No. 3-65

牧师。

Date March 14, 2006

I. COMPENSATION FOR EMPLOYEE-OWNED CELLULAR PLANS AND DEVICES

如果学校要求员工为履行职责而携带手机，员工在征得组织领导同意的情况下，将获得个人手机接入计划和手机，并在批准的范围内由学校给予补偿。 这种补偿必须符合业务需求，即必须使用移动电话来执行大学的正式业务，而使用固定电话、寻呼机或其他通信设备无法满足此类业务。 为此目的提供补偿时，必须遵循批准的程序。

A. Department managers must determine the business cellular communication needs of the employee. 部门需要决定计划的类型和所需服务的水平。 因为电话是员工所有的，它既可以用于个人用途，也可以用于商业用途，但必须用于履行经理指定的职责。 一般来说，这意味着在经理或主管指定的时间内拥有并打开。

如果员工希望个人使用，可以获得更昂贵的计划，但只有在大学商业使用时才能获得商定的补偿金额。 支付手机计划和设备的账单是个人的责任，而不是部门的责任。

B. Department managers shall selected a monthly compensation allowance based on anticipated monthly university business use (see 附录1 for allowed compensation levels). 如果业务使用导致帐单金额超过津贴金额，可以通过常规费用报销程序（如零用现金）寻求适当的文件报销。 雇员每月领取的津贴将作为应税工资申报。

C. The department will contribute toward the activation of a cellular service plan and the purchase or upgrade of a communication device, if such purchase or upgrade is necessary for the performance of the employee's job duties. 如果员工的工作职责继续要求在更换时使用蜂窝设备，该部门也可以为更换老化或失效的设备做出贡献。

D. All such compensations will be reported as taxable wages. 员工将拥有该设备。 购买或升级通信设备的补偿应足以购买员工履行职责所需的设备。 雇员可选择较昂贵的设备，但不会获得超过履行其职责所需的补偿。

E. At the department's discretion, university departments may elect to purchase and provide "push-to-talk" mobile devices to faculty and staff. 这适用于需要专门的一键通功能，仅限用于大学通信，并且设备的性质和功能仅限用于大学业务。

此外，如果得到副总统的批准，各部门可以在不指定给个人使用的情况下，购买手机和服务计划。 这些电话必须仅限于学校的商业用途，并且必须保留所有电话的记录，包括进出电话，记录通话对象和学校的目的。

由于设备只能用于大学通信，因此该服务计划的费用和合同义务将由该部门负责。 在这种情况下，设备仍然是大学的财产，必须在终止雇佣或停止部门需要时立即交还给部门。

F. Employees are expected to take reasonable care of their required cellular device. 如果员工所需的移动设备因重大疏忽而丢失或损坏，员工可能会被要求更换，费用由主管自行决定。

G. Because the entire university compensation for the communication device and plan is treated as taxable income, no call detail documentation of personal or business calls is required.

H. The university compensation for the communication device and plan is not considered an entitlement, is not part of an employee's base salary, and may be changed and/or withdrawn by the university at any time. 根据部门经理的授权，从部门资金中按半月分期支付。

二世。 批准

A. Departments are responsible to determine the budgetary impact of this program, and to determine whether or not an employee's job requires use of cellular service. 大学对购买个人拥有的服务的补偿必须与员工的工作职责和责任直接挂钩。

B. Department managers are responsible for determining and approving the appropriate compensation amount for an employee based on job responsibilities. 该决定应包括适当的计划分钟数、长途呼叫选项、数据计划以及员工履行工作职责所需的其他计划功能。

C. University compensation for employee-owned communication plans is not to be based on a particular title or position. 使用应基于教师或工作人员的实际工作要求。

例如，具有“计算机管理员”头衔的个人可能完全在该领域工作，并且/或者可能在下班后随叫随到。 主管在部门主管的批准下，负责决定何时保证提供移动电话服务。

D. It is the department manager's responsibility to review cell phone needs in his or her department on at least an annual basis to determine if monthly compensation amounts should be changed or discontinued. 本部门应通过填写和处理新的移动电话服务协议表格和PAR，在年内需要更改补偿金额时立即通知工资部。

E. The employee and the manager/supervisor must sign a standard university agreement that: (1) documents the business need for a cell phone, (2) outlines the requirements the employee will observe in obtaining a phone and service plan that meets department requirements, and (3) defines the conditions for making it available when needed (as defined by the department, e.g., for on-call use).

