[{"data":1,"prerenderedAt":476},["ShallowReactive",2],{"document-work-from-home-checklist-D12741":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":475},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"CHECKLIST WORK FROM HOME When working from home or remotely, there are several things you need to consider before starting your workday. Below is a checklist of things you need to consider as you work from home. Online Connection Make sure you have a secure and reliable internet connection. Are you connected to the company server (if your company has one)? Can you access your company email and messenger platform? Are you connected to an online video conferencing system? (Zoom, Skype, Google Hangouts, etc.) Workspace Reserve a workspace in your home separate from the rest of your life. 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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":105,"pages":106,"size":9,"extension":107,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":118},"Small Business Expense Report","1","xls","https://templates.business-in-a-box.com/imgs/1000px/small-business-expense-report-D13396.png","https://templates.business-in-a-box.com/imgs/250px/13396.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13396.xml",{"title":112,"description":6},"small business expense report",[114,117],{"label":115,"url":116},"Credit & Collection","credit-collection",{"label":115,"url":116},"/template/small-business-expense-report-D13396",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":9,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":136},"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":127,"description":6},"employment agreement_at will employee",[129,130,133],{"label":18,"url":99},{"label":131,"url":132},"Hire an Employee","hire-employee",{"label":134,"url":135},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":138,"descriptionCustom":6,"label":139,"pages":140,"size":9,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":151},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":145,"description":6},"non disclosure agreement nda",[147,148],{"label":134,"url":135},{"label":149,"url":150},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":153,"descriptionCustom":6,"label":154,"pages":155,"size":156,"extension":10,"preview":157,"thumb":158,"svgFrame":159,"seoMetadata":160,"parents":161,"keywords":164,"url":165},"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},[162,163],{"label":18,"url":99},{"label":101,"url":102},"employee handbook","/template/employee-handbook-D712",{"description":167,"descriptionCustom":6,"label":168,"pages":140,"size":9,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":174,"keywords":173,"url":177},"INFORMATION TECHNOLOGY (IT) ACCEPTABLE USE POLICY PURPOSE The purpose of this Information Technology Acceptable Use Policy is to define the guidelines and expectations for the appropriate and responsible use of [COMPANY NAME]'s information technology resources. This Policy aims to ensure the security, integrity, and availability of company data and systems while promoting ethical and lawful use. SCOPE This Policy applies to all employees, contractors, vendors, visitors, and authorized users who access [COMPANY NAME]'s information technology resources. It encompasses the use of computer systems, networks, software, internet access, and all related technology assets. POLICY STATEMENTS Authorized Use Information technology resources provided by [COMPANY NAME] are to be used solely for business-related purposes. Personal use is permitted within reasonable limits, provided it does not interfere with work duties or violate this Policy. Security and Passwords Users are responsible for maintaining the security of their accounts, passwords, and access credentials. Passwords should be strong, confidential, and not shared with others. Access Control Users are granted access to company systems and data based on their job responsibilities. Unauthorized access or attempts to gain unauthorized access are strictly prohibited. Data Protection Users must take precautions to protect sensitive company data from loss, theft, or unauthorized disclosure. Data should be stored and transmitted securely, following company policies and applicable regulations. Software and Licensing Only authorized software with valid licenses may be installed and used on company-owned devices. Unauthorized copying, distribution, or use of copyrighted software is prohibited. Internet Usage Internet access is provided for business purposes","IT Acceptable Use Policy","https://templates.business-in-a-box.com/imgs/1000px/it-acceptable-use-policy-D13720.png","https://templates.business-in-a-box.com/imgs/250px/13720.