[{"data":1,"prerenderedAt":492},["ShallowReactive",2],{"document-how-to-maintain-security-in-the-age-of-remote-work-D13119":3},{"document":4,"label":27,"preview":11,"thumb":28,"thumb600":29,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":30,"breadcrumb":34,"related":42,"customDescModule":186,"customdescription":6,"mdFm":187,"mdProseHtml":491},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":26},"HOW TO MAINTAIN SECURITY IN THE AGE OF REMOTE WORK Remote work is quickly becoming the new normal for modern companies. In a world where many offices were forced to shut down during the 2020 pandemic, team leaders discovered something. Remote and hybrid working seems to be effective at improving productivity. Countless studies show that remote workers are more invested in their work than their counterparts, often working up to 1.4 days more per month. Remote staff members also demand fewer overheads and don't require massive real estate investments. Unfortunately, there's a downside to the remote working trend. 86% of business executives agree that remote workers could increase a company's chances of a security breach. So, how do you ensure that your remote workers are secure in this new landscape? Follow the process outlined below. Step 1: Create a Cybersecurity Policy The first step in defending company data is ensuring that all your employees are following the right guidelines for data protection. Employees are often the main cause of security issues, as they often take shortcuts when it comes to setting passwords and protecting data. Employees may assume they're logging into a system from a secure environment when they're opening the door to criminals. A strong cybersecurity policy will outline everything your team members need to do to stay secure. This includes making sure that they're using strong passwords for their accounts and that they never log into services from a public connection. Your cybersecurity policy could also determine which applications and tools are safe for your remote employees to use when dealing with business data. Step 2: Secure Network Connections Access to an unsecured Wi-Fi network is one of the most common ways for companies to stumble into a security breach. Unfortunately, a lot of remote workers have shifted to using their standard Wi-Fi connections and home routers to connect to the office. These services aren't always as protected as they should be. The easiest option for companies in search of better network protection may be to implement VPNs. Asking your employees to use VPNs ensures that they have a direct and secure way to connect to the business network and access important information. Make sure that any VPN you choose covers every level of encryption that's important for your team. 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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":99,"description":6},"non disclosure agreement nda",[101,104],{"label":102,"url":103},"Legal Agreements","business-legal-agreements",{"label":105,"url":106},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":109,"descriptionCustom":6,"label":110,"pages":111,"size":112,"extension":10,"preview":113,"thumb":114,"svgFrame":115,"seoMetadata":116,"parents":117,"keywords":123,"url":124},"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},[118,120],{"label":18,"url":119},"human-resources",{"label":121,"url":122},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":126,"descriptionCustom":6,"label":127,"pages":128,"size":129,"extension":10,"preview":130,"thumb":131,"svgFrame":132,"seoMetadata":133,"parents":134,"keywords":138,"url":139},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[135],{"label":136,"url":137},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":141,"descriptionCustom":6,"label":142,"pages":143,"size":9,"extension":10,"preview":144,"thumb":145,"svgFrame":146,"seoMetadata":147,"parents":149,"keywords":148,"url":155},"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":148,"description":6},"employment agreement_at will employee",[150,151,154],{"label":18,"url":119},{"label":152,"url":153},"Hire an Employee","hire-employee",{"label":102,"url":103},"/template/employment-agreement_at-will-employee-D541",{"description":157,"descriptionCustom":6,"label":158,"pages":94,"size":9,"extension":10,"preview":159,"thumb":160,"svgFrame":161,"seoMetadata":162,"parents":164,"keywords":167,"url":168},"DATA BREACH RESPONSE & NOTIFICATION POLICY INTRODUCTION The Data Breach Response and Notification Policy of [COMPANY NAME] outlines the procedures and responsibilities for responding to data breaches and ensuring that affected individuals and regulatory authorities are promptly and accurately informed. This Policy is designed to minimize the impact of data breaches, protect sensitive information, and comply with applicable data protection laws and regulations. PURPOSE The purpose of this Policy is to: Establish a framework for detecting, assessing, and responding to data breaches. Define the process for notifying affected individuals, regulatory authorities, and other relevant parties. Ensure that data breaches are managed in a transparent, responsible, and compliant manner. DEFINITIONS Data Breach: The unauthorized access, acquisition, use, disclosure, or destruction of personal or sensitive information that compromises its security, confidentiality, or integrity. DATA BREACH RESPONSE TEAM [COMPANY NAME] will establish a Data Breach Response Team (DBRT) consisting of designated individuals responsible for managing data breaches. The DBRT may include representatives from IT, Legal, HR, and other relevant departments. DETECTION AND ASSESSMENT The DBRT will promptly investigate and assess suspected or confirmed data breaches to determine their scope, impact, and severity. The assessment will include identifying the type of data involved, the number of affected individuals, potential risks, and applicable data protection regulations. CONTAINMENT AND MITIGATION ","Data Breach Response and Notification Policy","https://templates.business-in-a-box.com/imgs/1000px/data-breach-response-and-notification-policy-D13650.png","https://templates.business-in-a-box.com/imgs/250px/13650.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13650.xml",{"title":163,"description":6},"data breach response and notification policy",[165,166],{"label":18,"url":119},{"label":121,"url":122},"data breach response notification policy","/template/data-breach-response-and-notification-policy-D13650",{"description":170,"descriptionCustom":6,"label":171,"pages":172,"size":9,"extension":10,"preview":173,"thumb":174,"svgFrame":175,"seoMetadata":176,"parents":178,"keywords":177,"url":185},"Disaster Recovery Plan Your business slogan here. Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Statement of Confidentiality & Non-Disclosure This document contains proprietary and confidential information. All data submitted to [RECEIVING PARTY] is provided in reliance upon its consent not to use or disclose any information contained herein except in the context of its business dealings with [YOUR COMPANY NAME]. The recipient of this document agrees to inform its present and future employees and partners who view or have access to the document's content of its confidential nature. The recipient agrees to instruct each employee that they must not disclose any information concerning this document to others except to the extent that such matters are generally known to, and are available for use by, the public. The recipient also agrees not to duplicate or distribute or permit others to duplicate or distribute any material contained herein without [YOUR COMPANY NAME]'s express written consent. [YOUR COMPANY NAME] retains all title, ownership, and intellectual property rights to the material and trademarks contained herein, including all supporting documentation, files, marketing material, and multimedia. BY ACCEPTANCE OF THIS DOCUMENT, THE RECIPIENT AGREES TO BE BOUND BY THE AFOREMENTIONED STATEMENT. Table of Content Table of Content 3 1. INTRODUCTION 4 1.1 Overview 4 1.2 Purpose 4 1.3 Priorities 4 1.4 Objectives 5 2. Roles and Responsibilities 6 3. Disaster Recovery Plan 7 3.1 Financial Resources 7 3.2 Data and Document Back Up 7 3.3 Client and Supplier Communication 8 3.4 Internal Communication 9 3.5 Physical Space - Recovery Site 10 4. Action Plan 11 4.1 Key Personnel 11 4.2 Vital Data and Documents 11 4.3 Salvage of Original Office and Infrastructure 11 4.4 Insurance Claims 11 4.5 Communication Strategy 11 4.6 Implement Temporary Transfer 12 4.7 Monitoring the Recovery Process 12 4.8 Recovery Time 12 5. Implementation 13 5.1 Month 1 13 5.2 Subsequent Months 13 INTRODUCTION 1.1 Overview A disaster recovery plan is a comprehensive plan that will save your company or department in the event of an emergency. This plan is designed to maintain the continuity and safety of the employees, company data, and any other assets like vehicles, etc. safe in the event of a natural or unnatural disaster. As this is an evolving document, always ensure that your employees have the most recent version of the disaster recovery plan in their possession. 1.2 Purpose The purpose of this document is to provide a structured methodical framework for [YOUR COMPANY NAME] disaster recovery plan. This plan will allow the continuation of the function of the company as well as protect its employees and assets. The plan will outline certain key elements, personnel, and procedures that will maintain the core functions of the company and how to recover in the event of a disaster. This document will also help assess and mitigate the level of risk, assist in the actual development of the disaster plan, its objectives, and execution. This document can also help you with the tracking and reporting of preparations for the various aspects of the plan. 1.3 Priorities In course of completing this document, you will highlight the priorities with your organization and develop a plan to protect these assets and personnel. These priorities will include customer communication, IT infrastructure like websites and CRM systems as well as any other critical business resources that you need to maintain to recover from a disaster. These priorities can include any of the following: Your core employees Infrastructures like office space or storage space Office equipment and physical records of crucial documentation IT infrastructures like computer networks and telephones Production capability Manufacturing equipment or machinery and tools Inventory Outsourced services Key Priority Amount Needed/Stock Levels Priority Level Key Staff member 2 Key People per department + 3 staff members Level 1 (Highest) Secondary Site 50% of main building capacity Level 1 (Highest) Production Inventory 50% of main warehouse + on-time delivery capacity from suppliers Level 2 (Medium) Next priority Next priority Most importantly you must make provision for the budget for these priorities especially items like raw material for manufacturing, as well as the setup costs of all these facilities and backup resources. 