[{"data":1,"prerenderedAt":482},["ShallowReactive",2],{"document-checklist-home-based-employee-D565":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":481},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":25},"CHECKLIST HOME BASED WORKER The advent of computers, network software, electronic mail, modems and faxes has boosted the popularity of telecommuting or home-based working and remote work-sites. In addition to the principles and strategies suggested elsewhere in this program, when employing home based or off-site workers you should: Test the workers' technical skills, including ability to use a computer. Train in the use of network software and electronic mail. Give detailed assignments, hours of work and time for completion. Have workers keep their time separately for each assignment. Use performance agreements and benchmarking standards.",null,"Checklist Home-Based Employee","1",35,"doc","https://templates.business-in-a-box.com/imgs/1000px/checklist_home-based-employee-D565.png","https://templates.business-in-a-box.com/imgs/250px/565.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#565.xml",{"title":6,"description":6},[16,19,22],{"label":17,"url":18},"Human Resources","/templates/human-resources/",{"label":20,"url":21},"Hire an Employee","/templates/hire-employee/",{"label":23,"url":24},"Business Checklists","/templates/business-checklists/","checklist home based employee","Checklist Home-Based Employee Template","https://templates.business-in-a-box.com/imgs/400px/565.png","https://templates.business-in-a-box.com/imgs/600px/565.png",[30,16,19,22],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":17,"url":18},{"label":37,"url":38},"Remote & Flexible Work","/templates/remote-and-flexible-work/",[40,44,48,52,56,60,64,68,72,76,80,84,88,105,122,136,151,163],{"label":41,"url":42,"thumb":43,"extension":10},"Work From Home Checklist","/template/work-from-home-checklist-D12741","https://templates.business-in-a-box.com/imgs/250px/12741.png",{"label":45,"url":46,"thumb":47,"extension":10},"10 Reasons To Start A Home Based Business","/template/10-reasons-to-start-a-home-based-business-D13195","https://templates.business-in-a-box.com/imgs/250px/13195.png",{"label":49,"url":50,"thumb":51,"extension":10},"Employee Handbook For Employees Working From Home","/template/employee-handbook-for-employees-working-from-home-D12736","https://templates.business-in-a-box.com/imgs/250px/12736.png",{"label":53,"url":54,"thumb":55,"extension":10},"Employee Mental Health And Wellness Checklist","/template/employee-mental-health-and-wellness-checklist-D12739","https://templates.business-in-a-box.com/imgs/250px/12739.png",{"label":57,"url":58,"thumb":59,"extension":10},"Checklist New Employee Onboarding","/template/checklist-new-employee-onboarding-D13617","https://templates.business-in-a-box.com/imgs/250px/13617.png",{"label":61,"url":62,"thumb":63,"extension":10},"Checklist How to Be an Excellent Employee","/template/checklist-how-to-be-an-excellent-employee-D703","https://templates.business-in-a-box.com/imgs/250px/703.png",{"label":65,"url":66,"thumb":67,"extension":10},"Employee Retention Ideas Checklist","/template/employee-retention-ideas-checklist-D13332","https://templates.business-in-a-box.com/imgs/250px/13332.png",{"label":69,"url":70,"thumb":71,"extension":10},"Checklist Key Employee Life Insurance","/template/checklist-key-employee-life-insurance-D610","https://templates.business-in-a-box.com/imgs/250px/610.png",{"label":73,"url":74,"thumb":75,"extension":10},"Checklist Employment Agreements","/template/checklist-employment-agreements-D563","https://templates.business-in-a-box.com/imgs/250px/563.png",{"label":77,"url":78,"thumb":79,"extension":10},"Checklist Hiring Employees","/template/checklist-hiring-employees-D564","https://templates.business-in-a-box.com/imgs/250px/564.png",{"label":81,"url":82,"thumb":83,"extension":10},"Checklist Pre-Employment","/template/checklist-pre-employment-D567","https://templates.business-in-a-box.com/imgs/250px/567.png",{"label":85,"url":86,"thumb":87,"extension":10},"Checklist When Should You Fire an Employee","/template/checklist-when-should-you-fire-an-employee-D507","https://templates.business-in-a-box.com/imgs/250px/507.png",{"description":89,"descriptionCustom":6,"label":90,"pages":91,"size":92,"extension":10,"preview":93,"thumb":94,"svgFrame":95,"seoMetadata":96,"parents":98,"keywords":97,"url":104},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8",513,"https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":97,"description":6},"remote work agreement",[99,101],{"label":17,"url":100},"human-resources",{"label":102,"url":103},"Company Policies","company-policies","/template/remote-work-agreement-D13282",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":92,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":121},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":113,"description":6},"employment agreement_at will employee",[115,116,118],{"label":17,"url":100},{"label":20,"url":117},"hire-employee",{"label":119,"url":120},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":123,"descriptionCustom":6,"label":124,"pages":125,"size":126,"extension":10,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":131,"keywords":134,"url":135},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[132,133],{"label":17,"url":100},{"label":102,"url":103},"employee