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13720.xml",{"title":173,"description":6},"it acceptable use policy",[175,176],{"label":18,"url":99},{"label":101,"url":102},"/template/it-acceptable-use-policy-D13720",false,{"seo":180,"reviewer":192,"quick_facts":196,"at_a_glance":198,"personas":202,"variants":226,"glossary":249,"fields":280,"how_to_fill":331,"common_mistakes":367,"faqs":384,"industries":409,"comparisons":426,"diy_vs_pro":438,"related_template_ids_curated":451,"schema":462,"classification":464},{"meta_title":181,"meta_description":182,"primary_keyword":15,"secondary_keywords":183},"Work From Home Checklist Template (Free Word)","Free work from home checklist template to set up remote employees for day-one productivity. Covers equipment, software, security, and ergonomics. Free Word and PDF download.",[184,185,186,187,188,189,190,191],"remote work checklist template","work from home checklist template","work from home checklist word","remote employee setup checklist","home office checklist","remote onboarding checklist","telecommute checklist","wfh checklist template",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":197,"legal_review_recommended":178,"signature_required":178},"easy",{"what_it_is":199,"when_you_need_it":200,"whats_inside":201},"A Work From Home Checklist is a structured form that confirms every equipment, software, security, and workspace requirement is in place before a remote employee begins working independently. This free Word download lets managers and HR teams edit, assign, and track completion for each item — then export as PDF for recordkeeping.\n","Use it when onboarding a new remote hire, transitioning an in-office employee to a hybrid or fully remote arrangement, or conducting a periodic remote-setup audit to close compliance or productivity gaps.\n","Hardware and connectivity requirements, software access and account provisioning, cybersecurity controls, ergonomics and workspace standards, communication tool setup, data handling procedures, and an employee acknowledgment sign-off block.\n",[203,207,211,215,219,222],{"title":204,"use_case":205,"icon_asset_id":206},"HR managers","Standardizing remote onboarding across all new hires and transfers","persona-hr-manager",{"title":208,"use_case":209,"icon_asset_id":210},"IT administrators","Confirming device, VPN, and software access before an employee's first remote day","persona-it-admin",{"title":212,"use_case":213,"icon_asset_id":214},"Small business owners","Creating a repeatable remote-work setup process without a dedicated HR team","persona-small-business-owner",{"title":216,"use_case":217,"icon_asset_id":218},"Operations managers","Auditing existing remote employees to close productivity or security gaps","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":206},"Team managers","Verifying each direct report is properly equipped before a team goes fully remote",{"title":223,"use_case":224,"icon_asset_id":225},"Remote employees","Self-certifying their home office meets company equipment and security standards","persona-freelancer",[227,231,234,238,241,245],{"situation":228,"recommended_template":229,"slug":230},"Onboarding a brand-new remote hire before their first day","Remote Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":232,"recommended_template":90,"slug":233},"Documenting an employee's approved remote work arrangement","remote-work-agreement-D13282",{"situation":235,"recommended_template":236,"slug":237},"Conducting a periodic IT security audit for remote staff","IT Security Audit Checklist","it-security-policy-D13722",{"situation":239,"recommended_template":81,"slug":240},"Setting performance expectations for a remote employee","remote-work-policy-D12540",{"situation":242,"recommended_template":243,"slug":244},"Tracking daily tasks and hours for a remote worker","Daily Work Log","work-policy-D13896",{"situation":246,"recommended_template":247,"slug":248},"Reimbursing employees for home office equipment purchases","Employee Expense Report","small-business-expense-report-D13396",[250,253,256,259,262,265,268,271,274,277],{"term":251,"definition":252},"VPN (Virtual Private Network)","Software that encrypts an employee's internet connection and routes it through the company's secure network, protecting data transmitted from a home office.",{"term":254,"definition":255},"MFA (Multi-Factor Authentication)","A login security method requiring two or more verification steps — typically a password plus a code sent to a mobile device — before granting system access.",{"term":257,"definition":258},"Endpoint Security","Antivirus, firewall, and device management software installed on an employee's laptop or desktop to protect company data from malware or unauthorized access.",{"term":260,"definition":261},"Bandwidth","The maximum data transfer speed of an internet connection, measured in Mbps — the minimum threshold for reliable video conferencing is typically 25 Mbps upload and download.",{"term":263,"definition":264},"Ergonomics","The design of a workspace to reduce physical strain — covering chair height, monitor position, keyboard angle, and lighting — to prevent repetitive-stress injuries.",{"term":266,"definition":267},"SSO (Single Sign-On)","An authentication service that lets an employee log in once to access all provisioned company applications without re-entering credentials for each system.",{"term":269,"definition":270},"BYOD (Bring Your Own Device)","A policy permitting employees to use personal computers or phones for work, typically subject to minimum security requirements enforced by MDM