Telecommuting Agreement Template Shrm

Any telework agreement that is tested within the first three months and may be interrupted at any time at the request of the tele-shuttler or the organization. Every effort is made to accommodate such a change 30 days in advance to accommodate commuters, child care and other problems that may arise from the termination of a telework agreement. However, there may be no notifications. On a case-by-case basis, [company name] determines, based on information provided by the employee and the supervisor, the appropriate equipment requirements (including hardware, software, modems, telephone and data lines and other office equipment) for each telework agreement. Human resources and information systems will be used as resources in this area. The equipment provided by the organization is managed by the organization. The equipment provided by the staff is maintained by the staff if the organization deems it appropriate. [Company name] assumes no responsibility for damage or repairs to staff`s own equipment. [Company name] reserves the right to make a decision on the appropriate equipment at any time. The equipment provided by the organization can only be used for professional purposes. The teleworker must sign an inventory of all goods received and agree to take appropriate measures to protect objects from damage or theft.

After the termination of the employment relationship, all ownership of the company is returned to the company, unless other arrangements have been made. Before entering into a telework agreement, the employee and manager, with the help of the human resources department, will assess the adequacy of such an agreement and verify the following areas: people seeking formal telework agreements must have a continuous and regular job of at least 12 months with [company name] and have a satisfactory current balance. All informal telework agreements are concluded on a case-by-case basis and focus first on the organization`s business needs. Telework allows employees to work from home, on the go or on a satellite site throughout their work week. [Company name] considers telework to be a workable and flexible work option when the employee and the workplace are suitable for such an agreement. Telework may be suitable for some employees and jobs, but not for others. Telework is not a claim, it is not a company-wide benefit and it does not change the terms of employment with [company name]. Telework employees who are not exempt from the overtime requirements of the Fair Labor Standards Act must accurately record all hours worked with the [company name] time registration system. Hours worked beyond the hours scheduled per day and per work week are subject to the prior agreement of the tele-shuttler`s supervisor.

Failure to comply with this requirement may lead to the immediate termination of the telework contract. Telework can be informal, e.g.B. working from home for a short-term project or on the road during the business trip, or a formal and fixed schedule for work from the office, as described below. An employee or supervisor may propose telework as a possible work agreement. Temporary telemutation agreements may be approved for circumstances such as bad weather, special projects or business travel. These rules will only be approved on the basis of need, without the expected ongoing. In line with the organization`s information security expectations for employees working in the office, telecommuting employees are expected to protect proprietary information about businesses and customers accessible from their home office.