county commission

Karen Newman 

“I will have to say that this is probably the most complex and researched and discussed policy that I have worked on in my ten and a half years here,” declared Clay County’s Human Resources (HR) Director Darren Brooke as he presented a working copy of the county’s proposed Remote Work Policy (RWP) to the Clay County Commission.

Brooke’s department consulted with surrounding counties to examine their RWPs, met with Ottertail County’s HR director, asked department heads to review positions that might be considered for remote work, and the proposed policy lays out requirements for potential remote work employees. RWP employees must show:

1.      past and present levels of excellence

2.      be self-motivated and self-directed,

3.      have a suitable remote office location and environment (minimal disturbance and interruption)

4.      have access to acceptable technology and communications

5.      understand that conditions of employment remain the same as for on-site work

6.      understand that effectiveness and continuance of remote work will be evaluated annually or as-needed by the department head

7.     Remote work arrangements may be considered by Clay County departments when it would benefit the organization, the employee and the citizens. Remote work employees must be approved by department heads and the employee’s direct supervisor.  Brooke quoted from the prospective policy, “County clients and customers should detect no difference in the quality or timelines of service rendered from the primary office or a county-approved remote work location.” Brooke added that surrounding counties where RWPs are already in place, provide an added factor when competing for employees in a region with existing workforce shortages. In looking at future space needs for a growing county, the prospect of RWP employees sharing an on-site office will reduce demands on office capacity and building expenses. Remote work will be classified as hybrid and intermittent.

Commissioner Jenny Mongeau reminded Brooke and her fellow commissioners that discriminatory hiring practices when hiring employees for remote work must be avoided.

Commission Chair Kevin Campbell, who is a member of the Personnel Issues Committee (PIC), agreed. He said the PIC committee wants a period of time for suggestions before a final policy is brought to the commissioners for approval. He concluded, “This is a significant policy and we want to get it right.”