A remote work agreement describes important details such as work schedule and hours, collaboration tools, processes and workflows, information security, and employee support. Any remote work arrangement must include relevant sections that adequately meet employees` needs and expectations for remote work. Some of the essential sections are as follows. Before entering into a telework agreement, the employee and manager, with the assistance of human resources, assess the suitability of such an agreement and consider the following areas: Teleworkers who are not exempt from the overtime requirements of the Fair Labour Standards Act must accurately record all hours worked using [CompanyName`s] time tracking system. 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. A remote work arrangement may seem like a big deal if you`ve never prepared one before. These five sections are essential sections that must be included. You can also add sections on taxes, office furniture and accessories, insurance, data security, security and liability, and care for dependents. The following sections cover the five most important sections that should be included in a remote work agreement.

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. 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. 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. Telecommuting can be informal, e.B. 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. 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.

A remote work arrangement is a contract between a remote employee and their employer or organization to define their responsibilities and obligations. This agreement can be concluded at the beginning of an employment contract where the employee works remotely as part of the company`s remote work policy. 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. Members can download a copy of our sample forms and templates for their personal use in your organization. Please note that all of these forms and policies should be reviewed by your legal counsel to ensure they comply with applicable law and are appropriate to your company`s culture, industry and practices. Neither members nor non-members may reproduce these samples in any other way (e.g. .B. for republication in a book or for use for commercial purposes) without the permission of SHRM.

To request permission for specific items, click the Reuse Permissions button on the page where you find the item. Telecommuting allows employees to work from home, on the go, 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]. Persons requesting formal telework arrangements must be employed by [company name] for at least 12 months of continuous and regular employment and have a satisfactory track record. 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, where appropriate, with the consent of the employee`s health care provider. . On a case-by-case basis, [company name] uses the information provided by the employee and supervisor to determine the appropriate equipment requirements (including hardware, software, modems, telephone and data lines, and any other office equipment) for each telework arrangement. 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. All informal telework arrangements are made on a case-by-case basis, with a focus on the business needs of the organization first. 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. [Company Name] will provide the employee with appropriate office supplies (pens, paper, etc.) if required. [Company Name] will also reimburse the employee for business-related expenses such as phone calls and shipping costs that are reasonably incurred in performing the employee`s work. Telework is not intended as a substitute for adequate child care. While an employee`s schedule may be modified to meet child care needs, the agreement must continue to focus on job performance and meeting operational requirements. Potential teleworkers are encouraged to discuss telework expectations with their family members before entering a probationary period. Temporary telework arrangements can be approved for circumstances such as bad weather, special projects or business travel. These agreements will only be approved as needed, with no further action expected. The employee will create an appropriate work environment in their home for work purposes. [Company Name] is not responsible for costs associated with furnishing the employee`s home office, such as renovation, furniture or lighting, or for repairs or modifications to home office spaces. .