WORK FROM HOME POLICY SAMPLE
This Work from Home Policy template can be changed as per company’s needs. A Work from Home Policy may also be referred to as a Telecommuting Policy or Home-Based Work Policy.
This sample policy should be modified according to your company’s specific values.
Policy brief & purpose
We designed our work from home policy to make sure that working from home is beneficial to our employees and company.
Our Employee remote work policy outlines our guidelines for employees who work from a location other than our offices. We want to ensure that both employees and our company will benefit from these arrangements.
A decision will be based on the assessment of work activities, skills, competencies as well as health and safety considerations.
This policy applies to employees whose primary work location is not at our offices. Working from home may be combined with any overall working pattern, whether full or part-time.
A home worker is someone who undertakes a significant proportion of work from home on an agreed regular and predictable basis. An individual undertaking of occasional or ad hoc working is not considered to be a home worker.
Are employees allowed to work from home?
Employees are allowed to work from home only if their job duties permit it. For example, people who are obliged to come in direct physical contact with customers are not eligible to telecommute under this policy. But, employees who carry out most of their work on a computer can occasionally work off-site.
Assessment of work activities, skills and compentencies
The Business Unit Director shall also assess that the work itself is suitable for home working:
How much face to face interaction is required with other task holders in the team or on the project?
Is there a frequent need to refer to documents not available at home?
Is there a constant need for access to resources or other colleagues?
These issues may present obstacles – but there may also be ways of overcoming them, so the Business Unit Manager will need to look at reasonable ways of dealing with these issues without summarily dismissing the possibility of home working.
If an employee has a reason to request working flexibly they must put this request, formally, in writing to their line manager and HR Consultant in the first instance.
The employee’s HR Consultant will then arrange a meeting with all parties to discuss the options available.
If agreed the employee will receive a written agreement, which they will be required to sign.
Employees work from home or telecommute when they complete their work at a place located outside of our company’s premises. They may work from home:
Work from home arrangements can be occasional, temporary or permanent.
Reasons that could demand telecommuting include but are not limited to:
Other reasons for working from home depend on employees and managers’ judgement.
How to determine whether an employee can work from home
We advise both employees and managers to consider these elements before asking/approving work from home:
Requesting Work from Home Procedure
When employees plan to work from home, this procedure must be followed:
Employees who need to work from home for unforeseen reasons (e.g. illness or temporary difficult commute) should file their request as soon as possible, so managers can consider and approve it.
The staff member indemnifies the University against all loss or damage to the staff member’s property and all claims by third parties in respect of personal injury and property damage except to the extent caused by the negligent act, error or omission of the University.
Where employees are working at home for a significant proportion of their time, line managers must ensure that they keep in frequent touch with the employee, and employees and line managers must ensure that all the requirements of the Performance Track system are met.
Employees should be treated no less favourably than those working within an office. line managers must also ensure that the training needs of the employee are fully considered and that they are offered training opportunities in the same way as those working in an office/site.
Compliance with Policies
Our remote employees must follow our company’s policies like their office-based colleagues. Examples of policies that all employees should abide by are:
Compensation and benefits
Compensation is determined by job role. Health insurance, PTO and other individual or group benefits are not altered by a remote working agreement.
Remote employees will also receive [$100] per month as a remote-working allowance to cover office-related costs (e.g. electricity and rent.) Occasionally, we may pay for our remote employees to visit our offices.
Requirements for home based work
The Supervisor must:
Time Zone difference
Sometimes, managers and their team members are in a different time zone. When employees need to work from home for unforeseen reasons, they may not be able to get their request approved in time. In this case, they may stay to work from home and notify the HR department. We advise employees to check in with their managers as soon as their manager clocks in.
Computer Equipment and Support:
….will not procure any desk top computer equipment (computer, printer etc). The employee can however put in a request to their manager to be supplied with a laptop, which they will be required to use on any occasions that they also work from an ______ office.
If home broadband has been purchased by a staff member who wishes to connect their ____ laptop to it, the Customer Support Desk (CSD) should be contacted who will advise on a standard router and send through an instruction sheet for configuration of the router. The router should then be purchased by the individual staff member or through their business unit if the business is funding it. ……….. are not responsible for the procurement, configuration or support of the router.
If home broadband has been requested and is being funded by the company for an individual, that staff member has responsibility for ordering the broadband through an ISP advised by the CSD. The CSD will also advise on the router to be procured through the relevant business unit. In this situation where the company has requested and is paying for a broadband connection to allow someone to work from home, ……… will not procure, but will configure the router before giving it to the staff member to connect, and support it there after.
Any day to day IT queries would need to be sent to the CSD in all instances as per normal office workers.
……. will not visit the employee at their home address to resolve any such issues unless in a pre-authorised arrangement with the ____ Director.
Please see the following policies for further information:
____ ____ Laptop Policy
Cost of ____ Devices Providing Mobile Internet Connectivity
Laptop User Guidelines
Attendance at any ____ offices:
Despite any pre-authorised home working arrangements if the employee is required to attend an ____ office for internal/external meetings, office briefings etc they will be given advance notice and expected to attend.
If the employee’s pre-authorised Working from Home agreement stems from the employee’s need to be working at home due to illness or disability then attendance at an ____ office will be reviewed on an individual basis.
Compensation and benefits
Usually, work from home arrangements don’t affect employees’ employment terms. If working from home has any effect on compensation and benefits, then HR is responsible to create a new contract.
Disclaimer: The Article is based on the Relevant Provisions and as per the information existing at the time of the preparation. In no event I shall be liable for any direct and indirect result from this Article. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability .This is only a knowledge sharing initiative.
The Author – CS Deepak Seth (Associate Partner at Helpinghands Professionals LLP) and can be reached at firstname.lastname@example.org or 9910248911.