the division must be submitted to the Human Resources Management Division. The OKDHS may terminate a telecommuting agreement at any time.
Compensation and benefits. The number of hours worked and compensation for employees who telecommute do not change under the program.
Leave. Telecommuting employees continue to accrue annual leave, sick leave, and other leave benefits at the same rate as on-site employees.
Home worksites. If the alternate worksite is the employee's home, risk management staff from OKDHS may inspect the location for suitability. The state is not responsible for any maintenance or operating costs (utilities) in employees' homes. Business meetings and meetings with colleagues or internal or external clients are not permitted off-site.
Office equipment. The state will supply necessary office equipment; the employee is responsible for its upkeep and its protection from damage, unauthorized use, or theft.
Last reviewed August 2014.

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HR Essentials Kit: Homeworkers / Telecommuters
Telecommuting allows employees to work part or all of their standard workweek from a remote location, seamlessly “commuting” by e-mail, cellular phones, and fax machines. What does it mean to you the employer? "
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  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
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