[{"data":1,"prerenderedAt":486},["ShallowReactive",2],{"document-work-from-home-policy-D12737":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":35,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":485},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[COMPANY NAME] WORK FROM HOME POLICY POLICY STATEMENT [COMPANY NAME] provides users with the facilities and opportunities to work from home as appropriate. We will ensure that all users who work from home are aware of the acceptable use of portable computer devices and opportunities to work from home. STATEMENT OF PURPOSE The purpose of this document is to state the Work from Home Policy of [COMPANY NAME]. Portable computing devices are provided to assist users to conduct official business efficiently and effectively. This equipment, and any information stored on portable computing devices, should be recognised as valuable organisational information assets, and safeguarded appropriately. SCOPE This document applies to all employees of [COMPANY NAME] and contractual third parties who use [COMPANY NAME] IT facilities and equipment at their residence, or who require remote access to [COMPANY NAME] Information Systems or information. This policy should always be adhered to whenever any user makes use of portable computing devices. This policy applies to all users of [COMPANY NAME] IT equipment and personal IT equipment when working away from [COMPANY NAME] offices/facilities. Portable computing devices include, but are not restricted to, the following: Laptop computers. Tablet, PCs. Mobile phones Wireless technologies. RISKS [COMPANY NAME] recognises that there are risks associated with users accessing and handling information to conduct official work. The mobility, technology and information that make portable computing devices so useful to employees and organisations also make them valuable assets for thieves. This policy aims to mitigate the following risks: Increased risk of equipment damage, loss or theft. Accidental or deliberate overlooking by unauthorised individuals. Unauthorised access to PROTECT and RESTRICTED information. Unauthorised introduction of malicious software and viruses. Potential sanctions against the company imposed by the authorities because of information loss or misuse. Potential legal action against the company because of information loss or misuse. [COMPANY NAME] reputational damage because of information loss or misuse. Non-compliance with this policy could have a significant effect on the efficient operation of [COMPANY NAME] and may result in financial loss and an inability to provide necessary services to our customers. EQUIPMENTS All IT equipment (including portable computer devices) supplied to users is the property of [COMPANY NAME]. It must be returned upon the request of [COMPANY NAME]. Access for support or IT Service staff of [COMPANY NAME] shall be given to allow essential maintenance security work or removal, upon request. All IT equipment will be supplied and installed by [COMPANY NAME] IT Service staff. Hardware and software must only be provided by [COMPANY NAME] IT Service staff. USER RESPONSIBILITY It is the user's responsibility to ensure that the following points are always adhered to: Users must take due care and attention of portable computer devices when moving between home and another business site. Users will not install or update any software on a [COMPANY NAME] owned portable computer device. Users will not install any screen savers on a [COMPANY NAME] owned portable computer device. Users will not change the configuration of any [COMPANY NAME] owned portable computer device. Users will not install any hardware to or inside any [COMPANY NAME] owned portable computer device, unless authorised by [COMPANY NAME] IT Service staff. Users will allow the installation and maintenance of [COMPANY NAME] installed Anti-Virus updates immediately. Business critical data should be stored on a [COMPANY NAME file and print server wherever possible and not held on the portable computer device. Users must not remove or deface any asset registration number. User requests for upgrades of hardware or software must be approved by [SPECIFY]. Equipment and software will then be purchased and installed by IT Service staff.",null,"Work From Home Policy","4",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/work-from-home-policy-D12737.png","https://templates.business-in-a-box.com/imgs/250px/12737.