1.4 Objectives The primary objective of a Disaster Recovery Plan is to protect the company and its core resources in the event of a disaster. However, before you can have a clear plan, you must first identify these core resources and the key documentation that you would need after the event to bring your business back into full operation. These objectives will also include the minimum operational needs and infrastructure needed for your business. Each of these parameters should then be mapped out according to priority and time needed to activate in the event of a disaster. Roles and Responsibilities Divide your organization into the main sections and departments, then assign each section to key personnel within that department, a primary person, and a secondary person. These people will be your DRP contact people within these departments of your company. Their roles will be to disseminate and train the rest of your employees on the procedures of your disaster recovery plan. These duties should include aspects ranging from defining what you regard as critical aspects of the business to include in the plan to training the staff on the step by step process of the DRP. You can use the below example to assign these key roles to your employees and to define the responsibilities to these roles. Remember the more comprehensive your plan the better your recovery will be in the event of a disaster. Office/Department/Section Contact Details: Key Person 1 Contact Details: Key Person 2 Responsibilities Warehouse Warehouse Manager Email address Contact number Office number Warehouse Safety Officer Email address Contact number Office number Initiate DRP - Warehouse 1: Manage switch over to secondary space. Secure employees and inventory at the secondary warehouse Sales Office Sales Manager Email address Contact number Office number Sales Coordinator Email address Contact number Office number Initiate DRP - Sales office: Maintain readiness of infrastructure and IT. Manage core teams to transfer to the secondary site Production Facility Manager Email address Contact number Office number Safety Officer Email address Contact number Office number Maintain readiness of secondary production plant and equipment. Manage the transfer of key personnel to secondary plant Next department Next department Disaster Recovery Plan Once you have appointed the key personnel that will implement your DRP, here are the foundational aspects that you and your team must pay close attention to. 3.1 Financial Resources Start by taking stock of your current operation to understand the bare minimum of financial resources that would be needed to continue your operation after the disaster. Follow the guideline below on each vital section to further elaborate on your role and responsibilities. Disaster Fund: You need to understand what kind of financial resources you need to move your business operations to a secondary site temporarily","Disaster Recovery Plan","13","https://templates.business-in-a-box.com/imgs/1000px/disaster-recovery-plan-D12755.png","https://templates.business-in-a-box.com/imgs/250px/12755.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12755.xml",{"title":177,"description":6},"disaster recovery plan",[179,182],{"label":180,"url":181},"Business Plan Kit","business-plan-kit",{"label":183,"url":184},"Management","business-management","/template/disaster-recovery-plan-D12755",false,{"seo":188,"reviewer":201,"legal_disclaimer":186,"quick_facts":205,"at_a_glance":207,"personas":211,"variants":236,"glossary":264,"sections":295,"how_to_fill":341,"common_mistakes":377,"faqs":394,"industries":422,"comparisons":439,"diy_vs_pro":451,"educational_modules":464,"related_template_ids_curated":467,"schema":478,"classification":479},{"meta_title":189,"meta_description":190,"primary_keyword":191,"secondary_keywords":192,"family":191,"is_canonical":200},"Remote Work Security Policy Template (Free Word)","Free remote work security policy template covering device management, VPN use, data handling, and incident response. Used in 190+ countries. Free Word and PDF download.","remote work security policy template",[193,194,195,196,197,198,199],"remote work security policy","work from home security policy template","remote work cybersecurity policy","remote work it security guidelines","remote employee security policy word","telecommuting security policy template","information security remote work template",true,{"name":202,"credential":203,"reviewed_date":204},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":206,"legal_review_recommended":186,"signature_required":186},"medium",{"what_it_is":208,"when_you_need_it":209,"whats_inside":210},"A Remote Work Security Policy is an operational document that establishes the rules, procedures, and technical controls employees must follow when accessing company systems, data, and applications from outside the office. This free Word download gives you a structured, editable starting point you can tailor to your organization's tools and risk profile, then export as PDF to distribute to your team.\n","Use it when onboarding remote or hybrid employees, formalizing an existing informal work-from-home arrangement, responding to a security incident triggered by a remote worker, or preparing for a compliance audit that requires documented information security controls.