handbook","/template/employee-handbook-D712",{"description":137,"descriptionCustom":6,"label":138,"pages":139,"size":92,"extension":10,"preview":140,"thumb":141,"svgFrame":142,"seoMetadata":143,"parents":145,"keywords":144,"url":150},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":144,"description":6},"non disclosure agreement nda",[146,147],{"label":119,"url":120},{"label":148,"url":149},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":152,"descriptionCustom":6,"label":153,"pages":8,"size":92,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":159,"keywords":158,"url":162},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":158,"description":6},"job offer letter long",[160,161],{"label":17,"url":100},{"label":20,"url":117},"/template/job-offer-letter-long-D12769",{"description":164,"descriptionCustom":6,"label":165,"pages":166,"size":92,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":172,"keywords":171,"url":177},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":171,"description":6},"employee dismissal letter",[173,174],{"label":17,"url":100},{"label":175,"url":176},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":180,"reviewer":193,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":224,"glossary":252,"fields":282,"how_to_fill":333,"common_mistakes":374,"faqs":391,"industries":416,"comparisons":433,"diy_vs_pro":443,"related_template_ids_curated":456,"schema":468,"classification":470},{"meta_title":181,"meta_description":182,"primary_keyword":183,"secondary_keywords":184},"Home Based Employee Checklist Template (Free Word)","Free home based employee checklist template to onboard, equip, and manage remote workers. Covers equipment, security, workspace setup, and compliance. Free Word and PDF download.","home based employee checklist",[185,186,187,188,189,190,191,192],"remote employee checklist template","work from home employee checklist","home office employee checklist","remote worker onboarding checklist","telecommute employee checklist","home based employee checklist word","remote work setup checklist","home employee compliance checklist",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":198,"legal_review_recommended":178,"signature_required":178},"easy",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Home Based Employee Checklist is a structured form managers and HR teams use to confirm that a remote or telecommuting employee has everything required to work safely, securely, and productively from a home office. This free Word download covers equipment, data security, workspace conditions, policy acknowledgment, and communication setup in a single printable or digital form.\n","Use it when onboarding a new remote hire, transitioning an existing employee to a work-from-home arrangement, or conducting a periodic review of a home-based worker's setup and compliance status.\n","Employee and manager details, home workspace assessment, equipment and technology inventory, data security and IT requirements, health and safety acknowledgment, communication and availability expectations, and a policy sign-off section.\n",[204,208,212,216,220],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Standardizing remote onboarding across departments and locations","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Verifying that home-based staff meet basic equipment and security standards","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Operations directors","Auditing existing remote workers for workspace compliance and policy gaps","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"IT managers","Confirming devices, VPN access, and data handling meet company security requirements","persona-it-manager",{"title":221,"use_case":222,"icon_asset_id":223},"Team managers and supervisors","Tracking equipment issued to direct reports working from home","persona-manager",[225,229,232,236,240,244,248],{"situation":226,"recommended_template":227,"slug":228},"Onboarding a brand-new remote employee before their first day","Home Based Employee Checklist","checklist-home-based-employee-D565",{"situation":230,"recommended_template":90,"slug":231},"Transitioning an office employee to a permanent remote arrangement","remote-work-agreement-D13282",{"situation":233,"recommended_template":234,"slug":235},"Documenting IT equipment issued to a home-based worker","Equipment Loan Agreement","equipment-loan-agreement-D12843",{"situation":237,"recommended_template":238,"slug":239},"Capturing a formal policy acknowledgment from a remote hire","Employee Acknowledgment Form","employee-handbook-acknowledgment-form-D13669",{"situation":241,"recommended_template":242,"slug":243},"Reviewing and updating remote work conditions on an annual basis","Employee Performance Review Form","how-to-review-employee-performance-D12595",{"situation":245,"recommended_template":246,"slug":247},"Managing a large cohort of newly remote employees during rapid expansion","Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":249,"recommended_template":250,"slug":251},"Setting communication and availability expectations for telecommuters","Telecommuting Policy","telecommuting-policy-D735",[253,256,259,262,265,268,271,273,276,279],{"term":254,"definition":255},"Home Based Employee","An employee who performs their job duties primarily or exclusively from a home office rather than a company-owned workspace.",{"term":257,"definition":258},"Telecommuting","A work arrangement in which an employee works remotely from a location outside the employer's main office, typically using technology to stay connected.",{"term":260,"definition":261},"VPN (Virtual Private Network)","A secure encrypted connection that allows remote employees to access company systems as if they were on the internal office network.",{"term":263,"definition":264},"Ergonomic Assessment","An evaluation of a worker's physical workspace setup — chair, desk height, monitor position, and lighting — to reduce injury risk.",{"term":266,"definition":267},"Acceptable Use Policy","A company rule set governing how employees may use employer-issued devices, software, and internet connections.",{"term":269,"definition":270},"Data Classification","A scheme for labeling company information by sensitivity level (e.g., public, internal, confidential, restricted) to guide handling and storage.",{"term":234,"definition":272},"A document recording which company-owned devices have been issued to an employee for home use and the conditions for their return.",{"term":274,"definition":275},"Remote Work Policy","A formal policy document defining eligibility, expectations, expense reimbursement, and compliance requirements for employees working outside a company office.",{"term":277,"definition":278},"Two-Factor Authentication (2FA)","A login security method requiring a second verification step — such as a mobile code — beyond a username and password.",{"term":280,"definition":281},"Workspace Safety Checklist","A structured list confirming that a home office meets basic occupational health and safety standards, including safe electrical setup, adequate lighting, and fire safety.",[283,288,293,298,303,308,313,318,323,328],{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Employee and manager information","Identifies the employee by name, job title, department, and start date, and records the name of the direct manager completing or approving the checklist.","Employee Name: [FULL NAME] | Job Title: [TITLE] | Department: [DEPARTMENT] | Start Date: [DATE] | Manager: [MANAGER NAME]","Leaving the manager field blank — without an identified approver, there is no accountability for incomplete items on the checklist.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Home office address","Records the full street address where the employee will work, which is needed for tax filings, workers' compensation jurisdiction, and emergency contact purposes.","Primary Work Location: [STREET ADDRESS], [CITY], [STATE/PROVINCE], [ZIP/POSTAL CODE]","Using the employee's mailing address instead of the actual workspace address — these differ when the employee works from a secondary property or family member's home.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Workspace assessment","Confirms the home office meets minimum physical requirements — dedicated desk space, adequate lighting, low noise, and safe electrical setup.","Dedicated workspace available: [YES / NO] | Natural or artificial lighting adequate: [YES / NO] | Electrical outlets and cords free of hazards: [YES / NO]","Treating this section as a formality and checking all boxes without asking the employee to confirm each item — defeating the purpose of the safety assessment.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Equipment and technology inventory","Lists all company-issued devices (laptop, monitor, keyboard, headset, phone) and confirms each item has been received and is in working order.","Laptop (Serial: [SERIAL NUMBER]): Issued [YES / NO] | External Monitor: Issued [YES / NO] | Headset: Issued [YES / NO] | Other: [DESCRIPTION]","Omitting serial numbers from the inventory. Without them, recovering or identifying company property after a resignation or dispute becomes significantly harder.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Internet and connectivity requirements","Confirms the employee has a reliable home internet connection that meets the minimum speed required for their role and that the connection is secured with a password.","Minimum download speed [X] Mbps confirmed: [YES / NO] | Password-protected Wi-Fi network: [YES / NO] | Backup connectivity plan documented: [YES / NO]","Skipping the minimum speed threshold. Vague confirmation of 'internet access' without a speed requirement leaves video calls, file uploads, and cloud software unusable for bandwidth-heavy roles.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"IT security and access setup","Verifies that the employee has installed required security software, enabled two-factor authentication, connected to the company VPN, and completed IT security training.","VPN access configured: [YES / NO] | Endpoint security software installed: [YES / NO] | 2FA enabled on all company accounts: [YES / NO] | IT security training completed: [YES / NO]","Marking this section complete before IT has verified device configuration. Managers sometimes accept an employee's self-report without an IT confirmation, leaving security gaps undetected.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Communication and availability expectations","Documents the employee's core working hours, preferred contact channels, expected response times, and the tools they will use for team communication.","Core hours: [START TIME] – [END TIME] [TIMEZONE] | Primary communication tool: [TOOL NAME] | Expected response time during core hours: [X minutes / hours]","Leaving core hours undefined because the role is flexible. Even flexible roles benefit from documented overlap windows — teams without them report coordination delays and missed deadlines.