Board debates remote‑work policy limits as public voices record liability and recordkeeping concerns

The board and staff engaged in an extended discussion about a proposed remote‑work policy, probing key definitions and safeguards before adopting any formal rules. Members asked how to define "essential functions" that require on‑site presence, with staff recommending decisions be based on job descriptions and specific duties that cannot be performed remotely.

Board members pressed for explicit restrictions: town equipment should be dedicated to municipal work and not used for personal purposes; town phones or approved phone systems should be used for work calls rather than employees’ personal devices; and confidential or sensitive records taken home must be secured. The draft policy already states remote work shall not be used as a substitute for sick leave or workers' compensation, and members asked for PTO and childcare language to be added to that section.

Several board members suggested attaching official job descriptions to remote‑work requests and requiring periodic reporting on deliverables and hours. One member proposed developing a parallel flex‑time policy to address short‑term childcare or schedule adjustments that are not appropriate as ongoing remote arrangements.

During public comment a resident identified as Elizabeth urged rigorous payroll and recordkeeping procedures, asked who will monitor policy compliance and said that home‑storage of confidential records must meet secure standards (for example, locked, fireproof storage). The resident warned that inconsistent reporting and lax documentation could create audit problems for payroll and records.

No final policy vote was recorded at the meeting. Staff were asked to incorporate edits — including explicit language on equipment use, adding PTO/childcare to exclusions, clarifying supervisor responsibilities for monitoring and attaching job descriptions to requests — and return a revised draft for board review.