Telecommuting allows employees to work from home, on the go, or at a satellite location for all or part of their work week. [Company Name] considers telework to be a viable and flexible work option if the employee and the workplace are suitable for such an agreement. Telecommuting may be suitable for some employees and workplaces, but not others. Telecommuting is not a claim, it`s not a company-wide service, and it doesn`t change the terms and conditions of employment with [company name]. Telework may be informal, para. B example from home for a short-term project or on the go on business trips, or a formal, fixed schedule for work outside the office, as described below. An employee or supervisor may suggest telework as a possible work arrangement. With an ever-changing and diverse workforce, the University of Florida recognizes both the value of telecommuting in promoting a flexible work environment and the need to hire employees who work in another location to achieve the goals of the institution and UF departments. As a general rule, it`s not a problem for employees to work from a site in Florida. However, if the other location is located outside of Florida or the United States, this agreement may have legal and financial implications for the institution and the employee.
Other states and countries have additional laws and legal and tax requirements, and it will be very time-consuming and costly for the institution to meet these requirements. Teleworkers who are not exempt from the overtime requirements of the Fair Labour Standards Act must accurately record all hours worked using the time tracking system [Company Name]. The hours worked, which exceed the scheduled hours per day and per week, require the prior approval of the teleworker`s superior. Failure to comply with this requirement may result in the immediate termination of the telework contract. The following sections cover the five most important sections that should be included in a remote work agreement. An appropriate level of communication between the teleworker and the supervisor will be agreed upon as part of the discussion process and will be more formal during the probationary period. At the end of the probationary period, the manager and teleworker communicate at a compatible level with the employees working in the office, or in a manner and frequency appropriate to the job and the individuals involved. Before entering into a telework agreement, the employee and manager, with the help of human resources, assess the suitability of such an agreement and consider the following areas: A remote work arrangement is a contract between a remote employee and their employer or organization to define their responsibilities and obligations. This agreement can be concluded at the beginning of an employment contract where the employee works remotely as part of the company`s remote work policy. Employees are expected to maintain their workplaces from home in a safe and secure manner. [Company Name] provides each teleworker with a security checklist that must be completed at least twice a year. Injuries sustained by the employee at home and as part of his or her usual work responsibilities are generally covered by the company`s employee compensation policy.
Teleworkers are responsible for informing the employer of these injuries as soon as possible. The employee is responsible for all injuries sustained by visitors to his or her home workplace. The employee will create an appropriate work environment in their home for work purposes. [Company Name] is not responsible for costs associated with the installation of the employee`s home office, such as renovation, furniture or lighting, or for repairs or modifications to home office parts. A remote work arrangement may seem like a big deal if you`ve never prepared one before. These five sections are essential sections that must be included. You can also add sections on taxes, office furniture and accessories, insurance, data security, security and liability, and care for dependents. The evaluation of teleworkers` performance during the trial period includes regular telephone and electronic interaction between the employee and manager, as well as weekly in-person meetings to discuss work progress and issues. At the end of the testing phase, the employee and manager each conduct an evaluation of the agreement and make recommendations for its continuation or amendment.
The evaluation of teleworkers` performance beyond the trial period will be consistent with the rating received by employees who work in the office in terms of both content and frequency, but who focus on job performance and achievement of objectives rather than time-based performance. For more tips on how to give an employee the opportunity to work in another workplace in the United States, see the Alternative Workplaces Policy. A complete and signed copy of the other workplace agreement (a completed PDF document) must be emailed to Classification and Compensation at email@example.com. If the employee and manager agree and the human resources department agrees, a draft telework agreement is prepared and signed by all parties, and a three-month trial period begins. When determining the feasibility of an employee working from another location, consider the following: A remote work agreement describes critical details such as work schedule and hours, collaboration tools, processes and workflows, information security, and employee support. Any remote work arrangement must include relevant sections that adequately meet employees` needs and expectations for remote work. Some of the essential sections are as follows. Before allowing an employee to work outside of the United States, please visit UF`s Overseas Employment page for more tips. A complete and signed copy of the agreement at another workplace for employment abroad (an MS Word document to be completed) must be submitted to uf human resources at firstname.lastname@example.org for further review and approval by the team. Team members include Human Resources, the Office of Research and the Office of the Advocate General.
In line with the company`s expectations for information security for employees working in the office, employees working from home are expected to ensure the protection of company proprietary information and customers accessible from their home office. .