software.",{"term":272,"definition":273},"MDM (Mobile Device Management)","Software that lets IT teams remotely configure, monitor, and wipe company or BYOD devices to enforce security policies across a distributed workforce.",{"term":275,"definition":276},"Dedicated Workspace","A defined area in the employee's home used exclusively for work, reducing distractions and satisfying ergonomic and data-privacy standards.",{"term":278,"definition":279},"Acceptable Use Policy","A written rule set defining how employees may use company-provided hardware, software, and network resources — including restrictions on personal use and prohibited websites.",[281,286,291,296,301,306,311,316,321,326],{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Employee and manager information","Records the employee's full name, job title, department, manager, and the date the checklist was completed.","Employee Name: [FULL NAME] | Job Title: [TITLE] | Department: [DEPARTMENT] | Manager: [MANAGER NAME] | Date: [DATE]","Leaving the date blank. Without a completion date, there is no way to determine whether the setup preceded the employee's remote start date or was filled in retroactively.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Hardware and peripherals","Confirms the employee has an approved computer, monitor, keyboard, mouse, headset, and any role-specific peripherals such as a webcam or second monitor.","Laptop / Desktop: [MAKE / MODEL] | Monitor: [YES / NO] | Headset: [YES / NO] | Webcam: [YES / NO] | Other peripherals: [LIST]","Treating any personal laptop as acceptable. Employees using unsupported operating system versions or end-of-life hardware create endpoint security vulnerabilities that a checklist catch prevents.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Internet connection","Verifies the employee's home internet meets the minimum speed and reliability requirements for their role — typically 25 Mbps symmetric for video-heavy roles.","ISP: [PROVIDER] | Download speed: [X Mbps] | Upload speed: [X Mbps] | Connection type: [Cable / Fiber / DSL / Mobile] | Speed test result attached: [YES / NO]","Accepting the employee's self-reported speed without asking for a speed-test screenshot. Actual throughput often differs from the plan advertised by the ISP.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Software access and account provisioning","Lists every application the employee needs — email, project management, CRM, ERP — and confirms each account has been created and tested before day one.","Email: [CONFIRMED] | [APP 1]: [CONFIRMED] | [APP 2]: [CONFIRMED] | SSO configured: [YES / NO] | Software tested by employee: [YES / NO]","Provisioning accounts but not verifying the employee can log in. Broken SSO or misconfigured permissions discovered on the first day cost hours of IT support time.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"VPN and network security","Confirms the VPN client is installed, tested, and connected successfully, and that the employee knows the procedure for reconnecting if the tunnel drops.","VPN client installed: [YES / NO] | VPN connection tested: [YES / NO] | Reconnection procedure reviewed: [YES / NO]","Installing the VPN but skipping the connection test. Employees frequently discover the VPN blocks certain business applications only after they encounter a deadline-critical access issue.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Cybersecurity controls","Checks that MFA is enabled on all key accounts, endpoint security software is installed and updated, and automatic OS updates are turned on.","MFA enabled (email): [YES / NO] | MFA enabled (VPN): [YES / NO] | Antivirus installed: [YES / NO] | OS auto-updates on: [YES / NO] | Last security scan: [DATE]","Checking MFA on email only and skipping other systems. VPN, cloud storage, and HR portals are frequent attack vectors that fall outside the basic email MFA check.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Workspace and ergonomics","Confirms the employee has a dedicated work area with adequate lighting, an adjustable chair, and a monitor at eye level — and that they have reviewed the company's ergonomics guidelines.","Dedicated workspace: [YES / NO] | Adjustable chair: [YES / NO] | Monitor at eye level: [YES / NO] | Adequate lighting: [YES / NO] | Ergonomics guidelines reviewed: [YES / NO]","Skipping the ergonomics section as optional. Workers' compensation claims related to repetitive-strain injuries are more frequent in remote setups than in managed office environments, and a documented check creates a defensible record.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Communication tools and availability","Verifies the employee's video conferencing, instant messaging, and calendar tools are configured, and that their core hours and response-time expectations are documented.","Video platform (e.g., Zoom / Teams): [CONFIGURED] | Chat tool (e.g., Slack): [CONFIGURED] | Calendar shared: [YES / NO] | Core hours: [START TIME] – [END TIME] | Time zone: [TZ]","Omitting time zone. A team distributed across three time zones with no documented core-hours overlap wastes the first two weeks resolving scheduling conflicts reactively.