Telework at Deakin University
Telework - work anywhere, anytime!
Teleworking is working from an approved deakin location other than your primary work location utilising information and communications technology (ICT) to stay connected to your colleagues and your work.
Deakin University is proud to be a partner of the Australian Governments Telework Partner Program. We aim to encourage our staff to work smarter and more effectively where possible, while still maintaining a healthy work life balance. Telework – work anywhere, anytime!
How to Telework
If you are interested in teleworking, please have a look firstly at the policy and procedure on the Guide. You will have to complete a Teleworking Proposal and discuss the Proposal with your manager. If your manager agrees to further explore the Proposal and if it involves telework for more than one day per week and or more than four days per month, a Teleworking Agreement is required. If it is an one-off or ad-hoc arrangement the Telework Agreement is not necessary but you and your manager need to agree in writing to the arrangement. For Teleworking to start all parties must agree on the arrangement and as needed sign the Teleworking Agreement.
There are two different versions of the Telework Agreement. For work at approved Deakin locations, the Teleworking Agreement for Approved Work Locations should be used. The other version is for work carried out in non-University locations including home based work.
Working from home
Teleworking is frequently part of home-based work and as such the Telework policy and procedure apply. Staff wishing to avail themselves of flexible working arrangements must also consult the Guidelines for Making and Dealing with Requests for Flexible Working Arrangements and the Flexible Work Arrangements procedure and discuss this also with their manager. The Teleworking Proposal and then the Teleworking Agreement for non-Deakin Work Locations must be used as part of your proposal for flexible working arrangements.
Approved Telework locations
On campus, most Faculties, Institutes and Other Areas (FIOAs) have designated "hot desks" for visiting staff, along with meeting rooms bookable through Outlook. However, any space at Deakin can potentially be used for working away from your primary work place.
In addition, most cafes and all Libraries provide a variety of computing services that can be accessed by visiting staff.
Off campus, Deakin has facilities at a number of sites with a variety of facilities for both formal bookings and informal use.
Geelong City Centre (Waterfront campus)
Search the eSolutions help sheets, user guides and other supporting documentations.
Tips and tricks to ensure that your video-conference experience is a positive one!
Video-conferencing master class
Register via StaffConnect for a master class on how to get the most of your video-conferencing experience. The 2 hour session covers:
- How to prepare a room correctly for videoconferencing
- Tips and techniques for better videoconferencing audio
- Delivering content such as Powerpoint via videoconference
- The different types of videoconferencing such as ad-hoc, scheduled and Virtual Meeting Points
Frequently asked questions for Telework at Deakin
For managers and staff
What is teleworking?
Teleworking is working from an approved location other than your primary work location or within any work location utilising information and communications technology (ICT) to stay connected to your colleagues and your work.
This can include:
- using Jabber to connect to a virtual meeting point rather than travelling to another campus
- working from a hot office at an alternative campus
- working off your smart device while in transit on the intercampus bus in Geelong.
What are the approved locations?
Approved locations are other University sites that have been endorsed for staff to telework from. This includes alternative campuses to your home office and our various city campuses.
Am I eligible for teleworking?
Teleworking is available to staff who can complete their work from another location. It also involves making better use of technology and resources to reduce travel and work smarter.
To determine whether teleworking is appropriate for you, you should speak with your manager.
When is it appropriate to telework?
Telework is great for when you are required to meet with staff from other locations. You can use telework tools such as videoconferencing to save you travel time and still get the most from your meeting.
Alternatively, when you have to travel for meetings, you can then use telework resources to work from that campus for the day. E.g. if you are attending the city centre for a meeting, why not book a hot desk for the rest of the day?
Are casual staff eligible to telework?
Casual staff are encouraged to make better use of technology and resources to be efficient in your day-to-day tasks. Formal telework agreements do not generally apply to casual staff though.
How do I apply to telework?
There is no formal application process for teleworking. It is simply a discussion with your manager/supervisor advising what you are requesting. When making requests to telework you should detail the benefits of what you are proposing and how you will be able to continue your work.
When do I need a telework agreement?
If you enter into a regular telework arrangement with your manager (more than one day a month), then you will be required to sign a telework agreement detailing what has been agreed to and ensuring that all OHS requirements are met.
Can I terminate my agreement?
Yes, telework agreements can be terminated at any time by either the staff member or the manager. Reasons detailing why the arrangement is no longer suitable should be discussed with the opposite party.
Can my manager deny my request to telework?
Teleworking requests can be denied based on operational needs of the area, and it may not be suitable for all role types. Discuss your needs with your manager to determine what can work for you.
In general, employees should be prepared to make a business-based proposal for a proposal to telework, rather than base the request to telework on personal considerations. At the very least, in addition to describing logistics like location and frequency, you should be able to discuss how you will accomplish your work without any adverse effects.
What about working from home?
Although working from home can be considered a form of teleworking, it is not covered by a telework agreement as it is a type of flexible work arrangement. There are a number of OHS considerations that need to be considered when covered working from home which are detailed on the OHS website.
Can telework help an employee with child or other dependent care needs?
Telework is not a substitute for flexible work arrangements however; telework can be valuable to individuals with caregiving responsibilities. Time saved commuting can be spent with family members, and the flexibility of being closer to home may enable caregivers to take less time off for activities like doctor's visits.
Will the University pay/reimburse technology, home office set up, utilities?
Telework is considered a staff benefit and reimbursement of technology, utilities and set up is not generally supported by the University. However, if you are regularly teleworking you should discuss your requirements with your manager to see what options there are.
What is the telework partner program?
The Telework Partner network is an initiative of the Australian Government and includes member organisations from across Australia who are all working together to support teleworking arrangements in their organisation. Deakin University is proud to be a partner of this initiative.
Do I have to manage a teleworker differently than my in-office staff?
A common concern among managers is how to supervise teleworkers and ensure they are productive and meeting expectations. Traditional management styles based on the manager being able to keep watch on employees is more challenging with telework; so managing people remotely can present a challenge for many managers.
Telework may require some changes in communication techniques, and managers will need to be mindful of the ways they assign and reward work to ensure they are equitable for onsite and teleworking employees. It is important that clear key performance measures and expectations are set while staff telework to assist in measuring the success of telework.