[{"data":1,"prerenderedAt":531},["ShallowReactive",2],{"document-strategies-for-team-building-when-employees-work-at-home-D13135":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":180,"customdescription":6,"mdFm":181,"mdProseHtml":530},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"STRATEGIES FOR TEAM BUILDING WHEN EMPLOYEES WORK AT HOME Teamwork increases camaraderie and productivity, but how can employees work together when they're rarely in the same place? With the increase in remote work, many organizations are looking for new team building strategies. There are many advantages to remote work. For example, you may enjoy greater flexibility and reduce your environmental impact. Still, if you're operating out of a home office now, you may also feel isolated and find it difficult to collaborate. Learn how to succeed with remote teams. Try these techniques for maximizing cohesion and cooperation. Informal Strategies for Remote Team Building In a conventional office, employees can drop by each other's cubicles and hang out in the break room. Try these alternatives for encouraging casual socializing that helps develop healthy work relationships: Ease into meetings. One of the most convenient times to engage in small talk is before group meetings. Encourage participants to arrive early, so they can describe their weekend plans or talk about their hobbies. Play games. Provide opportunities for a little friendly competition. Divide employees into teams for online games. Host cooking contests and talent shows. Throw parties. Keep in touch with virtual happy hours and staff birthday parties. Survey employees to see what other kinds of entertainment they'd enjoy. Promote fitness. Have you been more sedentary while staying at home? Break up long hours of sitting. Bring staff together for online exercise classes or stretching sessions. Send gifts. Inexpensive freebies can let the IT staff or accounting department know how much they're appreciated. Hand out gift cards for local coffee shops and other businesses. Order coffee mugs with your company logo and each employee's name. 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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","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":96,"description":6},"remote work agreement",[98,100],{"label":18,"url":99},"human-resources",{"label":101,"url":102},"Company Policies","company-policies","/template/remote-work-agreement-D13282",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":108,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":113,"keywords":116,"url":117},"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. 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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. 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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":141,"description":6},"employment agreement_at will employee",[143,144,147],{"label":18,"url":99},{"label":145,"url":146},"Hire an Employee","hire-employee",{"label":148,"url":149},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":152,"descriptionCustom":6,"label":153,"pages":8,"size":9,"extension":10,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":159,"keywords":158,"url":164},"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","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":158,"description":6},"non disclosure agreement nda",[160,161],{"label":148,"url":149},{"label":162,"url":163},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":166,"descriptionCustom":6,"label":167,"pages":168,"size":9,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":174,"keywords":173,"url":179},"[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":173,"description":6},"employee dismissal letter",[175,176],{"label":18,"url":99},{"label":177,"url":178},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",false,{"seo":182,"reviewer":193,"legal_disclaimer":197,"quick_facts":198,"at_a_glance":200,"personas":204,"variants":228,"glossary":256,"clauses":293,"how_to_fill":344,"common_mistakes":385,"faqs":410,"industries":438,"comparisons":463,"diy_vs_lawyer":474,"jurisdictions":487,"related_template_ids_curated":508,"schema":518,"classification":519},{"meta_title":183,"meta_description":184,"primary_keyword":15,"secondary_keywords":185},"Remote Team Building Strategy Template (Free Word)","Free remote team building strategy template for distributed workforces. Covers engagement, communication, performance, and compliance. Used in 190+ countries. Free Word and PDF download.",[186,187,188,189,190,191,192],"remote team building strategy template","work from home team building policy","remote workforce engagement plan","virtual team building template word","distributed team management strategy","remote employee engagement policy","remote team communication strategy",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":199,"legal_review_recommended":197,"signature_required":197,"notarization_required":180},"medium",{"what_it_is":201,"when_you_need_it":202,"whats_inside":203},"A Strategies for Team Building When Employees Work at Home document is a formal policy and agreement that establishes the employer's binding expectations, obligations, and structured programs for maintaining team cohesion, engagement, and productivity across a distributed workforce. This free Word download can be edited online and exported as PDF — covering communication protocols, virtual engagement activities, performance accountability, and employee well-being in a single signed document.