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Data handling and acceptable use","Documents that the employee has read and acknowledged the company's data handling policy, acceptable use policy, and any sector-specific data privacy requirements.","Data handling policy reviewed: [YES / NO] | Acceptable use policy reviewed: [YES / NO] | HIPAA / GDPR awareness (if applicable): [YES / NO] | Documents to be stored in: [LOCATION / SYSTEM]","Combining policy acknowledgment into a single checkbox. Treating HIPAA compliance, GDPR data residency, and general acceptable use as one item obscures which specific requirement was actually reviewed.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Employee acknowledgment","A sign-off line where the employee confirms the setup is complete, they understand their remote work obligations, and the date the checklist was finalized.","I confirm that the above items are in place and I have reviewed all referenced policies. Employee signature: [SIGNATURE] | Date: [DATE] | Manager sign-off: [SIGNATURE] | Date: [DATE]","Making the sign-off optional. Without a dated acknowledgment, there is no documented evidence the employee was made aware of security and policy requirements before beginning remote work.",[332,337,342,347,352,357,362],{"step":333,"title":334,"description":335,"tip":336},1,"Customize the header for your organization","Add your company name, logo, and department. Replace generic field labels with your actual tool names — e.g., 'Slack' instead of 'chat tool' — so the checklist reflects your real stack.","Save a master version with your standard tools pre-filled so managers only need to enter the employee-specific details for each new hire.",{"step":338,"title":339,"description":340,"tip":341},2,"Complete employee and manager details","Enter the employee's full name, job title, department, direct manager, and the target remote start date. This anchors the checklist to a specific person and timeline.","Use the target start date, not the completion date, as the header date — it makes it immediately clear whether setup was finished on time.",{"step":343,"title":344,"description":345,"tip":346},3,"Verify hardware and internet before shipping equipment","Confirm the employee's device model and operating system version meet your IT policy minimums. Ask for a speed-test screenshot at the employee's home location before approving remote work.","Run the speed test at the same time of day the employee will typically be working — bandwidth often degrades significantly during peak neighborhood hours.",{"step":348,"title":349,"description":350,"tip":351},4,"Provision and test all software accounts","Create every required account and have the employee log in and confirm access before their first day. Check SSO, MFA enrollment, and any role-specific application permissions.","Send a test calendar invite and ask the employee to accept it — this confirms email, calendar, and video conferencing are all functioning end-to-end.",{"step":353,"title":354,"description":355,"tip":356},5,"Walk through cybersecurity controls with IT","Have IT or the manager review each security item with the employee: VPN installation and test connection, MFA on all applicable accounts, antivirus status, and OS update settings.","Schedule a 20-minute IT call on day zero rather than emailing instructions — remote security issues discovered live are resolved 3–4× faster than those resolved by ticket.",{"step":358,"title":359,"description":360,"tip":361},6,"Confirm workspace setup and policy review","Ask the employee to self-certify their ergonomic setup and confirm they have read the data handling and acceptable use policies. Attach policy version numbers for audit purposes.","Request a photo of the workspace if your policy includes a physical review requirement — it takes 30 seconds and protects both parties in a workers' comp dispute.",{"step":363,"title":364,"description":365,"tip":366},7,"Collect signatures and file the completed form","Have the employee and manager sign and date the acknowledgment block. Store the completed checklist in the employee's HR file or your document management system.","Export as PDF immediately after signing to create a non-editable record. A live Word file can be modified after the fact; a timestamped PDF cannot.",[368,372,376,380],{"mistake":369,"why_it_matters":370,"fix":371},"Skipping the internet speed verification","An employee on a 5 Mbps connection will drop video calls, stall file syncs, and lag on cloud applications — directly reducing team productivity and creating downstream scheduling problems.","Require a speed-test screenshot from the employee's home location before approving remote work. Set a minimum threshold (e.g., 25 Mbps symmetric) in your remote work policy.",{"mistake":373,"why_it_matters":374,"fix":375},"Provisioning accounts without testing login","Misconfigured SSO or MFA enrollment issues discovered on day one cost the employee half a productive day and require emergency IT support at the worst possible time.","Include a tested login confirmation step for every application