F. For employee owned devices and plans, copies of the approval forms/agreements used to process university compensation, as well as receipts or other valid evidence of purchase, shall be retained for four years.

G. Approval forms/agreements, proof of purchase and other documentation must be retained for internal or external audit purposes.

三世。 推荐的供应商/服务计划

A. Departments and employees should, where possible, purchase telephone plans that are available from approved vendors participating in university, state, or regional (WSCA) contracts. 在大多数情况下，员工可以享受合同规定的折扣。 但是，根据所选择的供应商，员工折扣金额可能会有所不同。 推荐的服务计划可在WSU电信网站上查看，其中包括移动通信设备专家的联系信息。

B. Notwithstanding 三世。A，员工可以购买任何符合主管或部门负责人指定的工作要求的通信设备或服务计划，而不考虑价格。 但是，员工将负责超出部门批准的大学补偿的任何额外费用。

IV. EMPLOYEE RESPONSIBILITIES

A. The employee is responsible for the selection of and enrollment in an appropriate communication service plan. 该计划至少必须涵盖主管确定并经部门主管批准的要求。 员工可以从任何供应商选择服务，其服务符合由主管确定并经部门主管批准的员工工作职责的要求。

B. An employee receiving university compensation for cellular service must provide his/her department with the phone and/or PDA number of the communication device within five (5) working days of activation.

C. The employee must be able to show when requested by their supervisor, that the monthly bill, including taxes and fees, is at least the amount of the university compensation. 月均话费不等于或超过补偿金额的，主管可以将补偿金额调整为较低的金额或停止对员工的移动通信服务进行补偿。

D. The employee is personally responsible for complying with any contract entered into with a communication service provider including payment of all expenses incurred (including long distance, roaming fees, and taxes). 如果员工离职，他/她将继续对手机服务计划的合同义务负责。

E. An employee receiving university compensation toward the purchase of cellular devices or services must notify his/her department head as soon as possible and in no case more than five (5) working days beyond inactivation of the communication service or loss or theft of the communication device.

V. FEES FOR CONTRACT CHANGES OR CANCELLATION

A. If, prior to the end of the cell phone contract, a personal decision by the employee, or employee misconduct, or misuse of the phone, results in the need to end or change the cell phone contract, the employee will bear the cost of any fees associated with that change or cancellation.

例如，员工辞职，不再想保留当前的手机合同为个人目的。 在情有可原的情况下，部门主管可选择豁免这项规定。

B. If, prior to the end of the cell phone contract period, a university decision (unrelated to employee misconduct) results in the need to end or change the cell phone contract, the university will bear the cost of any fees associated with that change or cancellation.

例如，员工的主管已经改变了员工的职责，手机不再需要用于大学用途。 如果员工不想保留目前的合同，学校将报销更改或取消合同的费用。

移动通信协议和程序

附录1

二六年四月十九日

移动通信资费的每月补偿必须根据员工职位的要求而定。 金额可以从10美元到160美元，以10美元为单位递增。 10美元的增量允许部门经理选择最接近实际业务需求的计划。

由于允许的每月补偿是应纳税的，因此雇员收到的实际金额将少于所选择的补偿金额。 应选择补偿金额（以10美元为单位），其中包括预期的业务用途加上雇员支付的额外税款。 在大多数情况下，计划成本之外的额外20美元将覆盖员工支付的额外税款。