\n","Use it when transitioning a team to permanent or hybrid remote work, onboarding new remote employees, or formalizing informal practices that have evolved without written structure. It is also essential when employment law requires written remote-work terms or when managers need a consistent, enforceable framework to guide distributed teams.\n","Scope and eligibility, communication standards and tools, scheduled virtual team-building activities, performance and accountability expectations, mental health and well-being commitments, data security and confidentiality obligations, dispute resolution, and governing law.\n",[205,209,213,217,221,224],{"title":206,"use_case":207,"icon_asset_id":208},"HR managers","Formalizing remote engagement practices into a signed company-wide policy","persona-hr-manager",{"title":210,"use_case":211,"icon_asset_id":212},"Operations directors","Standardizing communication and accountability protocols across distributed teams","persona-operations-director",{"title":214,"use_case":215,"icon_asset_id":216},"Small business owners","Creating enforceable remote-work expectations without a dedicated HR department","persona-small-business-owner",{"title":218,"use_case":219,"icon_asset_id":220},"Startup founders","Establishing culture and team cohesion infrastructure before headcount scales","persona-startup-founder",{"title":222,"use_case":223,"icon_asset_id":212},"Team leads and managers","Aligning direct reports on availability, collaboration norms, and engagement obligations",{"title":225,"use_case":226,"icon_asset_id":227},"Chief People Officers","Satisfying board or investor requests for a documented remote workforce strategy","persona-ceo",[229,233,237,241,244,248,252],{"situation":230,"recommended_template":231,"slug":232},"Full-time permanent remote employees across multiple jurisdictions","Remote Work Employment Agreement","remote-work-agreement-D13282",{"situation":234,"recommended_template":235,"slug":236},"Hybrid team with fixed in-office days requiring attendance rules","Hybrid Work Policy","hybrid-work-policy-D13470",{"situation":238,"recommended_template":239,"slug":240},"Documenting home-office equipment and expense reimbursement terms","Remote Work Expense Policy","remote-work-policy-D12540",{"situation":242,"recommended_template":120,"slug":243},"Setting expectations for freelancers or contractors working remotely","independent-contractor-agreement-D160",{"situation":245,"recommended_template":246,"slug":247},"Establishing data security rules for employees on personal devices","IT and Acceptable Use Policy","it-acceptable-use-policy-D13720",{"situation":249,"recommended_template":250,"slug":251},"Outlining mental health and wellness support for remote employees","Employee Wellness Policy","health-and-wellness-program-policy-D13702",{"situation":253,"recommended_template":254,"slug":255},"Onboarding a new remote hire with structured 30-60-90 day goals","Remote Employee Onboarding Plan","checklist-new-employee-onboarding-D13617",[257,260,263,266,269,272,275,278,281,284,287,290],{"term":258,"definition":259},"Distributed Workforce","A group of employees who perform their work in different physical locations rather than a shared central office.",{"term":261,"definition":262},"Asynchronous Communication","Work communication that does not require all parties to be present or respond at the same time — email and recorded video updates are common examples.",{"term":264,"definition":265},"Virtual Team Building","Structured activities and programs designed to build trust, collaboration, and culture among employees who do not share a physical workspace.",{"term":267,"definition":268},"Psychological Safety","A team environment where members feel safe to speak up, ask questions, and make mistakes without fear of negative consequences to their standing.",{"term":270,"definition":271},"Core Hours","A defined window during the workday when all remote employees are expected to be available and responsive, regardless of their broader flexible schedule.",{"term":273,"definition":274},"Availability Protocol","The agreed method and response-time standard by which remote employees signal their working status and respond to colleagues and managers.",{"term":276,"definition":277},"Digital Presenteeism","The pressure remote employees feel to appear constantly online or responsive to compensate for not being physically visible in an office.",{"term":279,"definition":280},"Engagement Cadence","The scheduled frequency of structured check-ins, team meetings, one-on-ones, and social