One of the most significant components in establishing a telework program is the creation of the corporate telework policy. The decision to implement a telework program should have its framework well documented. The policy’s purpose is to provide a general statement as to the company’s position on telework as well as thoughtfully define, outline and clarify, both internally and externally, the company’s program. Additionally, corporations should have a signed remote worker agreement, which specifically delineates the arrangement between each employee, their manager and the company.
There is no standard “formula” to ensure the creation of an effective program policy. While each corporation has the ability to structure and fine tune the aspects they will impose based on its corporate culture, they should revolve around 3 key points: Eligibility, Responsibilities and Resources. Some of the basic considerations which should be reviewed include but are not limited to:
For a more in-depth look at these issues, please read the white paper: Telework – Considerations for an effective program .
Devising a teleworker agreement that will ensure that both parties are aware and understanding of the expectations of the flexible work arrangement is subjective to company policies and the type of job function the worker performs. Such agreements can be relatively simple or have numerous clauses reflective of a legal document. However, things to consider when constructing the Terms and Conditions of a Teleworker Agreement should include: