[{"data":1,"prerenderedAt":497},["ShallowReactive",2],{"document-telecommuting-policy-D735":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":496},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":22},"[YOUR COMPANY NAME] TELECOMMUTING POLICY Employees allowed to telecommute from home or off-site, for some or all of their employment, remain subject to the terms and conditions of employment set forth in the employee handbook and elsewhere. In addition to their existing obligations and responsibilities telecommuters must agree to do the following: Maintain a regular work schedule and an accurate accounting of what they work on and when. Comply with all of the safety regulations that apply to an office. That means having a safe work environment free of clutter, exposed wiring, slippery surfaces, etc. Any employee who telecommutes grants a license to the company to inspect their work premise during normal work hours. Not allow business visitors to their home or off-site work location without the express written permission from their supervisor. Understand that the policies and procedures relating to legal compliance and ethics obligations remain in full force and effect while off-site. 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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",513,"https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":94,"description":6},"remote work agreement",[96,98],{"label":17,"url":97},"human-resources",{"label":20,"url":99},"company-policies","/template/remote-work-agreement-D13282",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":105,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":110,"keywords":113,"url":114},"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},[111,112],{"label":17,"url":97},{"label":20,"url":99},"employee handbook","/template/employee-handbook-D712",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":89,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":124,"keywords":123,"url":131},"Business Continuity 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. Business Continuity 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 Business Continuity Plan is the process of creating systems of prevention and recovery should there be a disruption affecting the company. 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. It also enables continuous operations before and during execution of disaster recovery. As this is an evolving document, always ensure that your employees have the most recent version of the Business Continuity Plan in their possession. 1.2 Purpose The purpose of this document is to provide a structured methodical framework for [YOUR COMPANY NAME] business continuity 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 disruption. This document will also help assess and mitigate the level of risk, assist in the actual development of the 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 or recover from a disruption. 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 Business Continuity Plan is to protect the company and its core resources in the event of a disaster or threat. 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 keep your business in 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 disruption. 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 main contacts within these departments of your company in the event of a disruption. Their roles will be to disseminate and train the rest of your employees on the procedures of your Business Continuity 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 Business Continuity Plan. 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 prevention and recovery will be in the event of a disruption. 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 Business Continuity Plan Once you have appointed the key personnel that will implement your Business Continuity Plan, 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 disruption. 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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. ","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},[142],{"label":143,"url":144},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":148,"descriptionCustom":6,"label":149,"pages":8,"size":89,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":155,"keywords":154,"url":160},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":154,"description":6},"job offer letter long",[156,157],{"label":17,"url":97},{"label":158,"url":159},"Hire an Employee","hire-employee","/template/job-offer-letter-long-D12769",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":89,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":176},"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":169,"description":6},"employment agreement_at will employee",[171,172,173],{"label":17,"url":97},{"label":158,"url":159},{"label":174,"url":175},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",false,{"seo":179,"reviewer":191,"legal_disclaimer":177,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":225,"glossary":250,"sections":281,"how_to_fill":332,"common_mistakes":373,"faqs":398,"industries":423,"comparisons":448,"diy_vs_pro":459,"educational_modules":472,"related_template_ids_curated":475,"schema":484,"classification":486},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"Telecommuting Policy Template (Free Word)","Free telecommuting policy template covering eligibility, remote work expectations, equipment, security, and productivity standards. Used in 190+ countries. Free Word and PDF download.","telecommuting policy template",[184,185,186,187,188,189,190],"remote work policy template","work from home policy template","telecommuting policy template word","remote work policy template free","employee remote work policy","work from home policy sample","telework policy template",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":196,"legal_review_recommended":177,"signature_required":177},"medium",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A Telecommuting Policy is an internal HR document that defines who is eligible to work remotely, under what conditions, and what standards they must meet while doing so. This free Word download gives you a structured, manager-ready starting point you can edit online and export as PDF to distribute to employees and include in your employee handbook.