activities that an employer commits to providing.",{"term":282,"definition":283},"Well-being Provision","Employer-funded or employer-facilitated resources — such as EAP access, mental health days, or stipends for ergonomic equipment — that support remote employees' physical and psychological health.",{"term":285,"definition":286},"Remote Work Policy","A formal document that sets the conditions, expectations, and rights governing employees who work outside the employer's physical premises.",{"term":288,"definition":289},"BYOD (Bring Your Own Device)","A workplace policy allowing employees to use personal devices for work, typically subject to security and acceptable-use rules set by the employer.",{"term":291,"definition":292},"Duty of Care","An employer's legal and ethical obligation to take reasonable steps to protect the health, safety, and well-being of employees — including those working remotely.",[294,299,304,309,314,319,324,329,334,339],{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Scope, Eligibility, and Effective Date","Identifies which employees and roles are covered by the policy, the date it takes effect, and any eligibility criteria such as tenure, role type, or performance standing.","This Policy applies to all employees of [COMPANY NAME] designated as remote or hybrid workers as of [EFFECTIVE DATE]. Employees in roles listed in Schedule A are eligible for remote work subject to manager approval and a minimum tenure of [X] months.","Applying the policy to 'all employees' without carving out roles that require physical presence. Ambiguity creates disputes when a role changes or a new position is created.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Communication Standards and Tools","Specifies the approved platforms for internal communication, the expected response time for each channel, and the protocol for urgent or after-hours contact.","Employees shall use [PLATFORM] for instant messaging and [PLATFORM] for video conferencing. Routine messages must be acknowledged within [X] business hours. Urgent matters flagged via [ESCALATION CHANNEL] require a response within [Y] hours.","Listing approved tools without specifying response-time expectations. Employees default to wildly different norms, creating friction between teams operating in different time zones.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Core Hours and Availability Protocol","Defines the daily window when all remote employees must be reachable, how they signal availability, and how planned absences during core hours are communicated.","All remote employees shall be available and responsive between [START TIME] and [END TIME] in their designated time zone, Monday through Friday. Employees must update their status in [PLATFORM] by [TIME] each morning and notify their manager of any unplanned absence within [X] minutes.","Setting core hours based on headquarters' time zone without acknowledging distributed employees in significantly different zones. This generates resentment and erodes engagement before team-building activities have any effect.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Scheduled Team-Building and Engagement Activities","Commits the employer to a defined cadence of virtual team activities, including frequency, format, participation expectations, and the process for suggesting new activities.","Company shall facilitate at minimum [X] virtual team-building activities per quarter, including [EXAMPLES: virtual social hours, cross-functional workshops, online skill-share sessions]. Participation is [mandatory / strongly encouraged]. Employees may submit activity proposals to [ROLE/TEAM] by the [DAY] of each month.","Framing all team-building activities as mandatory without distinguishing social events from professional ones. Mandatory social events expose the employer to claims of intrusion on personal time in several jurisdictions.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Performance Accountability and Check-In Schedule","Sets the frequency and format of one-on-one check-ins between manager and employee, the metrics or OKRs used to measure productivity, and the process for raising performance concerns.","Managers shall conduct one-on-one check-ins with each remote direct report no less than [weekly / bi-weekly]. Performance will be assessed against goals set in [PLATFORM / REVIEW CYCLE]. Formal performance concerns shall be documented within [X] business days of identification.","Conflating activity monitoring (time-tracking software, keystroke logging) with output-based accountability. Surveillance-style monitoring creates legal liability under privacy law in Canada, the UK, and the EU.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Mental Health, Well-being, and Isolation Prevention","States the employer's commitment to employee well-being, including EAP access, mental health days, ergonomic support, and any programs specifically designed to address remote isolation.","Company acknowledges that remote work may increase the risk of professional isolation. Employees have access to the Company's Employee Assistance Program at [CONTACT]. Employees may request up to [X] additional mental health days per year by notifying [ROLE] with [X] hours' notice.","Listing well-being resources without any commitment to reviewing or updating them. A static list of outdated resources signals that the policy was drafted once and filed — not maintained.