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12737.xml",{"title":15,"description":6},"work from home policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Work From Home Policy Template","https://templates.business-in-a-box.com/imgs/400px/12737.png",[26,17,20],{"label":27,"url":28},"Templates","/templates/",[30,31,32],{"label":27,"url":28},{"label":18,"url":19},{"label":33,"url":34},"Remote & Flexible Work","/templates/remote-and-flexible-work/",[36,40,44,48,52,56,60,64,68,72,76,80,84,100,115,133,148,161],{"label":37,"url":38,"thumb":39,"extension":10},"Work From Home Checklist","/template/work-from-home-checklist-D12741","https://templates.business-in-a-box.com/imgs/250px/12741.png",{"label":41,"url":42,"thumb":43,"extension":10},"Employee Handbook For Employees Working From Home","/template/employee-handbook-for-employees-working-from-home-D12736","https://templates.business-in-a-box.com/imgs/250px/12736.png",{"label":45,"url":46,"thumb":47,"extension":10},"Work Policy","/template/work-policy-D13896","https://templates.business-in-a-box.com/imgs/250px/13896.png",{"label":49,"url":50,"thumb":51,"extension":10},"Hybrid Work Policy","/template/hybrid-work-policy-D13470","https://templates.business-in-a-box.com/imgs/250px/13470.png",{"label":53,"url":54,"thumb":55,"extension":10},"Remote Work Policy","/template/remote-work-policy-D12540","https://templates.business-in-a-box.com/imgs/250px/12540.png",{"label":57,"url":58,"thumb":59,"extension":10},"9 Tips For Balancing Work and Home","/template/9-tips-for-balancing-work-and-home-D13075","https://templates.business-in-a-box.com/imgs/250px/13075.png",{"label":61,"url":62,"thumb":63,"extension":10},"Flexible Work Arrangements Policy","/template/flexible-work-arrangements-policy-D13693","https://templates.business-in-a-box.com/imgs/250px/13693.png",{"label":65,"url":66,"thumb":67,"extension":10},"Flexible Work Schedule Policy","/template/flexible-work-schedule-policy-D13491","https://templates.business-in-a-box.com/imgs/250px/13491.png",{"label":69,"url":70,"thumb":71,"extension":10},"Remote Work Security Policy","/template/remote-work-security-policy-D13387","https://templates.business-in-a-box.com/imgs/250px/13387.png",{"label":73,"url":74,"thumb":75,"extension":10},"Work Hours and Attendance Policy","/template/work-hours-and-attendance-policy-D13863","https://templates.business-in-a-box.com/imgs/250px/13863.png",{"label":77,"url":78,"thumb":79,"extension":10},"Work Life Balance Policy","/template/work-life-balance-policy-D13802","https://templates.business-in-a-box.com/imgs/250px/13802.png",{"label":81,"url":82,"thumb":83,"extension":10},"Four-Day Work Week Policy","/template/four-day-work-week-policy-D13694","https://templates.business-in-a-box.com/imgs/250px/13694.png",{"description":85,"descriptionCustom":6,"label":86,"pages":87,"size":88,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":93,"keywords":98,"url":99},"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},[94,96],{"label":18,"url":95},"human-resources",{"label":21,"url":97},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":101,"descriptionCustom":6,"label":102,"pages":103,"size":104,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":109,"keywords":113,"url":114},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[110],{"label":111,"url":112},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":9,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":124,"keywords":123,"url":132},"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":123,"description":6},"employment agreement_at will employee",[125,126,129],{"label":18,"url":95},{"label":127,"url":128},"Hire an Employee","hire-employee",{"label":130,"url":131},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":9,"extension":10,"preview":137,"thumb":138,"svgFrame":139,"seoMetadata":140,"parents":142,"keywords":141,"url":147},"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":141,"description":6},"non disclosure agreement nda",[143,144],{"label":130,"url":131},{"label":145,"url":146},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":149,"descriptionCustom":6,"label":150,"pages":151,"size":9,"extension":10,"preview":152,"thumb":153,"svgFrame":154,"seoMetadata":155,"parents":157,"keywords":156,"url":160},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","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":156,"description":6},"remote work agreement",[158,159],{"label":18,"url":95},{"label":21,"url":97},"/template/remote-work-agreement-D13282",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":173},"[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","1","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":169,"description":6},"job offer letter long",[171,172],{"label":18,"url":95},{"label":127,"url":128},"/template/job-offer-letter-long-D12769",false,{"seo":176,"reviewer":186,"quick_facts":190,"at_a_glance":192,"personas":196,"variants":221,"glossary":246,"sections":277,"how_to_fill":323,"common_mistakes":364,"faqs":381,"industries":409,"comparisons":434,"diy_vs_pro":446,"educational_modules":459,"related_template_ids_curated":462,"schema":472,"classification":474},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Work From Home Policy Template | BIB","Free work from home policy template covering eligibility, equipment, security, and productivity expectations.","work from home policy template",[181,182,183,184,185],"work from home policy word","remote work policy free download","wfh policy template","remote employee policy template","work from home agreement template",{"name":187,"credential":188,"reviewed_date":189},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":191,"legal_review_recommended":174,"signature_required":174},"medium",{"what_it_is":193,"when_you_need_it":194,"whats_inside":195},"A Work From Home Policy is an internal operational document that defines the rules, expectations, and procedures governing remote and hybrid work arrangements across an organization. This free Word download gives you a structured, editable starting point you can tailor to your workforce and export as PDF for distribution to employees.