\n","Sections covering acceptable use of devices and networks, VPN and authentication requirements, data classification and handling rules, physical workspace security, software and patch management, incident reporting procedures, and employee acknowledgment — all in a single coherent policy document.\n",[212,216,220,224,228,232],{"title":213,"use_case":214,"icon_asset_id":215},"IT managers","Formalizing device, network, and access controls for a distributed workforce","persona-it-manager",{"title":217,"use_case":218,"icon_asset_id":219},"HR managers","Onboarding remote employees with a signed, documented security acknowledgment","persona-hr-manager",{"title":221,"use_case":222,"icon_asset_id":223},"Small business owners","Establishing security ground rules for a team that moved to remote work without a formal policy","persona-small-business-owner",{"title":225,"use_case":226,"icon_asset_id":227},"Compliance officers","Documenting security controls required by SOC 2, ISO 27001, or HIPAA auditors","persona-compliance-officer",{"title":229,"use_case":230,"icon_asset_id":231},"Operations directors","Standardizing security practices across geographically dispersed teams","persona-operations-director",{"title":233,"use_case":234,"icon_asset_id":235},"Startup founders","Putting baseline security controls in writing before a Series A due-diligence review","persona-startup-founder",[237,241,245,249,253,257,261],{"situation":238,"recommended_template":239,"slug":240},"Establishing a full suite of information security rules across the organization","Information Security Policy","information-security-policy-D13552",{"situation":242,"recommended_template":243,"slug":244},"Governing employee use of company-issued and personal devices broadly","Acceptable Use Policy","acceptable-use-policy-D12622",{"situation":246,"recommended_template":247,"slug":248},"Defining rules specifically for employees bringing personal devices to work","BYOD Policy","bring-your-own-device-policy-byod-D12626",{"situation":250,"recommended_template":251,"slug":252},"Covering data privacy obligations for remote teams handling personal data","Data Privacy Policy","data-privacy-policy-D13465",{"situation":254,"recommended_template":255,"slug":256},"Documenting steps to take when a security incident occurs","Incident Response Plan","incident-response-plan-D13714",{"situation":258,"recommended_template":259,"slug":260},"Outlining physical and logical access controls for on-premise systems","Access Control Policy","access-control-policy-D13534",{"situation":262,"recommended_template":56,"slug":263},"Setting rules for a hybrid work arrangement combining remote and in-office days","remote-work-agreement-D13282",[265,268,271,274,277,280,283,286,289,292],{"term":266,"definition":267},"VPN (Virtual Private Network)","An encrypted tunnel between a remote device and the company network that prevents eavesdropping on data in transit.",{"term":269,"definition":270},"MFA (Multi-Factor Authentication)","A login requirement that combines two or more verification methods — such as a password plus a one-time code sent to a phone — to confirm identity.",{"term":272,"definition":273},"Endpoint","Any device that connects to the company network or accesses company data, including laptops, smartphones, and tablets.",{"term":275,"definition":276},"Zero Trust","A security model that requires verification of every user and device before granting access, rather than trusting anyone inside a network perimeter.",{"term":278,"definition":279},"Data Classification","A system that labels data by sensitivity level — such as Public, Internal, Confidential, or Restricted — to determine how each category must be stored, transmitted, and disposed of.",{"term":281,"definition":282},"Phishing","A social-engineering attack that uses deceptive emails or messages to trick employees into revealing credentials or installing malware.",{"term":284,"definition":285},"Patch Management","The process of regularly applying software updates and security fixes to operating systems and applications to close known vulnerabilities.",{"term":287,"definition":288},"Shadow IT","Software, services, or devices used by employees without IT department approval or visibility, creating unmanaged security risks.",{"term":290,"definition":291},"Incident Response","A defined set of steps the organization follows when a security breach or suspected compromise is detected, from initial identification through containment and recovery.",{"term":293,"definition":294},"Least Privilege","The principle that every user and system process should have access to only the minimum data and functions required to perform their role.",[296,301,306,311,316,321,326,331,336],{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Purpose and scope","States why the policy exists, which employees and contractors it applies to, and which systems and data it covers.","This policy applies to all [COMPANY NAME] employees, contractors, and vendors who access company systems or data from locations outside company-owned premises. Its purpose is to reduce the risk of unauthorized access, data loss, and security incidents arising from remote work arrangements.","Scoping the policy only to full-time employees and forgetting contractors and vendors — who often have the same level of system access but less security oversight.