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Data Security and Confidentiality Obligations","Requires employees to follow the company's information security policy while working remotely, including rules for public Wi-Fi, VPN use, device encryption, and storage of confidential company data.","Employees working remotely must connect to Company systems via the approved VPN at all times. Use of unsecured public Wi-Fi networks is prohibited without VPN. All work-related files must be stored in [APPROVED PLATFORM] and not on personal devices unless explicitly authorized by [ROLE].","Incorporating data security obligations by reference to an IT policy that employees have never seen. The security clause must stand independently or attach the policy as a named schedule.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Equipment, Expenses, and Home Office Standards","Defines who provides work equipment, what home-office expenses the company reimburses, the process for claiming reimbursement, and minimum ergonomic or connectivity standards the employee must meet.","Company shall provide [LIST OF EQUIPMENT]. Employees may claim reimbursement for home internet costs up to $[X] per month upon submission of receipts to [ROLE/SYSTEM] within [X] days. Employees are responsible for maintaining a workspace that meets the minimum standards set out in Schedule B.","Failing to specify a reimbursement cap or submission deadline. Open-ended reimbursement language creates financial exposure and is difficult to enforce retroactively.",{"name":335,"plain_english":336,"sample_language":337,"common_mistake":338},"Dispute Resolution and Policy Review","Establishes how disagreements about policy interpretation or remote-work entitlements are raised and resolved, and commits the employer to reviewing the policy on a defined schedule.","Disputes arising under this Policy shall first be raised with the employee's direct manager, then escalated to [HR ROLE] within [X] business days if unresolved. This Policy shall be reviewed no less than annually by [DATE] and updated to reflect changes in applicable law or company operations.","No review schedule. Employment law governing remote work is evolving rapidly — a policy that hasn't been updated since 2021 likely fails current standards in the UK, EU, and several Canadian provinces.",{"name":340,"plain_english":341,"sample_language":342,"common_mistake":343},"Governing Law and Acknowledgement","States which jurisdiction's employment law governs the document and includes the employee acknowledgement and signature block confirming they have read, understood, and agreed to the policy.","This Policy is governed by the laws of [STATE / PROVINCE / COUNTRY]. By signing below, Employee acknowledges receipt of this Policy and agrees to comply with its terms as a condition of continued remote-work eligibility. Employee: [SIGNATURE] [DATE]. Manager: [SIGNATURE] [DATE].","Choosing a governing law based on the company's headquarters rather than the employee's work location. Several jurisdictions — including California and EU member states — apply local employment law regardless of what the contract specifies.",[345,350,355,360,365,370,375,380],{"step":346,"title":347,"description":348,"tip":349},1,"Define the scope and eligible roles","Enter the company's legal name, the effective date, and list which roles or departments are covered. Attach a Schedule A if certain roles are excluded from remote eligibility.","Update Schedule A whenever a new role is created or an existing role changes location requirements — stale role lists are the most common source of eligibility disputes.",{"step":351,"title":352,"description":353,"tip":354},2,"Set communication platforms and response-time standards","List each approved tool by name (e.g., Slack, Microsoft Teams, Zoom) and assign a specific response-time expectation per channel. Distinguish between synchronous and asynchronous channels.","Differentiate expectations by urgency tier — routine queries, project updates, and emergency escalations should each have their own response window.",{"step":356,"title":357,"description":358,"tip":359},3,"Establish core hours adjusted for time zones","Define the daily availability window in the employee's designated time zone, not the headquarters time zone. Document how employees signal availability and how planned absences are communicated.","For teams spanning more than two time zones, a 3-hour overlap window is typically sufficient for synchronous collaboration without penalizing employees in distant locations.",{"step":361,"title":362,"description":363,"tip":364},4,"Commit to a specific engagement cadence","Enter the minimum number and type