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Health, safety, and ergonomics acknowledgment","A signed or initialed confirmation that the employee has reviewed workplace health and safety guidelines for home offices and accepts responsibility for maintaining a safe workspace.","I confirm that I have reviewed the Company's Home Office Safety Guidelines and that my workspace meets the conditions described above. Employee initials: [INITIALS]","Including this acknowledgment as an informal checkbox rather than a dated, signed entry. An undated acknowledgment cannot be used as evidence of compliance in a workers' compensation claim.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Policy and data handling acknowledgment","Confirms the employee has read and agrees to the remote work policy, acceptable use policy, and any data classification or confidentiality requirements relevant to home-based work.","I confirm I have read and agree to the [COMPANY NAME] Remote Work Policy (Rev. [DATE]), Acceptable Use Policy, and Data Handling Guidelines. Signature: [SIGNATURE] | Date: [DATE]","Referencing policies by title without specifying the revision date. If the policy is later updated, it becomes unclear which version the employee acknowledged.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Manager approval and completion date","A manager sign-off confirming all checklist items have been reviewed, any outstanding items have been assigned a resolution date, and the employee is cleared to begin remote work.","All items complete: [YES / NO] | Outstanding items: [LIST OR 'NONE'] | Resolution date for outstanding items: [DATE] | Manager signature: [SIGNATURE] | Date: [DATE]","Approving the checklist with outstanding items and no follow-up date. Items left open without a deadline are routinely never resolved.",[334,339,344,349,354,359,364,369],{"step":335,"title":336,"description":337,"tip":338},1,"Enter employee and manager details","Fill in the employee's full legal name, job title, department, and the official start date of the remote arrangement. Record the direct manager's name in the approver field.","Use the same name format as your payroll system to avoid discrepancies in HR records.",{"step":340,"title":341,"description":342,"tip":343},2,"Record the home office address","Enter the full street address of the workspace where the employee will actually work. Confirm this is where the employee will be physically located on a day-to-day basis.","Flag addresses in a different state or province from the employer — payroll tax withholding and workers' compensation jurisdiction follow the employee's work location.",{"step":345,"title":346,"description":347,"tip":348},3,"Complete the workspace assessment with the employee","Walk through the physical workspace items with the employee during an onboarding call or ask them to submit photos. Confirm dedicated space, lighting, electrical safety, and noise levels.","A five-minute video call to visually confirm the workspace catches issues that self-reported checklists miss.",{"step":350,"title":351,"description":352,"tip":353},4,"List all company-issued equipment with serial numbers","Record every device or item issued to the employee, its serial number or asset tag, and the condition at the time of issue. Both parties should retain a copy.","Keep this section updated when equipment is swapped, upgraded, or returned — treat it as a living inventory record.",{"step":355,"title":356,"description":357,"tip":358},5,"Confirm internet speed and connectivity","Ask the employee to run a speed test and share the result. Confirm the Wi-Fi network is password-protected and that the employee has a backup plan for connectivity outages.","Tools like fast.com take under 30 seconds and give a screenshot the employee can attach directly to the checklist.",{"step":360,"title":361,"description":362,"tip":363},6,"Verify IT security setup with your IT team","Have IT confirm VPN access, endpoint security installation, and 2FA enrollment before marking this section complete. Do not rely solely on the employee's self-report for security items.","Many IT systems generate an automated confirmation email when a device enrolls in endpoint management — attach it to the checklist as evidence.",{"step":365,"title":366,"description":367,"tip":368},7,"Obtain signed policy acknowledgments","Have the employee sign and date both the health and safety acknowledgment and the policy acknowledgment sections. Record the revision date of each referenced policy.","Store the completed, signed checklist in the employee's HR file alongside the remote work agreement and equipment loan documentation.",{"step":370,"title":371,"description":372,"tip":373},8,"Manager review, sign off, and set follow-up dates","Review all sections, note any outstanding items, assign a resolution date to each, and sign the approval block. Send the employee a copy of the completed checklist.","Schedule a 30-day check-in to confirm outstanding items were resolved and that the employee's setup is working in practice.",[375,379,383,387],{"mistake":376,"why_it_matters":377,"fix":378},"Self-reported security confirmation without IT verification","Employees who believe they have installed security software may have outdated versions or misconfigured settings that leave company data exposed.","Require an IT team sign-off — not just an employee checkbox — on VPN, 2FA, and endpoint security before marking the IT section complete.",{"mistake":380,"why_it_matters":381,"fix":382},"Omitting equipment serial