\n","Use it when introducing or formalizing a remote or hybrid work arrangement for part or all of your workforce. It is also the right document to update whenever your existing informal remote-work practice needs written guardrails after a workforce restructuring or office consolidation.\n","Eligibility criteria and approval process, designated work location requirements, availability and communication expectations, equipment and expense provisions, data security and confidentiality rules, performance standards, and the process for modifying or terminating a telecommuting arrangement.\n",[202,206,210,214,217,221],{"title":203,"use_case":204,"icon_asset_id":205},"HR managers","Formalizing remote work rules across a mixed in-office and remote workforce","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Small business owners","Setting clear expectations for the first time employees work from home","persona-small-business-owner",{"title":211,"use_case":212,"icon_asset_id":213},"Operations directors","Standardizing remote work procedures across multiple departments or locations","persona-operations-director",{"title":215,"use_case":216,"icon_asset_id":205},"People and culture leads","Designing a hybrid-work framework that balances flexibility with accountability",{"title":218,"use_case":219,"icon_asset_id":220},"CEOs and founders","Documenting remote work norms before a lease expiration or office downsizing","persona-ceo",{"title":222,"use_case":223,"icon_asset_id":224},"Office managers","Coordinating desk-sharing and scheduling when staff split time between home and office","persona-office-manager",[226,230,234,237,240,243,246],{"situation":227,"recommended_template":228,"slug":229},"Full-time remote arrangement for all employees","Remote Work Policy","remote-work-policy-D12540",{"situation":231,"recommended_template":232,"slug":233},"Hybrid schedule with set in-office days","Hybrid Work Policy","hybrid-work-policy-D13470",{"situation":235,"recommended_template":87,"slug":236},"Individual remote work agreement for a single employee","remote-work-agreement-D13282",{"situation":238,"recommended_template":117,"slug":239},"Temporary work-from-home during an emergency or disruption","business-continuity-plan-D12788",{"situation":241,"recommended_template":242,"slug":229},"Employees working across international borders","International Remote Work Policy",{"situation":244,"recommended_template":134,"slug":245},"Contractor or freelancer working off-site","independent-contractor-agreement-D160",{"situation":247,"recommended_template":248,"slug":249},"Governing equipment loans to remote employees","Equipment Loan Agreement","equipment-loan-agreement-D12843",[251,254,257,260,263,266,269,272,275,278],{"term":252,"definition":253},"Telecommuting","A work arrangement in which an employee performs their regular job duties from a location other than the employer's primary office, typically their home.",{"term":255,"definition":256},"Hybrid Work","A schedule in which an employee splits working time between a remote location and the employer's physical office, often on set days.",{"term":258,"definition":259},"Designated Work Location","The specific address — typically the employee's home — approved by the employer as the employee's remote work site.",{"term":261,"definition":262},"Core Hours","The defined window of the workday during which all employees, regardless of location, are expected to be available and responsive.",{"term":264,"definition":265},"Availability and Responsiveness Standards","Employer-defined expectations for how quickly a remote employee must acknowledge messages, join calls, or respond to requests during working hours.",{"term":267,"definition":268},"Equipment Stipend","A fixed amount the employer pays — once or monthly — toward the cost of a home office setup, including hardware, internet, or furniture.",{"term":270,"definition":271},"Data Security Protocol","The set of technical and behavioral rules employees must follow to protect company data when working outside the corporate network.",{"term":273,"definition":274},"VPN (Virtual Private Network)","Software that encrypts internet traffic and routes it through the company's network, required by many employers for remote access to internal systems.",{"term":276,"definition":277},"Performance Agreement","A documented understanding between a manager and a remote employee specifying measurable output targets for the telecommuting period.",{"term":279,"definition":280},"Telecommuting Termination Clause","A provision reserving the employer's right to revoke a remote work arrangement with defined notice if business needs change or performance standards are not met.",[282,287,292,297,302,307,312,317,322,327],{"name":283,"plain_english":284,"sample_language":285,"common_mistake":286},"Purpose and scope","States why the policy exists, which employees it applies to, and which roles or departments are excluded.","This Telecommuting Policy applies to all full-time and part-time employees of [COMPANY NAME] in [APPLICABLE ROLES / DEPARTMENTS]. The policy does not apply to [EXCLUDED ROLES, e.g., on-site production staff].","Omitting excluded roles. Without a clear scope, employees in on-site roles request remote arrangements the policy was never intended to cover, creating inconsistent approvals and morale issues.",{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Eligibility criteria","Defines which employees qualify to telecommute, typically based on role type, tenure, and recent performance history.","Employees are eligible to apply for a telecommuting arrangement if they: (a) have completed at least [X] months of employment; (b) hold a role classified as remote-compatible under Schedule A; and (c) have a performance rating of [SATISFACTORY / MEETS EXPECTATIONS] or higher in their most recent review.","Making eligibility entirely discretionary with no criteria. Managers then make inconsistent decisions, exposing the company to claims of disparate treatment.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Approval process","Describes how an employee requests a remote arrangement, who approves it, and how long the approval is valid.","Employees wishing to telecommute must submit a Telecommuting Request Form to their direct manager. Requests require sign-off from [MANAGER TITLE] and [HR TITLE] and are valid for [PERIOD, e.g., 12 months], after which they must be renewed.","Approving arrangements verbally with no written record. When disputes arise over schedule changes or performance expectations, neither party has documentation of what was agreed.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Designated work location requirements","Specifies where the employee is permitted to work remotely — typically a fixed home address — and conditions the location must meet.","The employee's approved work location is [HOME ADDRESS]. The location must have a dedicated workspace free from interruptions during core hours, a broadband internet connection of at least [X] Mbps, and a private space for confidential calls.","Not requiring a fixed approved address. Employees working from cafes, co-working spaces, or foreign countries create data security, tax nexus, and insurance complications the policy needs to address explicitly.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Work schedule and availability","States the employee's required working hours, core availability window, and expectations for attending meetings and responding to communications.","Remote employees must be available and responsive during core hours of [START TIME] to [END TIME] [TIMEZONE], Monday through Friday. Employees are expected to acknowledge messages within [X] minutes and join scheduled calls on time.","Leaving availability expectations vague. 'Be available during normal business hours' is unenforceable and leads to complaints from managers in different time zones.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Equipment, technology, and expenses","Clarifies who provides what equipment, what the company reimburses, and the employee's responsibility for company-owned devices.","The Company will provide [LIST EQUIPMENT, e.g., a laptop, monitor, and headset]. The employee is responsible for providing a reliable internet connection. An internet stipend of $[X] per month will be included in payroll. Company-owned equipment must be returned within [X] business days of the arrangement ending.","Omitting a return and condition clause for company equipment. When remote arrangements end, recovering equipment without this language requires a separate legal process.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Data security and confidentiality","Sets out the technical and behavioral rules employees must follow to protect company and client data while working remotely.","Remote employees must access company systems exclusively through the Company-approved VPN. Employees must not use public Wi-Fi for work tasks without VPN enabled, must lock their screen when away from their workstation, and must not store confidential data on personal devices.","Referencing a separate IT security policy without embedding the minimum requirements here. Employees read one document; if the rules are scattered across three, key obligations go unnoticed.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Performance expectations and monitoring","Confirms that remote employees are held to the same performance standards as in-office employees and describes how output will be tracked.","Telecommuting does not alter the employee's job responsibilities, output targets, or performance review cycle. Managers will conduct [monthly / quarterly] check-ins with remote employees specifically to review workload, deliverables, and communication quality.","Describing productivity monitoring tools (screen capture, keyloggers) without disclosing them to employees in advance. Undisclosed monitoring creates legal exposure in several US states and across the EU.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Health, safety, and workspace standards","States that the employee is responsible for maintaining a safe home workspace and what the company's occupational health obligations cover in a remote context.","The employee is responsible for ensuring their designated workspace meets basic ergonomic and safety standards. The Company is not liable for injuries sustained in a non-work area of the employee's home. Employees should report any work-related injury at their home workspace to [HR CONTACT] within [X] hours.","Stating the company has no liability for home-office injuries without clarifying what workers' compensation covers. In most jurisdictions, work-related injuries at a home workspace are compensable — the policy should direct employees to report them, not disclaim coverage.