of team-building activities per quarter, the format (virtual social, workshop, learning session), and whether participation is mandatory or strongly encouraged.","Distinguish professional development events (which can be mandatory) from social events (which should be voluntary) to avoid constructive dismissal exposure in jurisdictions with strict working-time rules.",{"step":366,"title":367,"description":368,"tip":369},5,"Define performance metrics and check-in frequency","State the one-on-one check-in schedule (weekly or bi-weekly is standard), the performance system used to track goals, and the documentation timeline for performance concerns.","Tie performance metrics to outputs and milestones rather than hours logged — output-based metrics are more defensible and less likely to trigger employee monitoring regulations.",{"step":371,"title":372,"description":373,"tip":374},6,"List well-being resources with contact details","Include the EAP provider name and contact number, the number of mental health days available, and any stipends for ergonomic equipment or home-office setup.","Set a calendar reminder to verify EAP contact details and resource availability at the annual policy review — outdated contact information undermines employee trust.",{"step":376,"title":377,"description":378,"tip":379},7,"Attach the data security and equipment schedules","Attach or reference the company's IT security policy as a named schedule. Enter the equipment list, the reimbursement cap, and the submission deadline for expense claims.","Require employees to confirm receipt of the IT policy separately — a single signature on the main document does not always satisfy data protection audit requirements in the EU or UK.",{"step":381,"title":382,"description":383,"tip":384},8,"Execute signatures before the remote work arrangement begins","Both the employee and the signing manager must sign before remote work commences. File the executed copy in the employee's HR record and send a countersigned copy to the employee.","Use a timestamped e-signature platform to create an audit trail — particularly important if the employee later disputes their awareness of confidentiality or data security obligations.",[386,390,394,398,402,406],{"mistake":387,"why_it_matters":388,"fix":389},"Making all team-building activities mandatory","Requiring attendance at after-hours or social events can constitute unpaid work time in Canada, the UK, and several EU member states, creating wage liability and potential constructive dismissal claims.","Distinguish mandatory professional activities (e.g., quarterly all-hands) from encouraged social events, and schedule all mandatory events within contracted working hours.",{"mistake":391,"why_it_matters":392,"fix":393},"Using surveillance tools without written notice","Keystroke logging, screen capture, or continuous video monitoring without explicit written disclosure violates privacy law in Canada (PIPEDA), the UK (GDPR/UK GDPR), and all EU member states — exposing the employer to significant regulatory fines.","If any monitoring tool is used, describe it specifically in the data security clause, obtain written consent, and confirm the tool is permitted under the applicable jurisdiction's employment privacy law.",{"mistake":395,"why_it_matters":396,"fix":397},"Applying headquarters' core hours to all remote employees","Requiring a remote employee in London to be available during Pacific Time core hours may breach working-time regulations and creates resentment that undermines the engagement goals the policy is meant to achieve.","Define core hours in the employee's local time zone and limit mandatory overlap to a 2–4 hour window sufficient for team collaboration.",{"mistake":399,"why_it_matters":400,"fix":401},"No annual review clause","Remote work employment law has changed significantly since 2020 — GDPR monitoring guidance, Ontario's right-to-disconnect law, and the EU Platform Work Directive have all introduced new obligations. A static policy creates compliance gaps.","Include a mandatory annual review clause naming a responsible role and a review-by date, and update the policy before it exceeds 12 months from the last signed version.",{"mistake":403,"why_it_matters":404,"fix":405},"Vague reimbursement language with no cap or deadline","Open-ended reimbursement obligations — 'reasonable home office expenses will be covered' — have resulted in contested retroactive claims for thousands of dollars in several jurisdictions.","State a specific monthly or annual cap per expense category (e.g., internet: $60/month, equipment: $500 one-time) and require receipts submitted within 30 days of the expense.",{"mistake":407,"why_it_matters":408,"fix":409},"Governing law set to headquarters' state when employees work elsewhere","California, Ontario, and all EU member states apply local employment law regardless of a choice-of-law clause — a New York governing law clause does not override Ontario's Employment Standards Act minimum notice obligations or California's expense reimbursement statute.","Use the employee's work location as the governing jurisdiction, or include jurisdiction-specific addenda for employees in materially different locations.",[411,414,417,420,423,426,429,432,435],{"question":412,"answer":413},"What is a remote team building strategy document?","A remote team building strategy document is a formal policy that defines how an employer will maintain team cohesion, communication, performance accountability, and employee well-being for a distributed or work-from-home workforce. Unlike an informal guide, a signed document creates binding obligations on both the employer and the employee, covering everything from approved communication tools and core hours to virtual engagement activities and data security obligations.