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Approved devices and endpoint requirements","Defines which devices may be used for remote work — company-issued, personal, or both — and the minimum security configuration required on each.","Employees may access company systems only from devices that meet the following requirements: (a) full-disk encryption enabled, (b) endpoint protection software [APPROVED TOOL] installed and active, (c) operating system patches applied within [X] days of release, and (d) screen lock enabled after [X] minutes of inactivity.","Permitting personal devices without defining a minimum security baseline — leaving the company exposed to unpatched software and absent antivirus protection on devices touching sensitive data.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Network and VPN requirements","Specifies when a VPN must be used, which networks are prohibited, and the minimum Wi-Fi security standard for home networks.","Employees must connect via [VPN TOOL] when accessing [SYSTEM/DATA CATEGORY]. Use of public Wi-Fi — including cafés, airports, and hotels — is prohibited without an active VPN connection. Home routers must use WPA2 or WPA3 encryption.","Making VPN use optional rather than mandatory for access to sensitive systems, then discovering after a breach that employees routinely skipped it on convenience grounds.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Authentication and access controls","Mandates multi-factor authentication on company accounts, sets password complexity requirements, and prohibits sharing credentials.","MFA is required on all company accounts, including email ([PLATFORM]), cloud storage ([PLATFORM]), and the company VPN. Passwords must be at least [X] characters and must not be reused across accounts. Employees must not share credentials under any circumstances.","Requiring MFA on cloud applications but leaving the VPN and email gateway protected only by a password — the two most targeted entry points in remote-work phishing attacks.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Data classification and handling","Tells employees how to identify the sensitivity level of company data and what storage, transmission, and disposal rules apply to each level.","Data classified as Confidential or Restricted must be stored only in [APPROVED STORAGE PLATFORM] and must not be downloaded to personal devices. Transmission of Confidential data outside the company domain requires encryption. Physical documents containing Confidential data must be shredded, not placed in household recycling.","Publishing a data classification scheme without linking it to specific, actionable handling rules — employees know the label but not what to do differently because of it.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Physical workspace security","Sets expectations for the physical environment where remote work takes place — screen visibility, visitor access, and secure storage of physical documents.","Employees must ensure their work screen is not visible to household members or others during calls or while handling Confidential data. Company documents must not be left unattended in shared spaces. Physical access tokens, keycards, or security devices must be stored securely when not in use.","Ignoring physical security entirely in a remote work policy — overlooking the fact that a family member photographing a visible screen or overhearing a confidential call constitutes a real data exposure.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Software installation and patch management","Restricts installation of unauthorized software, requires prompt patching of approved software, and identifies the process for requesting new tools.","Employees must not install software on company-issued devices without prior approval from [IT CONTACT / HELPDESK]. All operating system and application updates must be applied within [X] business days of release. Requests for new software must be submitted via [PROCESS / TICKETING SYSTEM].","Setting a patch window of 30 days, which gives attackers weeks to exploit a published vulnerability before the fix is deployed across remote endpoints.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Incident reporting and response","Defines what constitutes a reportable security event, the required reporting timeline, and who employees contact when they suspect a compromise.","Employees must report any suspected or confirmed security incident — including lost devices, phishing clicks, and unauthorized account access — to [SECURITY CONTACT / HELPDESK] within [X] hours of discovery. Do not attempt to investigate or remediate independently. Preserve all logs and communications.","Setting a vague reporting obligation ('report incidents promptly') without a specific timeframe or contact — employees delay reporting out of uncertainty, giving attackers more dwell time.",{"name":337,"plain_english":338,"sample_language":339,"common_mistake":340},"Employee acknowledgment and training","Requires employees to confirm they have read and understood the policy and to complete mandatory security awareness training at a defined frequency.","All employees covered by this policy must sign the acknowledgment in Schedule A before commencing remote work and upon each annual policy review. Security awareness training must be completed within [X] days of hire and annually thereafter via [TRAINING PLATFORM].","Distributing the policy without a signed acknowledgment — making it impossible to demonstrate during an audit or disciplinary action that the employee was aware of the requirements.",[342,347,352,357,362,367,372],{"step":343,"title":344,"description":345,"tip":346},1,"Define the scope and identify all covered parties","List every role — employees, contractors, vendors, interns — that accesses company systems from outside company premises. Confirm which systems and data types fall within scope.","Check your vendor contracts to confirm whether third-party access to your systems is already governed by their own security policies, so you avoid conflicting obligations.",{"step":348,"title":349,"description":350,"tip":351},2,"Inventory approved devices and set the security baseline","Decide whether personal devices are permitted (BYOD) or only company-issued devices are allowed. For each permitted device type, document the minimum required configuration: encryption, endpoint protection, OS version, and screen lock.","If you allow BYOD, consider a mobile device management (MDM) tool that can enforce baseline settings and remotely wipe company data without touching personal data.",{"step":353,"title":354,"description":355,"tip":356},3,"Specify VPN and network requirements","Name the approved VPN tool and state exactly when its use is mandatory — not just recommended. Add prohibited network categories (public Wi-Fi without VPN, open hotspots) and the minimum home router encryption standard.","Link the VPN policy to your data classification scheme: Confidential and Restricted data always require VPN; Internal data may not — this avoids blanket rules that slow down low-risk tasks.",{"step":358,"title":359,"description":360,"tip":361},4,"Set authentication requirements for every system","List each platform employees access remotely — email, VPN, cloud storage, SaaS tools, internal systems — and confirm MFA is enabled on each. Set password length and complexity minimums and document the credential-sharing prohibition.","A password manager approved and funded by the company removes the most common excuse for weak or reused passwords.",{"step":363,"title":364,"description":365,"tip":366},5,"Map data handling rules to your classification levels","For each classification level (e.g., Public, Internal, Confidential, Restricted), write one concrete rule for storage, one for transmission, and one for disposal. Employees need specific actions, not general principles.","Name the approved cloud storage platform explicitly — 'company-approved storage' is too vague and leads to employees defaulting to personal Dropbox accounts.",{"step":368,"title":369,"description":370,"tip":371},6,"Write the incident reporting procedure with a named contact and a time limit","Define what events must be reported (lost device, phishing click, unauthorized login, malware detection), state the reporting window in hours, and provide the exact contact — name, email, phone, or ticketing URL.","A 24-hour reporting window is standard; for regulated industries handling personal health or financial data, 4 hours is a more defensible threshold given breach-notification obligations.",{"step":373,"title":374,"description":375,"tip":376},7,"Add the employee acknowledgment and schedule training","Attach a one-page acknowledgment form (Schedule A) that the employee signs before starting remote work. Set the training cadence — new-hire completion window and annual refresh — and name the training platform.","Store signed acknowledgments in the employee's HR file, not in a shared drive folder — disciplinary actions and audits both require producing the signed original quickly.",[378,382,386,390],{"mistake":379,"why_it_matters":380,"fix":381},"Excluding contractors and vendors from scope","Third parties often have the same level of access to company systems as employees but are subject to far less security oversight, making them a disproportionate source of breaches.","List contractors, vendors, and temporary workers explicitly in the scope section and require them to acknowledge the policy as a condition of system access.",{"mistake":383,"why_it_matters":384,"fix":385},"Making VPN use a recommendation rather than a requirement","When VPN use is optional, most employees skip it for convenience — especially on tasks that feel routine — leaving data in transit exposed on untrusted networks.","Mandate VPN for all access to Confidential or Restricted data and name the approved tool; frame it as a non-negotiable technical control, not a best practice.",{"mistake":387,"why_it_matters":388,"fix":389},"No signed acknowledgment from employees","Without a signed acknowledgment, the company cannot demonstrate during a compliance audit or disciplinary proceeding that the employee was aware of and agreed to the policy's requirements.","Attach a one-page acknowledgment form as Schedule A, collect signatures before remote work begins, and store them in each employee's HR record.",{"mistake":391,"why_it_matters":392,"fix":393},"Setting a patch window longer than seven days","The average time between a vulnerability being published and active exploitation in the wild is measured in days, not weeks — a 30-day patch window leaves remote endpoints exposed for the most dangerous period.","Set critical and high-severity patch application within 48–72 hours and routine updates within 7 business days, and use an endpoint management tool to monitor compliance.",[395,398,401,404,407,410,413,416,419],{"question":396,"answer":397},"What is a remote work security policy?","A remote work security policy is a written document that defines the rules, controls, and procedures employees must follow when accessing company systems and data from outside the office. It covers device requirements, network and VPN rules, authentication standards, data handling, physical workspace security, incident reporting, and training obligations. It replaces ad hoc guidance with a consistent, auditable standard that applies to everyone working remotely.