Remote work is a permanent or temporary agreement between employees and managers to work from a non-office site for more than [three days]. Working from home for up to [two days] or working from home some days a week on a recurring basis are situations covered by our domestic policy work. This remote work checklist will also help you make your employer your duty of care. Office workers can also work remotely for up to [two consecutive weeks] per year if [they wish to visit the family or place of birth]. Eligible employees are those who have worked in our company for at least [one year].] Employees who are new parents or have short-term or long-term disabilities may agree to extend working hours remotely with their supervisor and staff after JC. HR will need insurance to talk to staff. Employees may be required to take out proprietary insurance to cover the company`s equipment costs. The HR may, if necessary, reimburse part of the coverage. To ensure that employees` performance is not compromised in remote work, we advise our remote employees: the employee will create an appropriate work environment in his or her home for work purposes. [Company name] is not responsible for the costs associated with setting up the employee`s reception desk, such as renovation, furniture or lighting, or for repairs or modifications to the office room at home.
Telework employees who are not exempt from the overtime requirements of the Fair Labor Standards Act must accurately record all hours worked with the [company name] time registration system. Hours worked beyond the hours scheduled per day and per work week are subject to the prior agreement of the tele-shuttler`s supervisor. Failure to comply with this requirement may lead to the immediate termination of the telework contract. This model of remote work policy for employees can be adapted to the requirements of your company and should be considered as the starting point for the implementation of your employment policies. Permanent employees should indicate their main employment address in a remote employment contract. This contract also describes their responsibilities as remote employees. As part of the discussion process, an appropriate level of communication between tele-shuttlers and superiors will be agreed and more formal during the trial period. At the end of the trial period, the manager and teleworker communicate at a level that corresponds to the level that is working in the office or in a manner and frequency appropriate for the work and the people involved. If the employee and the manager agree and the human resources department agrees, a draft telework contract is prepared and signed by all parties and a three-month trial period begins. Any telework agreement that is tested within the first three months and may be interrupted at any time at the request of the tele-shuttler or the organization. Every effort is made to accommodate such a change 30 days in advance to accommodate commuters, child care and other problems that may arise from the termination of a telework agreement. However, there may be no notifications.
Individuals applying for official telework must be employed for at least 12 months with [company name] and have a satisfactory current account. This directive applies to employees whose primary job is not in our offices. The evaluation of the delivery of tele-commuters during the trial period includes regular telephone and electronic interaction between the employee and the line manager, as well as weekly personal meetings to discuss work progress and issues. At the end of the trial phase, the staff member and supervisor will each make an evaluation of the agreement and make recommendations for changes or thoughts.