\n",{"question":415,"answer":416},"Is a remote team building policy legally required?","No jurisdiction currently mandates a document with this specific title, but several employment law obligations make a written policy effectively necessary. Ontario's Right to Disconnect legislation requires employers with 25 or more employees to have a written disconnecting-from-work policy. UK and EU employers must provide written particulars of remote working arrangements, including monitoring practices and working-time rules. A well-structured policy satisfies multiple overlapping obligations in a single document.\n",{"question":418,"answer":419},"Can team-building activities be made mandatory for remote employees?","Professional development activities and scheduled team meetings held during contracted working hours can generally be made mandatory. Social or after-hours activities are a different matter — requiring attendance at events outside contracted hours may constitute unpaid work time in Canada, the UK, and the EU. The safest approach is to schedule all mandatory activities during core hours and clearly label social events as voluntary.\n",{"question":421,"answer":422},"What communication tools should be specified in the policy?","Name each tool specifically rather than using generic categories. Include at minimum an instant messaging platform (e.g., Slack or Microsoft Teams), a video conferencing tool (e.g., Zoom or Google Meet), and an email system. Assign a response-time standard to each channel — for example, instant messages within 2 business hours, emails within 1 business day. Vague communication standards are the most common source of manager-employee conflict in distributed teams.\n",{"question":424,"answer":425},"How should performance be measured for remote employees?","Output-based metrics — deliverables completed, milestones hit, OKRs tracked in a shared system — are both more effective and more legally defensible than activity-based monitoring such as time-tracking software or screen capture. Output metrics respect employee autonomy, reduce the risk of digital presenteeism, and avoid triggering employee monitoring regulations in Canada, the UK, and the EU.\n",{"question":427,"answer":428},"Do remote employees have a right to disconnect from work?","Ontario, Canada enacted a Right to Disconnect law in 2022 requiring employers with 25 or more employees to maintain a written policy on disconnecting from work after hours. France, Spain, Portugal, Italy, and Belgium have similar legislative protections. Even where no explicit statute applies, failure to manage after-hours contact expectations can contribute to constructive dismissal claims or occupational health liability. A clear core-hours clause and an explicit statement that employees are not expected to respond outside those hours addresses this risk directly.\n",{"question":430,"answer":431},"What expenses must an employer reimburse for remote employees?","This varies by jurisdiction. California Labor Code Section 2802 requires employers to reimburse all reasonable and necessary expenses, including home internet and phone costs. Ontario and most EU member states require reimbursement for equipment and connectivity costs necessary to perform the job. In the UK, employees can claim tax relief for home-working expenses; employers are not always legally required to reimburse directly but commonly do. Specifying a cap and a submission process in the policy prevents open-ended liability.\n",{"question":433,"answer":434},"How often should a remote team building policy be updated?","At minimum annually, and immediately following any significant change in applicable employment law or company operations. Remote work legislation has evolved rapidly since 2020 — Ontario's disconnecting-from-work rules, the EU's updated telework guidance, and expanding GDPR enforcement on employee monitoring all require policy updates. Embedding an annual review clause naming a responsible role and a review-by date is the most reliable way to keep the policy current.\n",{"question":436,"answer":437},"Does this policy need to be signed by employees?","Yes, and it should be signed before the remote work arrangement begins. An unsigned policy is difficult to enforce, particularly for confidentiality, data security, and equipment obligations. Use a timestamped e-signature platform to create a clear audit trail. File the countersigned copy in the employee's HR record and send a copy to the employee — this satisfies the written statement requirements applicable in the UK and most EU member states.