Employees and management can agree to work remotely on a permanent or temporary basis and for predetermined periods of time. The remote work policy describes the conditions and obligations for employees who wish to work remotely. This sample Employee Remote Work Policy template should be used as a starting point when creating your employment rules because it is prepared to be customized to your company’s needs.
Policy brief & purpose
Our policies for workers who work remotely from places other than our offices are outlined in our Employee Remote Work Policy. We want to make sure that these agreements will be advantageous for both the employees and our business.
Scope
Employees whose principal place of employment is not at our offices are subject to this policy.
Policy elements
A long-term or short-term arrangement between managers and employees to conduct business remotely is known as remote working.
Our work from home policy applies when working from home for no more than [two days] or when working from home on a regular basis on a particular day of the week.
Remote working agreement
Employees may do remote work on a temporary or permanent basis.
In a remote working agreement, permanent remote employees should specify their primary working address. Additionally, this contract will detail their obligations as remote workers.
If they desire to [visit relatives or their hometown], office-based employees may also work remotely for a total of [two consecutive weeks] per year. Employees who have worked for our company for [at least] [one year] are eligible. Employees who recently became parents or who have a temporary or permanent disability may consent to working remotely for longer stretches of time with the help of their manager and HR.
In the event of a move, office-based staff may also switch to permanent remote working. Their eligibility will be evaluated by HR on a case-by-case basis.
Requests for remote work must be made by [asking HR for a form or using our HRIS.]
The benefits of remote working
We give our remote employees the following advice to ensure that their performance won’t suffer from working remotely:
- Pick a place to work that is calm and free of interruptions.
- have a sufficient internet connection for their job.
- During working hours, give their jobs their complete attention.
- obey the break and attendance schedules that they and their manager have established.
- As long as it’s vital for them to perform their jobs efficiently, make sure their schedules coincide with those of their team members.
Long-term and short-term goals should be decided upon by team members and management. They should frequently get together to discuss developments and outcomes (online or in person, as appropriate).
Policy compliance
Our remote workers are subject to the same rules as their counterparts in the office.
Benefits and compensation
The work role determines compensation. A remote working arrangement does not change the terms of health insurance, paid time off, or any other individual or group benefits.
Additionally, remote workers will receive a remote-working allowance of [$100] per month to help with office-related expenses (e.g. electricity and rent.) On rare occasions, we might pay for our remote workers to come into our offices.
Equipment
We’ll give our remote workers the tools they need to do their jobs, such laptops, headsets, and cellphones (when applicable.) When employees receive their devices, we will install VPN and other necessary company applications. We won’t offer supplemental equipment
We own the equipment that we give. Employees are required to safeguard it and prevent misuse. Particularly, workers must
- Password-protect their equipment, please.
- When not in use, keep equipment in a secure, spotless location.
- Observe all data encryption, security, and setup requirements.
- Avoid downloading shady, illicit, or unauthorized software.
Employees’ insurance needs will be discussed by HR. It’s possible that employees will need to purchase homeowner’s insurance to cover the expense of business property. When appropriate, HR may repay a portion of the coverage.
