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Work from Home Agreement for Employees

Posted by on April 20, 2022

Office workers can also work remotely for a maximum of [two consecutive weeks] per year if they [wish to visit their family/place of birth]. Eligible employees are those who have been employed by our company for at least [one year]. Employees who are new parents or who have a short- or long-term disability may agree to longer periods of remote work with their supervisor and human resources. The human resources department will discuss insurance needs with employees. Employees may need to purchase home insurance to cover the cost of the company`s equipment. HR can reimburse some of the coverage if necessary. Before entering into a telework contract, the employee and manager, with the assistance of the human resources department, assess the suitability of such an agreement and consider the following areas: On a case-by-case basis, [company name] uses the information provided by the employee and supervisor to determine appropriate equipment requirements (including materials, software, modems, telephone and data lines and other office equipment) for each Telework Agreement. The Human Resources and Information Systems departments will serve as resources in this area. The equipment provided by the organization is maintained by the organization.

Equipment provided by the employee, if the employee deems it appropriate by the organization, will be maintained by the employee. [Company Name] assumes no responsibility for damage or repairs to equipment owned by employees. [Company Name] reserves the right to make decisions regarding the appropriate equipment, which may change at any time. The equipment provided by the organization may only be used for commercial purposes. The teleworker must sign an inventory of all properties received [company name] and agree to take appropriate measures to protect the items from damage or theft. Upon termination of the employment relationship, all of the company`s assets will be returned to the company, unless otherwise agreed. Permanent remote workers must specify their primary work address in a remote work agreement. This contract will also describe their responsibilities as remote employees. Employees are expected to maintain their workplaces from home in a safe and secure manner. [Company Name] provides each teleworker with a security checklist that must be completed at least twice a year. Injuries sustained by the employee at home and as part of his or her usual work responsibilities are generally covered by the company`s employee compensation policy.

Teleworkers are responsible for informing the employer of these injuries as soon as possible. The employee is responsible for all injuries sustained by visitors to his or her home workplace. Any telework agreement concluded will be concluded on a trial basis during the first three months and may be hired at will and at any time at the request of the teleworker or the organization. Every effort will be made to announce such a change 30 days in advance to account for commuting, child care and other issues that may arise from the termination of a telework agreement. However, there may be cases where notification is not possible. Teleworkers who are not exempt from the overtime requirements of the Fair Labour Standards Act must accurately record all hours worked using the time tracking system [Company Name]. The hours worked, which exceed the scheduled hours per day and per week, require the prior approval of the teleworker`s superior. Failure to comply with this requirement may result in the immediate termination of the telework contract. An appropriate level of communication between the teleworker and the supervisor will be agreed upon as part of the discussion process and will be more formal during the probationary period.

At the end of the probationary period, the manager and teleworker communicate at a compatible level with the employees working in the office, or in a manner and frequency appropriate to the job and the individuals involved. We provide our remote workers with task-critical equipment, such as laptops, headsets, and mobile phones (if applicable). We install the VPN and software required by the company when employees receive their equipment. We do not provide secondary equipment (e.g. printers and displays). Remote work is a permanent or temporary agreement between employees and managers to work more than [three days] from a location other than an office. Working from home for a maximum of [two days] or from home on a recurring basis on certain days of the week are situations covered by our work-from-home policy. To ensure that employee performance is not affected by remote work arrangements, we recommend to our remote employees: Other informal short-term arrangements may be made for employees on family or sick leave to the extent possible for the employee and the organization, and with the consent of the employee`s health care provider, where applicable.

The evaluation of teleworkers` performance during the trial period includes regular telephone and electronic interaction between the employee and manager, as well as weekly in-person meetings to discuss work progress and issues. At the end of the testing phase, the employee and manager each conduct an evaluation of the agreement and make recommendations for its continuation or amendment. The evaluation of teleworkers` performance beyond the trial period will be consistent with the rating received by employees who work in the office in terms of both content and frequency, but who focus on job performance and achievement of objectives rather than time-based performance. This strategy template for remote employee work can be customized to meet the needs of your organization and should be considered as a starting point for setting up your employment policies. The equipment we provide is the property of the company. Employees must keep it safe and avoid abuse. In particular, employees must: Employees can work permanently or temporarily remotely. Employees in the office can also count on permanent remote work in the event of a move.

The Human Resources Department will assess their eligibility on a case-by-case basis. Employees who wish to work remotely must submit a request by [requesting HR a form / via our HRIS.] Remuneration depends on the role of the job. Health insurance, power take-off and other individual or group benefits are not changed by a remote work agreement. Remote workers also receive [$100] per month as a remote work allowance to cover office-related costs (p.B electricity and rent). Occasionally, we may pay for our remote employees to visit our offices. Our Remote Work for Employees policy outlines our policies for employees who work from a location other than our offices. We want to make sure that employees and our company benefit from these agreements. The employee will create an appropriate work environment in their home for work purposes. [Company Name] is not responsible for costs associated with the installation of the employee`s home office, such as renovation, furniture or lighting, or for repairs or modifications to home office parts. Telework may be informal, para. B example from home for a short-term project or on the go on business trips, or a formal, fixed schedule for work outside the office, as described below. An employee or supervisor may suggest telework as a possible work arrangement.

In line with the company`s expectations for information security for employees working in the office, remote employees must ensure the protection of proprietary company and customer information accessible from their home office. Steps include the use of locked archives and desktops, regular password maintenance, and any other appropriate measures for the work and environment. This policy applies to employees whose primary place of work is not in our offices. Our remote employees must follow our company policies like their colleagues in the office. Examples of policies that all employees should adhere to include: Telecommuting allows employees to work from home, on the road, or at a satellite location for all or part of their work week. [Company Name] considers telework to be a viable and flexible work option if the employee and the workplace are suitable for such an agreement. Telecommuting may be suitable for some employees and workplaces, but not others. Telecommuting is not a claim, it`s not a company-wide service, and it doesn`t change the terms and conditions of employment with [company name]. If the employee and manager agree and the human resources department agrees, a draft telework agreement is prepared and signed by all parties, and a three-month trial period begins.

Temporary telework arrangements may be approved for circumstances such as bad weather, special projects or business travel. .

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