\n","Use it when formalizing a remote or hybrid work program for the first time, when updating an informal arrangement that has grown without written rules, or when onboarding new hires who will work fully or partially off-site.\n","Eligibility criteria, approved work locations, equipment and expense responsibilities, data security requirements, communication and availability standards, performance expectations, and the process for requesting or revoking remote work arrangements.\n",[197,201,205,209,213,217],{"title":198,"use_case":199,"icon_asset_id":200},"HR managers","Standardizing remote work rules across departments and locations","persona-hr-manager",{"title":202,"use_case":203,"icon_asset_id":204},"Small business owners","Setting clear expectations before a first remote or hybrid hire starts","persona-small-business-owner",{"title":206,"use_case":207,"icon_asset_id":208},"Operations directors","Codifying informal work-from-home practices into a consistent company-wide policy","persona-operations-director",{"title":210,"use_case":211,"icon_asset_id":212},"Startup founders","Establishing remote-first culture guidelines for a distributed team","persona-startup-founder",{"title":214,"use_case":215,"icon_asset_id":216},"IT managers","Defining security and equipment standards for employees working off-site","persona-it-manager",{"title":218,"use_case":219,"icon_asset_id":220},"Office managers","Coordinating hybrid scheduling and desk-booking logistics for in-office days","persona-office-manager",[222,225,228,232,236,239,243],{"situation":223,"recommended_template":53,"slug":224},"Fully remote team with no required in-office days","remote-work-policy-D12540",{"situation":226,"recommended_template":49,"slug":227},"Hybrid schedule with designated in-office days per week","hybrid-work-policy-D13470",{"situation":229,"recommended_template":230,"slug":231},"Temporary remote arrangement during a medical or personal leave","Temporary Remote Work Agreement","remote-work-agreement-D13282",{"situation":233,"recommended_template":234,"slug":235},"Individual employee requesting a formal remote work arrangement","Work From Home Request Form","work-from-home-policy-D12737",{"situation":237,"recommended_template":238,"slug":231},"Employee working across international borders or time zones","International Remote Work Agreement",{"situation":240,"recommended_template":241,"slug":242},"Policy governing use of personal devices for company work","BYOD (Bring Your Own Device) Policy","bring-your-own-device-policy-byod-D12626",{"situation":244,"recommended_template":86,"slug":245},"Broader documentation of expected employee conduct and standards","employee-handbook-D712",[247,250,253,256,259,262,265,268,271,274],{"term":248,"definition":249},"Remote Work","A work arrangement in which an employee performs their duties from a location other than the employer's physical office, typically from home.",{"term":251,"definition":252},"Hybrid Work","A work model that splits an employee's time between a central office and a remote location, usually on a fixed or flexible schedule.",{"term":254,"definition":255},"Telecommuting","An older term for remote work, often used in legal and HR contexts to describe working from home using telecommunications technology.",{"term":257,"definition":258},"Eligible Role","A position whose tasks, responsibilities, and output can be performed effectively without a physical presence in the office.",{"term":260,"definition":261},"Home Workspace","The specific location within an employee's residence designated for performing work duties, expected to meet the employer's safety and ergonomic standards.",{"term":263,"definition":264},"Core Hours","The defined window of time — for example, 10 a.m. to 3 p.m. — during which all employees, regardless of location, are expected to be available for meetings and collaboration.",{"term":266,"definition":267},"BYOD (Bring Your Own Device)","A policy allowing employees to use personal computers, phones, or tablets for work purposes, typically subject to security controls imposed by the employer.",{"term":269,"definition":270},"VPN (Virtual Private Network)","An encrypted connection that routes an employee's internet traffic through the company's network, protecting data transmitted from a remote location.",{"term":272,"definition":273},"Stipend","A fixed periodic payment from the employer to an employee to offset the cost of home office equipment, internet, or utilities.",{"term":275,"definition":276},"Performance Metrics","Quantifiable measures — such as tasks completed, response time, or project milestones — used to evaluate whether a remote employee is meeting expectations.",[278,283,288,293,298,303,308,313,318],{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Purpose and scope","States why the policy exists, which employees it covers, and which roles or locations are excluded.","This Work From Home Policy applies to all full-time and part-time employees of [COMPANY NAME] whose roles are designated as remote-eligible. It does not apply to contractors, temporary staff, or roles requiring continuous on-site presence.","Defining scope so broadly that it appears to cover all employees by default — this creates entitlement expectations that are difficult to walk back without triggering grievances.