- Outlines specific remote work schedule.
- How employee can be reached and full contact information.
- What work will be done.
- What equipment the company is providing.
- List reimbursable expenses.
- Termination of Agreement
- A separate, designated workspace is required.
- Employee is responsible for checking zoning by-laws to make sure they are not breaking any laws.
- Overtime or time off must be approved in advance by a supervisor/manager.
Providing specific dates when remote work will enable everyone to work better and be prepared for days when the employee is remote work. Projects can be planned in advance with the knowledge of when the telecommuter is offsite or onsite.
This should include telephone number, pager number, cell phone (if applicable) and at least two email addresses. One email address is the work address and then another email address should be set up as a back up.
While it may be possible for most remote workers to do the exact same job offsite as they do onsite in some circumstances this will not be the case. Specific projects or assignments may be assigned the telecommuter.
List all equipment provided by the company and insurance information.
Listing these expenses eliminates any questions that may arise later.
How agreement is terminated and responsibility of each party for termination. This details if the termination notice is in writing or verbally. Using the written method is preferable.
Ensure that the telecommuter has a designated workspace and is not using their kitchen table or other temporary measures. It is difficult to do a job properly when you do have not the proper working environment.
Each community, city and town is different in this regard. While it may be permissible for employee A to telecommute, employee B who lives in a planned community may be prohibited from remote work. This information can easily be obtained by calling your city planning department or by-law office. If you live in a planned community it will be in the information you signed when purchasing or renting the property, or in the Community Charter.
It is important to remember that you still answer to your supervisor. If you decide to take a day off and haven't notified anyone, it looks bad on you. With overtime, if you needed permission onsite before working any, then why is it any different offsite?