Remote Work Policy: Points to Remember


There has been a massive increase in companies switching to remote working. Therefore, it has become equally important for them to craft an effective and sound remote work policy that both employers and employees could adhere to. In this article, we will discuss the process in detail. Before we begin, let’s first start with the basic question. What Is a Remote Work Policy? It refers to an agreement between the employer and the employee, which highlights when and how an employee would work from premises outside the office—depending upon the circumstances. The policy could be temporary or permanent. It clearly describes the eligibility criteria, the rights of the employee concerning working remotely, and the best practices to follow. How Does It Work? The authority to suggest work from home remains with an employee or the supervisor. Any agreement that takes place should remain on a trial basis for the first three months. However, it can be discontinued in case a need arises. It could be either on the request of the remote worker or at the will of the organization. The agreement should include a 30 days’ notice to accommodate any issue that may surface as a result of the termination of the contract. However, there may be instances when no notice is possible. What Makes an Employee Eligible for Remote Work? An individual will be eligible for remote work, considering that he has rendered his services in the said company for a minimum of 12 months and has a satisfactory work performance track record. The nature of his employment should be that of a continuous and regular employer. Before finalizing the agreement, the manager, in assistance with the HR, should evaluate whether the employee has the necessary traits and is suitable for such an arrangement. After this, the manager can proceed and discuss the job responsibilities with the employee. Other than this, the employee needs to take care of any tax and other legal implications that may arise due to working out of an in-house office. Once everything is in black and white, and all the parties (employee, manager, and the HR) agree, they can sign the agreement, and the 3-month trial period can start. Provision of the Right Tools for Successful and Secure Work The HR and IT departments will be the resource centers in this regard. The remote works will require equipment to be at their productive best. The policy must clearly state the tools the company will provide and the fact that the tools will be strictly for business use only. The employee will have to bear the charges in case of theft or damage. The policy should also include the clause that states that the employee must return all of the equipment to the company upon termination. Working Hours The policy should include the working hours coupled with rules concerning overtime. It should clearly state that the workers are required to record their shifts accurately through the company’s time-keeping portals. Failure to do so can result in immediate termination of the agreement.

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