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Council weighs telecommute and alternative work-schedule tradeoffs; requests follow-up analysis
Summary
City staff updated council on telecommute and alternative work‑schedule policies, reporting around 40% participation in telecommute agreements and 70% participation in alternative schedules; council asked staff to prepare additional data and meet with the HR subcommittee to refine policy and customer-service expectations.
Lisa Rossi, the city’s administrative services director, briefed the council on the city’s telecommute and alternative work‑schedule policies and provided peer comparisons within San Mateo County.
Rossi said the city formalized telecommuting policies after the COVID period, and noted the city currently has multiple schedule options (telecommute, 4/10s, 9/80s and flexible schedules). Staff presented data that roughly 40% of employees participate in telecommute agreements and approximately 70% participate in alternative work schedules; Rossi also noted many San Mateo County cities allow telecommuting and/or alternative schedules and that common practice among peers is two days remote or a 50% remote time standard.
Councilmembers expressed a mix of priorities: maintaining reliable customer service and predictable access to counters and permitting staff; retaining recruitment and retention benefits for employees; and reducing schedule complexity so supervisors can ensure coverage. Several council members said residents perceive city hall as “closed” on Fridays and asked staff to explore options to increase in‑person coverage. Staff said most operational roles that require on-site presence (maintenance, community center operations, counter services) already have schedules that provide coverage, and that exempt/salaried positions commonly have telecommute agreements but remain expected to respond to community needs.
Council asked staff to prepare additional information for follow-up: a clearer description of typical office hours and counter coverage, a comparison of peer practices, and a fiscal/staffing analysis for any proposed changes. Council also asked staff to meet with the HR subcommittee to discuss options and report back. No policy change was adopted at the meeting.
Why it matters: The city is balancing employee flexibility and retention with expectations for public access to services. Council members stressed predictability and customer service as primary goals in any policy adjustments.