\n",[439,443,447,451,455,459],{"industry":440,"icon_asset_id":441,"specifics":442},"Technology / SaaS","industry-saas","Distributed engineering and product teams require explicit asynchronous communication standards, overlap-hour rules across time zones, and strict BYOD and data security obligations covering source code and customer data.",{"industry":444,"icon_asset_id":445,"specifics":446},"Professional Services","industry-professional-services","Client confidentiality obligations extend into the home office environment, requiring VPN mandates, secure document handling rules, and engagement cadences that maintain billable team coordination without inflating meeting time.",{"industry":448,"icon_asset_id":449,"specifics":450},"Financial Services","industry-fintech","Regulatory requirements from FINRA, FCA, and equivalent bodies govern remote supervision of licensed employees — the policy must address supervision protocols, secure communication channels, and audit trail obligations for client-facing staff.",{"industry":452,"icon_asset_id":453,"specifics":454},"Healthcare","industry-healthtech","HIPAA in the US and equivalent data protection rules in Canada and the EU require that remote employees handling patient records use encrypted connections, approved devices, and compliant storage platforms — all of which must be specified in the policy.",{"industry":456,"icon_asset_id":457,"specifics":458},"Education","industry-education","Remote teaching and administrative staff need structured engagement cadences tied to academic calendars, clear availability protocols during student contact hours, and well-being provisions addressing the emotional demands of remote student support.",{"industry":460,"icon_asset_id":461,"specifics":462},"Retail / E-commerce","industry-ecommerce","Back-office and customer service teams working from home require defined shift availability windows, performance metrics tied to ticket resolution and response times, and equipment standards for reliable connectivity during peak trading periods.",[464,466,469,471],{"vs":231,"vs_template_id":232,"summary":465},"A remote work employment agreement is a bilateral contract that amends an employee's terms of employment to reflect a remote arrangement — covering compensation, location, equipment, and termination rights. A team building strategy document focuses on the operational and cultural framework governing how distributed teams communicate, collaborate, and maintain engagement. Both documents are often used together: the agreement sets the legal terms, and the strategy document operationalizes the day-to-day expectations.",{"vs":106,"vs_template_id":467,"summary":468},"employee-handbook-D712","An employee handbook covers the full range of workplace policies — conduct, leave, benefits, and disciplinary procedures — for all employees. A remote team building strategy document is narrower and more actionable, focusing specifically on the structures and commitments that address the unique challenges of distributed work. A well-organized handbook will reference or incorporate the remote strategy document rather than duplicate it.",{"vs":120,"vs_template_id":243,"summary":470},"An independent contractor agreement governs a self-employed individual engaged for project-based work — it does not create an employment relationship or carry employer obligations around engagement, well-being, or team cohesion. A remote team building policy applies exclusively to employees. Using a contractor agreement as a substitute for employee remote-work documentation is a misclassification risk.",{"vs":246,"vs_template_id":472,"summary":473},"D{IT_AUP_PLACEHOLDER}","An IT and acceptable use policy governs how employees may use company systems, devices, and networks — it is a security and compliance document. A remote team building strategy document is primarily a people and culture document, though it incorporates data security obligations by reference. The two documents serve different purposes and should be maintained separately, with the remote strategy document cross-referencing the IT policy as an attached schedule.",{"use_template":475,"template_plus_review":479,"custom_drafted":483},{"best_for":476,"cost":477,"time":478},"Small businesses and single-jurisdiction employers formalizing remote work practices for the first time","Free","1–2 hours",{"best_for":480,"cost":481,"time":482},"Employers with remote workers in multiple provinces, states, or countries, or where employee monitoring tools are in use","$300–$800 for an employment lawyer review","2–5 days",{"best_for":484,"cost":485,"time":486},"Enterprises with large distributed workforces, regulated industries, or multi-jurisdictional operations requiring jurisdiction-specific addenda","$1,500–$4,000+","2–4 weeks",[488,493,498,503],{"code":489,"name":490,"flag_asset_id":491,"note":492},"us","United