numbers","Without serial numbers, the company cannot prove ownership in a dispute, cannot track devices in an MDM system, and cannot file an accurate insurance or theft report.","Add a serial number or asset tag field for every item in the equipment inventory and confirm each number before the employee takes the device home.",{"mistake":384,"why_it_matters":385,"fix":386},"No resolution date for incomplete items","Outstanding items with no deadline are effectively ignored — the employee starts work with unresolved compliance gaps that accumulate over time.","Assign a specific calendar date to every open item in the manager approval section and follow up before that date.",{"mistake":388,"why_it_matters":389,"fix":390},"Using a generic company address as the home office location","Recording the wrong work location affects state or provincial payroll tax withholding, workers' compensation coverage, and local tax obligations — all of which follow where the employee physically works.","Require the employee to provide their actual home workspace address and update it in payroll and HR systems before their first paycheck.",[392,395,398,401,404,407,410,413],{"question":393,"answer":394},"What is a home based employee checklist?","A home based employee checklist is a structured form used by HR teams and managers to verify that a remote or telecommuting employee has the equipment, technology, workspace conditions, and policy acknowledgments required to work safely and productively from home. It creates a documented record of the setup review and any outstanding items at the time the remote arrangement begins.\n",{"question":396,"answer":397},"When should I use a home based employee checklist?","Use it when onboarding a new remote hire before their first day, when transitioning an existing in-office employee to a permanent or hybrid work-from-home arrangement, or when conducting a periodic compliance review of existing home-based workers. It is also useful after a major policy update to re-confirm employee acknowledgment.\n",{"question":399,"answer":400},"Does a home based employee checklist need to be signed?","A signature is not strictly required for the checklist to be functional, but including a dated employee signature on the policy and safety acknowledgment sections significantly strengthens the employer's position in workers' compensation disputes, data breach investigations, or employment claims. Most HR best practices recommend at least an employee initials or electronic acknowledgment on those sections.\n",{"question":402,"answer":403},"What equipment should be listed on the checklist?","List every company-owned device or item provided to the employee for home use — laptop, external monitor, keyboard, mouse, headset, webcam, phone, and any peripheral equipment. Record the serial number or asset tag for each item. Personal devices used for work under a BYOD policy should also be noted, along with confirmation that required security software has been installed on them.\n",{"question":405,"answer":406},"Who is responsible for completing the checklist?","The direct manager or HR team typically drives completion, but the employee actively participates — confirming workspace conditions, connectivity, and policy acknowledgment. IT should independently verify the security and access section rather than relying on the employee's self-report. The manager signs off to confirm all items are complete or assigns follow-up dates for outstanding issues.\n",{"question":408,"answer":409},"How does a home based employee checklist relate to a remote work agreement?","A remote work agreement is the governing policy document that defines the terms of the remote arrangement — eligibility, hours, expenses, and obligations. The home based employee checklist is the operational verification tool that confirms those terms have been implemented in practice. The two documents work together: the agreement sets the rules; the checklist confirms the setup meets them.\n",{"question":411,"answer":412},"Should the completed checklist be stored in the employee's HR file?","Yes. Store the completed, signed checklist alongside the remote work agreement, equipment loan documentation, and any IT security confirmation in the employee's HR file. This provides an auditable record if a dispute arises over equipment ownership, workspace safety, or policy compliance. Retain it for at least as long as the employment relationship is active, plus the document retention period required in your jurisdiction.\n",{"question":414,"answer":415},"How often should the checklist be reviewed or updated?","Conduct a full checklist review whenever the employee changes their primary home office location, receives new company equipment, or when company policies are significantly updated. An annual review is also recommended for all active home-based employees to confirm that workspace conditions, security software, and connectivity still meet current standards.