Home working policy template

Employees should know how to request work from home privileges, who will be approving, and the timing for approval. Set regular working hours. Your Work From Home Policy should clearly state when employees are expected to work, and when they should call it a day. If you value flexibility, this might mean setting a total number of hours i. More likely it will mean establishing a range of working hours i.

A best practice is to mirror your standard office work day, which may vary by team. For hourly employees , remember that federal non-exempt rules apply. Make sure employees understand they must continue to track their time and request manager approval to work overtime.

Provide guidance on timekeeping for hourly employees. Hourly, non-exempt employees will still need to accurately record all hours worked and submit these records to their managers.

Make sure hourly employees have a way to accurately record their time while working remotely. Create attendance and availability standards. Minimize this by setting standards around when and how team members will be available. Streamline communications channels. With in-person communication no longer an option, your internal comms must be dialed.

This means auditing existing communications channels and designating the primary purpose for each. This might also mean sunsetting redundant channels. For instance, if your company uses both Slack and G-chat, you should require team members to stick with one or the other to reduce inefficiency. Provide IT support. While working from home, employees will rely on technology more than ever. Performing the most basic communication and job functions require working IT.

Providing IT support is both more important and logistically more difficult for a dispersed workforce. Create a helpline and ticketing system specifically for remote employees, and outline the procedure that employees must take in order to escalate technology issues. Maintain security standards. Likewise, instruct employees to avoid vulnerable public Wi-Fi.

Instead, encourage them to use hotspots or provide encryption software. Lastly, make sure employees keep work data on work computers, not personal ones. Most commonly, this will mean that employees should only answer emails on work devices. Continue internal communication programs, including all-hands meetings.

Constant communication is key. Email newsletters and Slack updates should continue. Your weekly or twice-monthly all-hands will be more difficult to continue, but you should make every effort to do so, even if the format changes. A weekly email from company leadership or shared slide presentation can be just as effective. Maintain a connection to your culture. Continuing perks and amenities as much as possible will help maintain a sense of normalcy and continuity with your employees.

This is especially important in scenarios where employees are forced to work from home over health and safety concerns as in the case of the COVID pandemic. Create a dress code. While wearing sweats throughout the workday seems like it should be a perk of any Work From Home situation, employees may still have to interface with customers, clients, or partners via video conference.

A note about acceptable wardrobe in these situations is appropriate. Record acknowledgement of receipt. Remember, this is an agreement between employer and employee, subject to revocation if terms are not met. Use a digital e-signature solution like DocuSign or PandaDoc to record employee receipts. Gather feedback and iterate. Create avenues for feedback from managers and individual contributors alike.

Anonymized feedback is best. Work from home policy template With the above in mind, you may want to let staff work from home as soon as possible.

You may also want to create a temporary working from home policy specifically for coronavirus. Sample Policy Work from home policy guidelines Our work from home policy applies to employees who may be asked to work from home during the COVID crisis. When can employees work from home? Working from home policies The business classes employees as working from home, or telecommuting, when they work outside of the business premises.

The business may ask you to work from home: Full time. On certain days. By dividing time between office work and a remote location. Who gets to work from home? Can they fulfil their work duties remotely? Will working from home hinder collaboration with other team members? Do employees have access to the right equipment or software?

If you wish to work from home, you should: Contact the relevant manager, who must consider the factors outlined above before approving the request. If working from home for over a week, then managers and staff should discuss how this affects business goals, schedules, and deadlines.

Your manager must approve your home working request before you begin working from home. End of work from home template Disclaimer : Our work from home policy template provides a basic guideline. For anything else… Looking for expert advice to help your staff work from home due to coronavirus?

Any Questions? Complete the form and an expert will call you. Got a question? Get a free callback from one of our experts. Speak to an expert. University Work At Home Policy Policy for Employees Working at Home Who gets to work from home?

What are the common challenges of working from home? What are the reasons an employee works from home? What does work from home mean? Exactly as it is called. After over 60 years in the industry we know there are just 7 steps to an effective recruitment process.

Use these 7 stages of recruitment and selection to make your hiring and hr process as simple as possible. Download our salary guides here, essential reading for UK salary benchmarking for companies and individuals across a wide range of sectors. Hybrid working policy template.