States","flag-us","No federal statute mandates a remote team building policy, but California Labor Code Section 2802 requires reimbursement of all necessary remote-work expenses. The FTC's guidance on employee monitoring and state-level biometric privacy laws (Illinois BIPA, Texas CUBI) apply to certain monitoring tools used on remote employees. Employers with workers in multiple states should include state-specific addenda addressing expense reimbursement, monitoring disclosure, and wage payment rules.",{"code":494,"name":495,"flag_asset_id":496,"note":497},"ca","Canada","flag-ca","Ontario's Right to Disconnect legislation (Employment Standards Act, s. 21.1.1) requires employers with 25 or more employees to maintain a written disconnecting-from-work policy, which must be provided to employees within 30 days of hire or policy change. Most provincial privacy statutes (PIPEDA federally; Quebec Law 25) require explicit disclosure of any employee monitoring. Quebec's Law 25 imposes stricter consent and data handling requirements; remote policies for Quebec employees should be reviewed in French.",{"code":499,"name":500,"flag_asset_id":501,"note":502},"uk","United Kingdom","flag-uk","UK employers must provide a written statement of employment particulars that includes the employee's place of work — a home-office arrangement must be reflected here. UK GDPR and the ICO's guidance on employee monitoring require that any remote monitoring tools be disclosed in writing, proportionate to the business need, and supported by a Data Protection Impact Assessment. The Working Time Regulations 1998 cap the working week at 48 hours (opt-out permitted) and apply equally to remote employees.",{"code":504,"name":505,"flag_asset_id":506,"note":507},"eu","European Union","flag-eu","The EU's 2002 Framework Agreement on Telework and the 2020 European Social Partners' Framework Agreement on Digitalisation set baseline expectations for remote work conditions, including voluntary participation, cost coverage, and well-being protections. GDPR Article 88 permits member states to adopt specific rules on employee data processing — monitoring remote employees without explicit written notice and a documented legal basis is a common GDPR violation. Several member states (France, Spain, Belgium, Portugal) have enacted right-to-disconnect laws with financial penalties for non-compliance.",[232,467,243,509,510,511,512,513,514,515,516,517],"employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","job-offer-letter-long-D12769","fixed-term-contract-D13225","strategic-planning-template-D13857","marketing-plan-D1366","swot-analysis-D12676","financial-projections_12-months-D360",{"emit_how_to":197,"emit_defined_term":197},{"primary_folder":99,"secondary_folder":520,"document_type":521,"industry":522,"business_stage":523,"tags":524,"confidence":529},"team-culture-and-engagement","policy","general","all-stages",[525,526,527,528],"team-building","employee-engagement","culture","remote-work",0.92,"\u003Ch2>What is a Strategies for Team Building When Employees Work at Home Document?\u003C/h2>\n\u003Cp>A \u003Cstrong>Strategies for Team Building When Employees Work at Home\u003C/strong> document is a formal, signed policy that establishes an employer's binding commitments and employee obligations for maintaining team cohesion, communication, engagement, and productivity across a distributed or work-from-home workforce. It goes beyond an informal guide by creating enforceable standards for communication tools and response times, scheduled virtual engagement activities, performance accountability, mental health support, data security at home, and expense reimbursement — all in a single document that both parties sign before remote work begins. Unlike a generic remote work agreement, this document focuses specifically on the cultural and operational infrastructure that prevents the isolation, misalignment, and disengagement that erode distributed teams over time.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written, signed strategy document, remote team-building practices exist only as informal habits that evaporate when a manager changes or headcount grows. Employees default to their own communication norms, core hours go undefined, and the absence of structured engagement activities accelerates the isolation that drives remote employee attrition — which runs measurably higher than in-office rates when no deliberate countermeasures are in place. There are also direct legal consequences to the gap: Ontario employers with 25 or more staff face fines for lacking a written disconnecting-from-work policy; UK employers must document remote-work particulars before day one; and EU employers operating without GDPR-compliant monitoring disclosures face regulatory action. A properly executed strategy document closes these compliance gaps while simultaneously giving managers and employees a shared framework that makes distributed teams function as cohesively as co-located ones.\u003C/p>\n",1781185963132]