Pace University reserves the sole right to interpret, add, delete, or modify all provisions contained in this handbook. Collectively, Human Resources and the department manager will make a final determination regarding the suitability of continuing the employee in his or her position, in consultation with appropriate University administrators and University Counsel. Members of the University community are also required to evacuate University premises and University-sponsored events when directed to do so by authorized personnel or a mechanical device such as a fire alarm. Pace University is committed to the improvement of the health and safety of students and employees. I really need to work at home being a single mom and no family near to help is very challenging. Owner, McBride Bookkeeping Feb 14,
A Work from Home Policy may also be referred to as a Telecommuting Policy or Home-Based Work Policy. Policy brief & purpose. We designed our work from home policy to make sure that working from home is beneficial to our employees and company. Scope. This company work from home policy applies to all our employees who prefer working from home.
Sample Work From Home Policy – Is It Okay To Be Inconsistent?
Workspace The employee shall designate a workspace within the remote work location for placement and installation of equipment to be used while teleworking. The employee shall maintain this workspace in a safe condition, free from hazards and other dangers to the employee and equipment. Employee is expected submit three photos of the home workspace to management prior to implementation.
Any company materials taken home should be kept in the designated work area at home and not be made accessible to others. The company has the right to make on-site visits with 48 hours advance notice to the remote work location for purposes of determining that the site is safe and free from hazards, and to maintain, repair, inspect, or retrieve company-owned equipment, software, data or supplies.
Office Supplies Office supplies will be provided by the company as needed. Dependent Care Teleworking is not a substitute for dependent care.
Teleworkers will not be available during company core hours to provide dependent care. The company will not provide tax guidance nor will the company assume any additional tax liabilities. Employees are encouraged to consult with a qualified tax professional to discuss income tax implications.
Communication Employees must be available by phone and email during core hours. All client interactions will be conducted on a client or company site. Participants will still be available for staff meetings, and other meetings deemed necessary by management. Evaluation The employee shall agree to participate in all studies, inquiries, reports and analyses relating to this program.
This document is offered as a conceptual sample. Be sure to consult an attorney familiar with employment law before using any such document. This documents the understanding between the company and the teleworker or telecommuter. This document the specifics of who, when, where, what and how of the a teleworkers offsite work including expectations for availability and communications.
How to Pitch Your Boss on Telework pages. Sample Telework Program Policy Teleworking, or telecommuting, is the concept of working from home or another location on a full- or part-time basis.
Focus on cyber security. Ensure that all employee devices laptops, tablets and desktops are fully protected from intrusion. Stay in direct contact. Stressed workers tend to be less productive and can be prone to accidents.
Make sure you have the right telecommuting tech tools in place to communicate and collaborate with your work from home employees. Check in daily and consider setting up weekly or biweekly video calls. This will enable you to see them in their home work environment. Create a telecommuting policy. Clear guidelines regarding working from home help prevent misunderstandings and protect you in the event that something goes wrong with a home office situation.
Let employees know that you are allowing them to work from home as an employment perk. Understand your responsibilities as an employer of offsite employees and protect them and yourself from the liabilities inherent in working from home.
This way your company is sure to reap the benefits of the burgeoning telecommuting movement. Your email address will not be published.
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Employee Handbook and Policies
I have a related question- work from home restrictions as applies to non exempt employees. Our company has an "unwritten" policy that allows employees to work from home when needed which works well. While the majority of our employees are exempt, we've had inquiries from non exempt employees about working from home. The employee’s at-home work hours will conform to a schedule agreed upon by the employee and his or her supervisor. If such a schedule has not been agreed upon, the employee’s work hours will be assumed to be the same as before the employee began teleworking. If you want your work-from-home policy to work, get very clear about both individual and team goals. Figure out what things the team must be together to work on, and what things will be optimized by individuals working from home. Establish clear desired outcomes, schedules, and priorities both for the individuals and the team.