on the checklist. Have the employee attempt access before their official start date.",{"mistake":377,"why_it_matters":378,"fix":379},"Treating the acknowledgment block as optional","Without a dated employee signature, there is no documented evidence the worker was informed of security policies, data handling rules, or ergonomics requirements before starting remote work.","Make the sign-off the final required step. Do not mark the checklist complete until both the employee and manager have signed and dated it.",{"mistake":381,"why_it_matters":382,"fix":383},"Using a generic checklist that does not reflect your actual tool stack","A checklist that lists 'video conferencing tool' instead of 'Zoom' or 'Teams' creates ambiguity — employees check the box without confirming the specific system your team actually uses.","Customize the template with your real application names, minimum version numbers, and access URLs before distributing it to any employee.",[385,388,391,394,397,400,403,406],{"question":386,"answer":387},"What is a work from home checklist?","A work from home checklist is a structured form that verifies every hardware, software, security, and workspace requirement is in place before an employee begins working remotely. It is used by HR, IT, and managers to create a consistent, documented setup process that reduces day-one productivity loss and cybersecurity exposure.\n",{"question":389,"answer":390},"What should a work from home checklist include?","At minimum: employee and manager identification details, hardware and device confirmation, internet speed verification, software account provisioning, VPN and MFA setup, endpoint security status, ergonomics and workspace confirmation, communication tool configuration, data handling policy acknowledgment, and a signed employee sign-off. The specific tools and thresholds should reflect your company's IT policy.\n",{"question":392,"answer":393},"Who should complete the work from home checklist?","The checklist is typically a joint effort: IT provisions and verifies the technical items, the employee self-certifies the workspace and ergonomic items, and the manager reviews and countersigns the completed form. For small businesses without a dedicated IT team, the manager or business owner covers the technical verification steps.\n",{"question":395,"answer":396},"Is a work from home checklist legally required?","No law specifically mandates a work from home checklist in most jurisdictions. However, documented setup records support workers' compensation claims involving ergonomic injuries, demonstrate GDPR or HIPAA compliance due diligence for regulated industries, and provide evidence in disputes over equipment responsibility or data breach liability. Keeping signed, dated records is strongly advisable.\n",{"question":398,"answer":399},"How often should the checklist be updated?","Run a full checklist for every new remote hire or office-to-remote transition. Conduct a lighter-touch annual audit for existing remote employees to catch outdated software, lapsed MFA enrollment, or equipment that no longer meets current minimum specs. Update the template itself whenever you change your core tool stack or security policy minimums.\n",{"question":401,"answer":402},"What is a reasonable minimum internet speed for remote work?","For roles involving frequent video conferencing and cloud application use, 25 Mbps symmetric (upload and download) is a widely used minimum threshold. Roles involving large file transfers, video editing, or constant VPN tunneling typically require 50–100 Mbps. Verify speed at the employee's home location during peak hours — not from a carrier's advertised plan speed.\n",{"question":404,"answer":405},"Should the work from home checklist be signed by the employee?","Yes. A dated employee signature on the acknowledgment block creates a documented record that the employee confirmed their setup met company standards and reviewed all referenced policies before starting remote work. This record is valuable in workers' compensation, data breach, or performance disputes where the employer needs to demonstrate it fulfilled its duty of care.\n",{"question":407,"answer":408},"How is a work from home checklist different from a remote work agreement?","A work from home checklist is an operational setup form — it confirms that equipment, software, and workspace are in place. A remote work agreement is a policy document that defines the legal and contractual terms of the remote arrangement: approved work location, hours, equipment ownership, expense reimbursement, and termination of remote privileges. Both documents are typically used together for a complete remote work process.