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Modification and termination of arrangement","Reserves the company's right to end or modify the telecommuting arrangement with defined notice, and sets out the conditions that trigger immediate revocation.","Either party may terminate this telecommuting arrangement with [X weeks'] written notice. The Company may revoke approval immediately, with no notice, if the employee's performance falls below acceptable standards, a data security incident occurs at the remote location, or business needs require on-site presence.","No termination clause at all. Without one, employees treat a remote arrangement as a permanent entitlement, and managers face significant pushback — and sometimes legal challenges — when trying to require a return to office.",[333,338,343,348,353,358,363,368],{"step":334,"title":335,"description":336,"tip":337},1,"Define the scope and excluded roles","Identify which job titles and departments the policy covers. List any roles that are explicitly excluded — on-site roles, roles requiring physical access to equipment, or roles in regulated environments.","Attach a Schedule A listing remote-compatible job titles rather than embedding them in the body; this lets you update the list without amending the full policy.",{"step":339,"title":340,"description":341,"tip":342},2,"Set measurable eligibility criteria","Enter the minimum tenure, performance rating, and any other objective criteria an employee must meet before applying. Keep criteria tied to documented records so decisions are defensible.","Align eligibility criteria with your performance review cycle — e.g., 'satisfactory or above in the most recent annual review' — so managers always have a current data point.",{"step":344,"title":345,"description":346,"tip":347},3,"Document the approval workflow","Name the approving roles (direct manager plus HR, for example), specify the form or channel employees use to apply, and state how long approvals remain valid before renewal.","Route approvals through a shared HR system rather than email chains so there is a single, searchable record of every active arrangement.",{"step":349,"title":350,"description":351,"tip":352},4,"Specify the approved work location","Require employees to submit their home address as the designated work location. Note any conditions the location must meet — minimum internet speed, private workspace, country of residence.","Include a checkbox on the request form confirming the location meets minimum requirements; this puts the employee on record and reduces later disputes.",{"step":354,"title":355,"description":356,"tip":357},5,"Set core hours and availability expectations","Enter the required availability window, the time zone it applies to, and your expected response time for messages and calls. Be specific — 'within 30 minutes during core hours' is enforceable; 'reasonably available' is not.","If your team spans multiple time zones, define core hours as the overlap window and document it explicitly rather than defaulting to headquarters time.",{"step":359,"title":360,"description":361,"tip":362},6,"Detail equipment provision and expense reimbursement","List every item the company provides, the monthly stipend amount (if any) for internet or home-office expenses, and the process for returning company equipment when the arrangement ends.","Cap monthly expense reimbursements at a specific dollar amount to prevent ambiguity — 'reasonable internet costs' generates disputes; '$75/month' does not.",{"step":364,"title":365,"description":366,"tip":367},7,"Embed the minimum data security rules","List the non-negotiable security requirements directly in this section — VPN use, screen lock, prohibition on public Wi-Fi without VPN, and no storage of confidential data on personal devices.","Cross-reference your full IT security policy by name and version number so that policy updates automatically apply without requiring a telecommuting policy amendment.",{"step":369,"title":370,"description":371,"tip":372},8,"State the modification and termination terms","Enter the notice period for ending the arrangement from either side, and list the conditions that allow the company to revoke approval immediately without notice.","Include a plain-language acknowledgment line at the bottom of the policy that the employee signs — this creates a record that they understood the arrangement is not permanent.",[374,378,382,386,390,394],{"mistake":375,"why_it_matters":376,"fix":377},"No defined eligibility criteria","Without criteria, managers make approval decisions inconsistently, creating claims of favoritism or disparate treatment across demographic groups.","Anchor eligibility to at least two objective, documented factors — tenure and performance rating are the most defensible and easiest to apply consistently.",{"mistake":379,"why_it_matters":380,"fix":381},"Approving arrangements verbally with no written record","Verbal approvals are impossible to enforce consistently, and when schedules or expectations change, neither side has a baseline to reference.","Route all approvals through a Telecommuting Request Form that captures the approved location, schedule, and duration — signed by the manager and HR.",{"mistake":383,"why_it_matters":384,"fix":385},"Leaving data security requirements in a separate document only","Employees read the telecommuting policy when they set up remote work and rarely revisit the IT security handbook independently. Critical rules go missed.","Embed the five to seven non-negotiable security rules — VPN, screen lock, no public Wi-Fi, no personal device storage — directly in the telecommuting policy section.",{"mistake":387,"why_it_matters":388,"fix":389},"Omitting a termination or revocation clause","Without explicit language reserving the right to revoke, employees treat a remote arrangement as permanent, and returning them to office becomes an HR and legal challenge.","Include both a standard notice period for voluntary or company-initiated termination and a short list of immediate-revocation triggers such as a security incident or performance failure.",{"mistake":391,"why_it_matters":392,"fix":393},"Not specifying a fixed approved work location","Employees working from different cities, states, or countries create payroll tax nexus, employment law compliance, and data sovereignty issues the company may not discover until an audit.","Require employees to submit and get approval for a fixed home address. Add a change-of-location notification requirement so HR is informed before any move.",{"mistake":395,"why_it_matters":396,"fix":397},"Vague availability language","Terms like 'during normal business hours' or 'reasonably available' are interpreted differently by every employee and manager, making performance conversations harder to have.","Define core hours as specific start and end times in a named time zone, and state a maximum response time for messages — for example, 30 minutes for chat and 4 hours for email.",[399,402,405,408,411,414,417,420],{"question":400,"answer":401},"What is a telecommuting policy?","A telecommuting policy is an internal HR document that governs who may work remotely, under what conditions, and what standards they must meet. It sets out eligibility criteria, the approval process, work location requirements, availability expectations, equipment provisions, data security rules, and the company's right to modify or end a remote arrangement. It applies to any business that allows employees to work outside the primary office on a regular or occasional basis.\n",{"question":403,"answer":404},"Do I need a telecommuting policy if my whole team is remote?","Yes — a fully remote team needs a written policy more than a hybrid one. Without it, there are no documented standards for availability, data security, equipment ownership, or performance expectations, and no formal mechanism for handling disputes or changes to individual arrangements. A policy also protects the company when onboarding new hires who have never worked in an office and therefore have no default expectations to fall back on.\n",{"question":406,"answer":407},"What is the difference between a telecommuting policy and a remote work agreement?","A telecommuting policy is a company-wide document that sets the rules for all remote workers. A remote work agreement is an individual document signed by one employee and their manager confirming the specific terms of that person's arrangement — their approved address, schedule, and equipment. The policy is the rulebook; the agreement is the individual application of it.\n",{"question":409,"answer":410},"Can a company require employees to return to the office after a remote arrangement is in place?","In most jurisdictions, yes — provided the employment contract or the telecommuting policy itself reserves that right with reasonable notice. Without a modification or termination clause in the policy, employers may face resistance or claims that the remote arrangement has become an implied term of employment. Always include explicit revocation language and a notice period, typically two to four weeks.\n",{"question":412,"answer":413},"Should employees sign the telecommuting policy?","Employees should sign an acknowledgment confirming they have read and understood the policy — either as a standalone signature page attached to the policy or as part of the individual Telecommuting Request Form. A signed acknowledgment establishes that the employee knew the arrangement was not permanent and agreed to the data security and availability requirements.\n",{"question":415,"answer":416},"Does a telecommuting policy need to address workers' compensation?","It should. In most US states and Canadian provinces, a work-related injury occurring at a home workspace is covered by workers' compensation regardless of where the work is performed. The policy should require employees to maintain a safe workspace, designate the specific work area within their home, and report any work-related injury to HR within a defined timeframe. Stating that the company bears no liability for home injuries does not override statutory coverage.\n",{"question":418,"answer":419},"How often should a telecommuting policy be updated?","Review the policy at least once a year, and update it immediately when there is a significant change in your workforce structure, office footprint, data security requirements, or applicable employment law. The rapid evolution of remote work norms since 2020 means policies written before 2022 are likely to contain gaps — particularly around cross-border work, monitoring disclosure, and equipment stipend amounts.\n",{"question":421,"answer":422},"Can the same policy apply to both full-time remote and hybrid employees?","A single policy can cover both, provided it clearly distinguishes between the two arrangements where the rules differ — particularly around required in-office days, desk-booking procedures, and equipment provisions. If the arrangements are substantially different in practice, separate sections or a separate hybrid addendum prevent confusion and make manager training easier.\n",[424,428,432,436,440,444],{"industry":425,"icon_asset_id":426,"specifics":427},"Technology / SaaS","industry-saas","Emphasis on data security protocols, VPN requirements, and equipment standards for employees accessing production systems and customer data from home.",{"industry":429,"icon_asset_id":430,"specifics":431},"Financial services","industry-fintech","Regulatory obligations — including FINRA, SEC, and FCA rules — require specific data handling, call recording, and supervision standards that must be reflected in any remote work policy.",{"industry":433,"icon_asset_id":434,"specifics":435},"Professional services","industry-professional-services","Client confidentiality and billable-hour tracking requirements make availability windows and workspace privacy standards especially important to document.",{"industry":437,"icon_asset_id":438,"specifics":439},"Healthcare","industry-healthtech","HIPAA compliance requires that remote employees handling protected health information use encrypted connections, locked screens, and approved devices at all times.",{"industry":441,"icon_asset_id":442,"specifics":443},"Retail / E-commerce","industry-retail","Remote eligibility is limited to back-office, marketing, and customer-service roles; the policy must be explicit that warehouse and fulfillment staff are excluded.",{"industry":445,"icon_asset_id":446,"specifics":447},"Education","industry-education","Remote teaching and administration roles require specific platform security standards and student data privacy rules — particularly for K-12 institutions subject to FERPA.",[449,451,454,457],{"vs":87,"vs_template_id":236,"summary":450},"A remote work agreement is an individual document signed by one employee and their manager to confirm the specific terms of that person's remote arrangement — address, schedule, equipment, and performance targets. A telecommuting policy is the company-wide rulebook that governs all such arrangements. You need both: the policy sets the rules; the agreement applies them to each individual.",{"vs":103,"vs_template_id":452,"summary":453},"employee-handbook-D712","An employee handbook is a comprehensive reference document covering all HR policies — benefits, conduct, PTO, and more. A telecommuting policy is a standalone document that goes into far more operational detail on remote work than a handbook section can. The handbook should reference the standalone telecommuting policy rather than attempt to replicate it.",{"vs":117,"vs_template_id":455,"summary":456},"business-continuity-plan-D12508","A business continuity plan governs how the company maintains operations during emergencies — including emergency remote-work scenarios. A telecommuting policy governs planned, ongoing remote work arrangements under normal conditions. They serve different triggers and different timeframes, though the BCP may cross-reference the telecommuting policy for its remote-work procedures.",{"vs":134,"vs_template_id":245,"summary":458},"An independent contractor agreement governs a self-employed individual engaged for project-based work — it does not create an employment relationship. A telecommuting policy applies to employees working remotely. Applying employee remote-work rules to contractors blurs the classification line and can create misclassification liability.",{"use_template":460,"template_plus_review":464,"custom_drafted":468},{"best_for":461,"cost":462,"time":463},"Small and mid-sized businesses formalizing remote work rules for a domestic workforce","Free","1–2 hours to complete and distribute",{"best_for":465,"cost":466,"time":467},"Companies with employees in multiple US states, unionized workforces, or recent rapid expansion of remote headcount","$200–$500 for an HR consultant or employment attorney review","3–5 business days",{"best_for":469,"cost":470,"time":471},"Enterprises with cross-border remote employees, regulated industries (financial services, healthcare), or workforces subject to collective bargaining agreements","$1,000–$3,000+","1–3 weeks",[473,474],"remote-work-best-practices","hr-policy-writing-fundamentals",[236,452,239,245,476,477,478,479,480,481,482,483],"job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","how-to-create-a-performance-improvement-plan-D12564","it-security-policy-D13722","expense-reimbursement-policy-D13688","checklist-new-employee-onboarding-D13617",{"emit_how_to":485,"emit_defined_term":485},true,{"primary_folder":97,"secondary_folder":487,"document_type":488,"industry":489,"business_stage":490,"tags":491,"confidence":495},"workplace-policies","policy","general","all-stages",[492,488,493,494,487],"hr","telecommuting","remote-work",0.95,"\u003Ch2>What is a Telecommuting Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Telecommuting Policy\u003C/strong> is an internal HR document that establishes the rules, standards, and procedures governing remote work arrangements across an organization. It defines which employees are eligible to work from home, what approval process they must follow, where they are permitted to work, what hours they must be available, who provides their equipment, and how their performance will be measured. It also specifies the conditions under which the company can modify or revoke a remote arrangement. Unlike a casual manager-level approval, a written telecommuting policy creates consistent, enforceable expectations that apply equally to every employee regardless of department or seniority.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a written telecommuting policy leaves four significant gaps simultaneously. First, eligibility decisions become manager-dependent — two employees with the same role and performance record receive different answers, creating morale and legal exposure. Second, there is no documented standard for data security at home offices, meaning a single employee's use of public Wi-Fi can expose customer records or proprietary systems. Third, without a termination or revocation clause, remote arrangements become implied permanent entitlements, making any return-to-office requirement a potential legal dispute. Fourth, employees working from unapproved locations — a different state, a co-working cafe, or another country — create payroll tax nexus and employment law compliance issues the company discovers only at audit time. A single, well-structured telecommuting policy closes all four gaps, takes under two hours to complete with this template, and gives every manager a defensible, consistent framework to apply from day one.\u003C/p>\n",1781186032061]