\n",[417,421,425,429],{"industry":418,"icon_asset_id":419,"specifics":420},"Technology / SaaS","industry-saas","Emphasis on VPN configuration, endpoint device management enrollment, and data classification compliance for distributed engineering and support teams.",{"industry":422,"icon_asset_id":423,"specifics":424},"Financial Services","industry-fintech","Regulatory requirements around secure document handling and client data access make a documented home office audit essential for compliance with FINRA, FCA, or equivalent bodies.",{"industry":426,"icon_asset_id":427,"specifics":428},"Healthcare","industry-healthtech","HIPAA-compliant workstation setup, secure screen positioning to prevent unauthorized viewing of patient data, and encrypted storage verification are critical additions.",{"industry":430,"icon_asset_id":431,"specifics":432},"Professional Services","industry-professional-services","Client confidentiality requirements and professional indemnity coverage often depend on demonstrable workspace security and controlled access to sensitive files.",[434,436,439,441],{"vs":90,"vs_template_id":231,"summary":435},"A remote work agreement is a binding policy document that defines the legal and operational terms of a work-from-home arrangement — hours, expenses, equipment ownership, and termination of remote privileges. The home based employee checklist is an operational verification form confirming those terms have been implemented. Use both: the agreement establishes the rules, and the checklist confirms the setup meets them.",{"vs":246,"vs_template_id":437,"summary":438},"","A general employee onboarding checklist covers the full range of tasks for any new hire — payroll setup, benefits enrollment, system access, and introductions. The home based employee checklist focuses specifically on the physical workspace, equipment, and remote-specific security and policy requirements. For a remote hire, both are typically needed.",{"vs":234,"vs_template_id":437,"summary":440},"An equipment loan agreement is a dedicated legal document recording the specific terms under which company-owned devices are issued to an employee — including liability for damage and return obligations. The home based employee checklist includes an equipment inventory section, but for high-value or sensitive equipment, a standalone loan agreement provides stronger legal protection.",{"vs":250,"vs_template_id":437,"summary":442},"A telecommuting policy is a company-wide governance document setting eligibility criteria, expectations, and rules for remote work across the organization. The home based employee checklist is an individual-level implementation form applied to each specific employee. The policy applies to everyone; the checklist documents each person's compliance with it.",{"use_template":444,"template_plus_review":448,"custom_drafted":452},{"best_for":445,"cost":446,"time":447},"HR teams and managers onboarding remote employees in standard roles without complex regulatory requirements","Free","10–20 minutes per employee",{"best_for":449,"cost":450,"time":451},"Companies onboarding remote workers in regulated industries or multiple jurisdictions","$100–$300 for an HR consultant or employment lawyer review","1–2 days",{"best_for":453,"cost":454,"time":455},"Enterprises with specific data security frameworks, union agreements, or multi-country remote workforces","$500–$2,000 for a custom HR or legal build","1–2 weeks",[231,457,458,459,460,461,462,463,464,465,466,467],"employment-agreement_at-will-employee-D541","employee-handbook-D712","non-disclosure-agreement-nda-D12692","job-offer-letter-long-D12769","employee-dismissal-letter-D508","fixed-term-contract-D13225","independent-contractor-agreement-D160","temporary-employment-contract-D12734","employment-agreement-executive-D543","strategic-planning-template-D13857","small-business-expense-report-D13396",{"emit_how_to":469,"emit_defined_term":469},true,{"primary_folder":100,"secondary_folder":471,"document_type":472,"industry":473,"business_stage":474,"tags":475,"confidence":480},"remote-and-flexible-work","checklist","general","all-stages",[476,472,477,478,479],"onboarding","remote-work","home-office","employee-setup",0.95,"\u003Ch2>What is a Home Based Employee Checklist?\u003C/h2>\n\u003Cp>A \u003Cstrong>Home Based Employee Checklist\u003C/strong> is a structured form that HR managers and supervisors use to verify that a remote or telecommuting employee has the equipment, workspace conditions, IT security setup, and policy acknowledgments in place before beginning or continuing home-based work. It walks through every operational requirement — from a dedicated desk and reliable internet connection to VPN access and signed policy acknowledgments — and records which items are confirmed, which are outstanding, and who is responsible for resolving gaps. Unlike a general onboarding form, it is designed specifically for the physical, technical, and compliance requirements that are unique to employees working outside a company-controlled office.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a completed home based employee checklist, remote onboarding relies on informal email threads and verbal confirmations that are impossible to audit if something goes wrong. If a remote employee suffers a workplace injury at home, the employer's workers' compensation exposure depends partly on whether the workspace was documented as safe. If a company device is lost or a data breach occurs, the absence of a recorded equipment inventory or security verification makes the company's response harder and its liability exposure larger. Managers who skip the checklist also routinely discover weeks later that a remote employee is working on an unsecured network, using an outdated laptop, or unaware of the remote work policy they were supposed to acknowledge. This template closes those gaps in under 20 minutes per employee and creates the paper trail that HR, IT, and legal teams need when issues arise.\u003C/p>\n",1781186025325]