Alternate Work Location
Blinn College Administrative Regulations Manual
Effective Date: April 5, 2011; amended November 18, 2014; April 7, 2026
Board Policy Reference: DJ
Purpose
The Blinn College District Chancellor may authorize alternate work location arrangements for employees when such arrangements respond to the needs of employees, are required by job duties, increase productivity and/or enhance service capabilities. This procedure does not apply to alternate work location arrangements for employees requesting accommodations for disability. Disability accommodations are approved by the Office of Human Resources as designated by the Chancellor.
Definition
Alternate work location arrangements may occur when an employee is working during scheduled work hours to fulfill job responsibilities at a location other than the employee’s regularly assigned work place.
Employment Relationship
Alternate work location arrangements are not an entitlement and do not change the basic terms and conditions of employment. Alternate work location arrangements do not set a precedent for any other employee. Salary, job responsibilities, benefits and college insurance coverage do not change as a result of alternate work location arrangements.
General Guidelines
Alternate work location arrangements not required by job duties may be terminated at any time, at will, by either the College District or the employee. College District-provided equipment at home is not an entitlement of alternate work location arrangements. The College District assumes no liability for employee-owned equipment or injuries occurring in the employee’s alternate work location outside the agreed-upon work hours.
Any alternate work location arrangements must comply with all state and federal laws including, but not limited to, Section 51.992 of the Texas Education Code.
An employee approved to work remotely shall be responsible for setting up an appropriate work environment within the alternate workplace. The College District will not be responsible for any cost associated with the setup of the workspace.
The employee will protect College District data and information from unauthorized disclosure or damage and will comply with all federal, state and College District rules regarding the disclosure of public and official records. Employees must ensure the security and confidentiality of College District information in accordance with all applicable rules.
Any computer or information-technology equipment used in the performance of College District business must be used in compliance with all applicable College District policies, including network security and data security. Employees working remotely have a responsibility to address cybersecurity risks for their home networks, personal computing devices, and other internet-connected devices.
Approval
All requests and approvals for alternate work location arrangements not required by job duties should be in writing. Alternate work location arrangements will be approved by the College Chancellor on an individual basis only when necessary and justified.
Agreement
All alternate work location arrangements not required by job duties shall be performed pursuant to a written agreement between the employee and the College District for a specified period of time. This agreement should address the employee’s job duties and responsibilities; equipment needs and maintenance; and communication and supervision arrangements. This agreement does not constitute an employment contract, and it does not create a property interest in employment.
Any employee approved for alternate work location arrangements may not accrue overtime/compensatory time without prior authorization by the College District.