AUSTIN (KXAN) — The city of Austin is considering implementing a more flexible telework policy in an effort to save costs and increase employee satisfaction. This potential shift comes after a period of uncertainty and adjustment due to the COVID-19 pandemic, which forced many organizations, including the city government, to reevaluate their remote work policies.
The current work from home policy is under review, with the city exploring updates that would give individual departments more autonomy in determining their telework arrangements. According to a city of Austin spokesperson, the city is actively considering changes to the existing policy to better meet the needs of both employees and the organization as a whole.
During a recent Audit and Finance Committee meeting, human resources staff discussed the possibility of allowing employees to work from home up to 60% of the time, equating to three days a week. This proposed adjustment aims to strike a balance between in-person collaboration and the flexibility that remote work offers. Additionally, departments may be granted the authority to establish guidelines that suit the unique dynamics of their teams.
Carol Guthrie, business manager for AFSCME Local 1624, which represents city of Austin employees, expressed support for the revised policy, calling it a step in the right direction. Guthrie highlighted the importance of considering employee preferences and work-life balance in shaping the telework policy.
Last year, Interim City Manager Jesús Garza mandated a return to the office for city employees following the peak of the pandemic. While managers were required to work in-person full-time, non-executive staff were expected to be present at the office at least three days a week. Garza emphasized the importance of maintaining public trust through accessible and responsive city services, prompting the reevaluation of telework policies across departments.
However, not all employees shared Garza’s perspective on the matter. Marna McLain, an IT corporate manager for the city, cited the significant time savings and improved work-life balance she experienced while teleworking full-time. McLain’s sentiment was echoed by many city employees, as a recent audit revealed that nearly 70% of respondents were dissatisfied with the existing policy.
The audit further suggested that a more flexible telework policy could serve as a cost-effective retention incentive for city employees. By allowing employees greater flexibility in their work arrangements, the city could potentially reduce turnover rates and enhance overall job satisfaction. Guthrie emphasized the importance of accommodating individual preferences, noting that some employees are willing to accept lower pay in exchange for flexible work schedules.
Travis County was cited as a successful example of implementing a flexible telework policy, with approximately 75% of eligible employees working remotely. The county’s experience demonstrated a significant increase in job applications post-pandemic, indicating the appeal of remote work arrangements for prospective employees. Moreover, the audit highlighted potential cost savings for the city of Austin through reduced utility expenses and the opportunity to lease out excess office space.
In response to the audit findings, a city of Austin spokesperson acknowledged the importance of considering the recommendations and potential changes to the telework policy. The city is currently in the process of evaluating the audit’s suggestions to determine the feasibility and impact of implementing a more flexible telework policy.
Overall, the city of Austin’s consideration of a flexible telework policy reflects a broader shift towards accommodating the evolving preferences and needs of employees in a post-pandemic work environment. By prioritizing flexibility, cost savings, and employee satisfaction, the city aims to create a work culture that fosters productivity, collaboration, and well-being for its workforce.