\n",[410,414,418,422],{"industry":411,"icon_asset_id":412,"specifics":413},"Technology / SaaS","industry-saas","Adds sections for code repository access, cloud platform credentials, and two-factor authentication on CI/CD pipelines alongside standard security items.",{"industry":415,"icon_asset_id":416,"specifics":417},"Financial Services","industry-fintech","Requires encrypted hard drives, dedicated work devices separate from personal use, and documented confirmation that client financial data is never stored locally.",{"industry":419,"icon_asset_id":420,"specifics":421},"Healthcare","industry-healthtech","Includes a HIPAA-specific section confirming that PHI is accessed only through approved VPN-connected systems and that no patient data is printed or stored on personal devices.",{"industry":423,"icon_asset_id":424,"specifics":425},"Professional Services","industry-professional-services","Covers client confidentiality obligations, secure video conferencing for sensitive meetings, and dedicated workspace requirements that prevent inadvertent disclosure during calls.",[427,429,433,436],{"vs":90,"vs_template_id":233,"summary":428},"A remote work agreement is a contractual document defining the legal terms of a remote arrangement — approved location, hours, equipment ownership, and policy obligations. A work from home checklist is an operational setup form confirming all technical and workspace requirements are physically in place. The agreement governs the arrangement; the checklist verifies readiness. Both are typically used together.",{"vs":430,"vs_template_id":431,"summary":432},"Employee Onboarding Checklist","","An employee onboarding checklist covers the full new-hire process — paperwork, HR system enrollment, team introductions, training, and role-specific setup. A work from home checklist focuses specifically on the remote-work technical and workspace requirements. Remote hires need both: the onboarding checklist for the employment process and the WFH checklist for the remote setup.",{"vs":434,"vs_template_id":431,"summary":435},"IT Equipment Request Form","An IT equipment request form initiates the procurement or assignment of hardware and peripherals. A work from home checklist confirms that the provisioned equipment has arrived, is functioning, and meets minimum specifications. The request form starts the process; the checklist closes it with a verified record.",{"vs":81,"vs_template_id":431,"summary":437},"A remote work policy is a company-wide document that sets the rules governing all remote arrangements — eligibility, approved locations, security requirements, and expense reimbursement. A work from home checklist is the per-employee form that documents compliance with those rules at the individual level. The policy defines the standard; the checklist proves it was met.",{"use_template":439,"template_plus_review":443,"custom_drafted":447},{"best_for":440,"cost":441,"time":442},"Any business onboarding remote employees or auditing an existing remote workforce","Free","10–15 minutes per employee",{"best_for":444,"cost":445,"time":446},"Regulated industries (healthcare, finance) adding HIPAA, GDPR, or SOC 2 compliance items","$100–$300 for an IT or compliance specialist review","1–2 hours",{"best_for":448,"cost":449,"time":450},"Enterprise IT teams integrating the checklist into an HRIS or MDM workflow with automated verification","$500–$2,000+ for custom development or HRIS configuration","1–3 weeks",[233,248,452,453,454,455,456,457,458,459,460,461],"employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","employee-handbook-D712","it-acceptable-use-policy-D13720","job-offer-letter-long-D12769","how-to-review-employee-performance-D12595","meeting-agenda-D13848","daily-planner-D12738","project-plan-D1366","business-continuity-plan-D12788",{"emit_how_to":463,"emit_defined_term":463},true,{"primary_folder":99,"secondary_folder":465,"document_type":466,"industry":467,"business_stage":468,"tags":469,"confidence":474},"remote-and-flexible-work","checklist","general","all-stages",[470,466,471,472,473],"onboarding","remote-work","work-from-home","employee-setup",0.95,"\u003Ch2>What is a Work From Home Checklist?\u003C/h2>\n\u003Cp>A \u003Cstrong>Work From Home Checklist\u003C/strong> is a structured form that verifies every hardware, software, security, and workspace requirement is confirmed before an employee begins working remotely. It walks through each setup item — from internet speed and VPN installation to ergonomics and policy acknowledgment — and records completion with a dated employee sign-off. Rather than relying on informal email threads or verbal confirmations, the checklist creates a single, shareable record that HR, IT, and the manager can all reference.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Remote employees who start work without a verified setup cost their teams time immediately: broken VPN access, unprovisioned software accounts, and underpowered internet connections turn the first day into a troubleshooting session instead of a productive one. Beyond productivity, unverified home-office arrangements expose the business to cybersecurity risk — an employee connecting to company systems from an unencrypted device or skipping MFA enrollment is a breach waiting to happen. In regulated industries, the absence of a documented setup process can constitute a HIPAA or GDPR compliance gap. A completed, signed checklist closes all three risks at once, costs less than 20 minutes per employee, and gives you an auditable record that standards were met before remote work began.\u003C/p>\n",1781185945561]