\n",{"question":399,"answer":400},"Why does a company need a formal remote work security policy?","Without a written policy, security practices vary by individual habit — some employees use VPNs, others don't; some apply patches promptly, others ignore update prompts for months. This inconsistency creates gaps that attackers exploit. A formal policy also satisfies the documentation requirements of compliance frameworks such as SOC 2, ISO 27001, and HIPAA, and gives the company a defensible basis for disciplinary action when an employee's behavior causes a breach.\n",{"question":402,"answer":403},"What should a remote work security policy include?","At minimum: scope and covered parties, approved device and endpoint requirements, VPN and network rules, MFA and password requirements, data classification and handling rules, physical workspace security expectations, software installation and patch management procedures, incident reporting obligations, and an employee acknowledgment section. Policies for regulated industries should also cross-reference applicable compliance frameworks.\n",{"question":405,"answer":406},"Should personal devices be allowed for remote work?","Whether to permit BYOD (bring your own device) depends on the sensitivity of your data and the cost of supplying company devices. If personal devices are permitted, the policy must define a minimum security baseline — encryption, endpoint protection, OS version — and consider a mobile device management tool that can enforce controls and remotely wipe company data without accessing personal content. Blanket BYOD without a defined baseline is one of the most common sources of remote-work security incidents.\n",{"question":408,"answer":409},"How often should a remote work security policy be reviewed?","Review the policy at least annually and whenever a significant change occurs — adopting a new collaboration platform, expanding to a new country, responding to a security incident, or facing a new compliance requirement. Threat landscapes and remote-work tooling evolve quickly; a policy that was adequate 18 months ago may not reflect your current technology stack or risk profile.\n",{"question":411,"answer":412},"What is the difference between a remote work security policy and an acceptable use policy?","An acceptable use policy (AUP) governs how employees may use company technology broadly — covering email, internet, and device use both in the office and remotely. A remote work security policy specifically addresses the additional risks introduced by working outside the corporate network perimeter: home network security, VPN requirements, physical workspace controls, and remote endpoint management. Many organizations maintain both, with the AUP applying universally and the remote work policy providing additional requirements for off-site work.\n",{"question":414,"answer":415},"Does a remote work security policy need legal review?","For most organizations, a well-structured template is sufficient without legal review. However, consider having an employment lawyer or privacy counsel review the policy if it covers employees in the EU (where monitoring obligations intersect with GDPR), if it authorizes the company to remotely wipe personal devices, or if disciplinary consequences for non-compliance need to align with local employment law.\n",{"question":417,"answer":418},"How do I get employees to actually follow the policy?","Three things consistently improve compliance: require a signed acknowledgment before remote work begins so employees can't claim ignorance; deliver short, scenario-based security awareness training rather than lengthy documents; and enforce the policy consistently — apply the same consequences for a junior analyst and a senior manager who violate the same rule. Policies that are announced once and never referenced again are treated as optional.\n",{"question":420,"answer":421},"What should employees do if they suspect a security incident while working remotely?","The policy should direct employees to report any suspected compromise — lost device, phishing link clicked, unauthorized account login, or malware alert — to the designated security contact within a specified timeframe (typically 24 hours, or sooner for regulated data). Employees should not attempt to investigate or fix the issue themselves, as this can destroy forensic evidence and complicate containment. Preserving logs and communications until IT reviews them is the single most important immediate action.\n",[423,427,431,435],{"industry":424,"icon_asset_id":425,"specifics":426},"Technology / SaaS","industry-saas","Source code repositories, customer data environments, and cloud infrastructure require strict VPN and MFA controls for distributed engineering teams accessing production systems.",{"industry":428,"icon_asset_id":429,"specifics":430},"Financial Services","industry-fintech","Regulatory obligations under SOX, PCI DSS, and GLBA require documented endpoint controls, encrypted transmission of financial data, and audit trails for all remote access.",{"industry":432,"icon_asset_id":433,"specifics":434},"Healthcare","industry-healthtech","HIPAA Security Rule requires covered entities to address remote access controls in their security policies, including workforce training, encryption, and device disposal procedures.",{"industry":436,"icon_asset_id":437,"specifics":438},"Professional