Assignment: Preparing Remote Work Policy This assignment is an extension to Assignment: writing an informal research report. The Policy will be built on the recommendations from that study and by completing additional research if necessary. A likely source for such research would be other sample Remote Work Policies. It is ok to use the information from such documents but the words cannot be simply cut and pasted but need to be paraphrased in you own words. Requirements: Using the template given below, prepare a Draft Remote Work Policy. The following sections must be addressed from the template:

1. Purpose 2. Scope 3. Eligibility Requirements 4. Work Expectations and Schedule 5. Equipment and Supplies 6. Security and Confidentially 7. Consequences

The scenario for the research report, (Assignment:writing an informal research report) was a mid size tech company. We dont know much about this organization but you can make assumptions and use professional judgements. The Policy must be written clearly and concisely so that employees can read and interpret it easily. Do not use more words than necessary. When competed the document will represent your individual (employee) contribution to the organizations new Policy for Remote Work. The content of individual submissions will vary depending on your research and recommendations.

Here is the remote work and hybrid working policy template and the previous assignment: writing an informal research report for the reference.

Remote work and hybrid working policy template:

Now lets put it all together in a sample remote work policy you can use to create your own. You can also customize the language and use it as a hybrid working policy template as needed.

Purpose

This remote work policy establishes guidelines for employees who work from a location other than our [office, building, worksite, etc.]

Remote work can [list of benefits remote work will bring to your business e.g., improve productivity, reduce office and parking space, reduce traffic congestion, enhance work/life balance, protect the health and safety of employees during COVID-19].

[Optional] This remote work policy is in effect due to COVID-19 and public health guidelines recommending remote work when possible. This policy is subject to change and may be discontinued at will and at any time as public health guidelines or business needs evolve.

Scope

This remote work policy applies to [all full-time and part-time eligible employees, all U.S.-based employees who have worked at the company for at least three months, etc.] It does not apply to [contractors, part-time employees, interns, temporary employees, etc.]

Eligibility requirements

[Option 1: If your business is fully remote]

All employees are required to work remotely on a [temporary or permanent] basis.

Employees [can work anywhere in the world, must remain in a certain city or state, must request approval before relocating, etc.]

[Option 2: If your business is partially remote]

Not all positions are appropriate for remote work.

Positions that may be considered for remote work arrangements must meet the following criteria:

[Bulleted list of factors used to determine remote work eligibility

]

Positions that are not eligible for remote work include [list of ineligible positions, either by role titles or broad job categories].

To request approval for remote work, eligible employees must [outline steps in the approval process].

Work expectations and schedule

Employees who work remotely are expected to:

[List of availability and responsiveness expectations e.g., have regularly scheduled and approved work hours, be fully accessible during core hours of 9am-11am CST, respond to critical emails within 1-2 hours, etc.

]

Team members and managers should [frequently meet to discuss progress and results, have weekly one-on-one meetings over Zoom, check in on a daily basis via Slack or email, etc.]

In accordance with the Fair Labor Standards Act (FLSA), nonexempt employees who work remotely are required to strictly adhere to required rest and lunch breaks, and to accurately track and report their time worked using [Company Name]s time-tracking system. Nonexempt employees must also obtain prior written approval from their supervisor before working any overtime.

Equipment and supplies

[Option 1: If your business provides equipment] We will provide remote employees with [list of equipment, tools and supplies e.g., laptops, headsets, cellphones, paper, printers] that are essential to their job duties. Equipment supplied by [Company Name] is to be used for business purposes only.

[Option 2: If your business reimburses employees for equipment] We will reimburse employees for [list of equipment, tools and supplies] that are essential to their job duties. Employees must submit a request for reimbursement through their manager. Employees may also have the opportunity to use their personal electronic devices for work purposes with prior written approval.

[Optional]

[Company Name] is not responsible for expenses associated with working at home, including heat, electricity, internet or phone service.

[Company Name] will grant remote employees a [dollar amount] stipend to pay for expenses associated with working at home, including heat, electricity, internet and phone service.

Tech-support

[Company Name] provides [level of tech support e.g., 24/7, during business hours]. Remote employees experiencing technical difficulties should [submit an IT ticket, call tech support, attend tech support office hours via Zoom, etc.]

Workspace safety guidelines

Remote employees are expected to keep their workspace free of safety hazards. To ensure employee health and safety, we advise our remote employees to:

[Bulleted list of guidelines for employees to follow when setting up their workspace e.g., use surge protectors, keep walkways clear, install sufficient lighting

]

[Optional] Employees must have their remote work environment approved prior to working from home. [Outline workstation approval process e.g., employees must submit a floor plan, complete a safety checklist, etc.]

In the event of a work-related illness or injury, remote employees should follow normal incident reporting procedures.

Security and confidentiality

Remote employees are expected to take proper measures to ensure the protection of company data, proprietary information and assets. Employees must:

[Bulleted list of security and confidentiality measures for remote employees to follow e.g., use a VPN, password-protect all equipment, keep confidential documents in locked filing cabinets, refrain from using public Wi-Fi

]

[Optional] Travel requirements

Remote employees will be required to attend [annual company retreat, bimonthly meetings, etc.] in person. Travel expenses will be reimbursed as outlined in [Company Name]s travel policy.

Compensation

[Option 1: If compensation remains the same when employees relocate] No changes will be made to an employees base compensation if they work remotely, regardless of their location. Remote employees will be eligible for merit raises and promotions based on company policy and performance reviews.

[Option 2: If compensation may be adjusted when employees relocate] If an employee relocates, base compensation for remote workers may be adjusted based on [local cost of living, where employees live, etc.] Remote employees will be eligible for merit raises and promotions based on company policy and performance reviews.

Consequences

Failure to fulfill work requirements or adhere to policies and procedures while working remotely may result in [termination of remote work agreement, performance improvement plan (PIP), termination, etc.]

Assignment: Writing an Informal Business Report Senario: The medium size tech company that employes you provides tech- support for business clients across Canada. In consideration of recent employee experiences and the general trend toward remote work, the company intends to create a policy on remote work or what is often referred to as telecommuting. Telecommuting refers to a situation where work duties are completed from home or other location through the use of various technologies. Prior to the pandemic ninety percent of work was conducted from office space provided by the company. The company is seeking the input of their professional employees to contribute to the development of a policy on telecommuting. The policy will be a document that outlines all of the requirements for allowing employees to work remotely such as reporting requirements and how performance would be evaluated. The intent would be to create a better understanding of the issues, set the ground rules and expectations for employees and ensure a sustainable business model for the company.

The Assignment: The company supports the collaboration and creativity of it highly talented employees. Accordingly, each employee (student) is required to prepare an analytical report addressing the pros and cons of telecommuting from both the perspective of the employees and the company using an indirect strategy. Requirements: The research must address the following factors: (a) Impact on performance (employee and company perspective) (b) Impact on collaboration and teamwork (employee and company perspective) (c) Impact on mental well being (employee and company perspective)

The report will have four headings: 1. Introduction 2. Research Findings 3. Conclusions 4. Recommendations