Services","industry-professional-services","Client confidentiality obligations and professional indemnity requirements make data handling and physical workspace security sections especially critical for lawyers, accountants, and consultants working from home.",[440,443,446,448],{"vs":239,"vs_template_id":441,"summary":442},"D{INFORMATION_SECURITY_POLICY_ID}","An information security policy is the organization-wide governing document for all security controls — on-premise and remote. A remote work security policy is a focused subset that addresses the specific risks of working outside the corporate perimeter. Most organizations need both: the broader policy sets the framework; the remote work policy adds the operational specifics for distributed teams.",{"vs":243,"vs_template_id":444,"summary":445},"D{ACCEPTABLE_USE_POLICY_ID}","An acceptable use policy governs how employees may use company technology in any location — covering email, internet browsing, and device use broadly. A remote work security policy is narrower in scope but deeper on network, endpoint, and physical security controls specific to off-site work. Both documents typically coexist and cross-reference each other.",{"vs":56,"vs_template_id":263,"summary":447},"A remote work agreement is a bilateral document between employer and employee that formalizes the arrangement — approved location, hours, equipment provision, and expense reimbursement. A remote work security policy is a unilateral policy that sets non-negotiable security requirements. The agreement governs the working relationship; the policy governs security behavior.",{"vs":247,"vs_template_id":449,"summary":450},"D{BYOD_POLICY_ID}","A BYOD policy specifically addresses the rules for employees using personal devices to access company systems — enrollment, acceptable apps, remote wipe rights, and privacy boundaries. A remote work security policy covers all remote access regardless of device ownership and typically includes or references BYOD rules as a subsection rather than replacing them.",{"use_template":452,"template_plus_review":456,"custom_drafted":460},{"best_for":453,"cost":454,"time":455},"Small and mid-sized businesses establishing a remote work security baseline for the first time","Free","2–4 hours to customize and distribute",{"best_for":457,"cost":458,"time":459},"Companies in regulated industries (healthcare, finance) or those handling EU personal data subject to GDPR monitoring obligations","$300–$800 for an IT security consultant or privacy counsel review","3–5 business days",{"best_for":461,"cost":462,"time":463},"Enterprise organizations with complex multi-jurisdiction workforces, SOC 2 Type II or ISO 27001 certification requirements, or active security incidents requiring formal remediation documentation","$2,000–$8,000 for a managed security service provider or specialized counsel","2–4 weeks",[465,466],"zero-trust-security-basics","remote-work-compliance-checklist",[263,468,469,470,471,472,473,474,244,475,476,477],"non-disclosure-agreement-nda-D12692","employee-handbook-D712","independent-contractor-agreement-D160","employment-agreement_at-will-employee-D541","data-breach-response-and-notification-policy-D13650","disaster-recovery-plan-D12755","business-continuity-plan-D12788","checklist-customer-onboarding-D13615","how-to-create-a-performance-improvement-plan-D12564","absence-policies-D698",{"emit_how_to":200,"emit_defined_term":200},{"primary_folder":480,"secondary_folder":481,"document_type":482,"industry":483,"business_stage":484,"tags":485,"confidence":490},"software-technology","cybersecurity-policies","policy","general","all-stages",[486,487,488,489],"data-protection","compliance","remote-work","security-policy",0.95,"\u003Ch2>What is a Remote Work Security Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Remote Work Security Policy\u003C/strong> is an operational document that defines the rules, technical controls, and behavioral standards employees must follow when accessing company systems, applications, and data from locations outside the office. It establishes a consistent security baseline across every home office, café, and co-working space where work happens — covering device requirements, VPN and authentication standards, data handling rules, physical workspace expectations, and incident reporting obligations. Rather than leaving security decisions to individual judgment, the policy creates a single enforceable standard that applies to every remote worker regardless of role or seniority.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Every employee working outside the corporate network perimeter is a potential entry point for attackers — and without a written policy, your exposure is determined by the least security-conscious person on your team. The consequences are concrete: a single phishing click on an unpatched personal laptop can expose customer data, trigger regulatory fines under HIPAA or GDPR, and initiate a breach-notification process that costs far more than the policy would have. Beyond the incident risk, compliance frameworks including SOC 2, ISO 27001, and HIPAA explicitly require documented security controls for remote access — and auditors will ask to see them. This template gives you a structured, audit-ready policy you can customize to your tools and risk profile in a few hours, distribute to your team with a signed acknowledgment, and update annually as your technology and threat landscape evolve.\u003C/p>\n",1781185962531]