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Eligibility criteria","Defines which roles, tenure levels, and performance standings qualify an employee to work remotely, and who makes that determination.","Employees are eligible for remote work arrangements if they have completed a minimum of [X] months of employment, are in good standing with no active performance improvement plan, and hold a role classified as remote-eligible by their department head.","Listing eligibility criteria that conflict with the employee handbook or existing offer letters — inconsistencies expose the company to fairness complaints and discrimination claims.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Approved work locations","Specifies where employees may work remotely — home address on file, other domestic locations, or restrictions on working from public spaces or abroad.","Employees must work from the home address registered with HR. Working from coffee shops, shared coworking spaces not approved by [COMPANY NAME], or locations outside [COUNTRY] requires prior written approval from the employee's manager.","Omitting restrictions on international remote work. An employee working from another country even temporarily can trigger permanent establishment tax obligations or local employment law obligations for the company.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Equipment and expense policy","States what equipment the company provides, what the employee is responsible for supplying, and how reimbursement or stipends are handled.","The Company will provide [LIST OF EQUIPMENT]. Employees are responsible for maintaining a reliable internet connection with a minimum speed of [X] Mbps. A monthly stipend of $[AMOUNT] will be paid to offset internet and home office costs, subject to submission of [RECEIPTS / AUTOMATIC PAYMENT].","Promising specific equipment models or reimbursement amounts in the policy body — when hardware or stipend levels change, every reference in the policy must be updated. Use ranges or reference a separate equipment schedule instead.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Data security and confidentiality","Sets out the security practices employees must follow when working remotely, including VPN use, device encryption, and handling of physical documents.","Employees must connect to company systems using the Company-approved VPN at all times. Personal devices must have [ENDPOINT SECURITY SOFTWARE] installed before accessing company data. Confidential documents must not be printed at home unless [CONDITION].","Writing security requirements that are technically correct but unenforceable in practice — for example, requiring VPN use without providing one, or banning personal device use while the company has no device-provisioning process.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Availability and communication standards","Defines core working hours, expected response times, required check-ins, and the tools employees must use to communicate and signal availability.","Remote employees must be reachable via [COMMUNICATION TOOL] during core hours of [START TIME] to [END TIME], [TIME ZONE]. Responses to messages from managers are expected within [X] hours. Status must be updated to reflect availability in real time.","Setting response-time expectations so tight (e.g., 15 minutes) that they effectively require the employee to be desk-bound all day, creating a constructive-presence requirement that undermines the flexibility the policy intends to provide.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Performance expectations and output standards","Clarifies that remote employees are held to the same performance standards as office-based peers, and describes how performance will be tracked and reviewed.","Remote employees are expected to meet the same output, quality, and deadline standards as employees working on-site. Performance will be evaluated based on [METRICS / DELIVERABLES] as documented in each employee's [REVIEW SYSTEM / OKR PLATFORM].","Adding surveillance or activity-monitoring tools to this section without disclosing them elsewhere in the policy — keystroke logging or screenshot tools typically require separate disclosure and, in some jurisdictions, explicit consent.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Health, safety, and workspace requirements","Describes minimum requirements for the home workspace — ergonomics, lighting, internet reliability — and outlines the employee's responsibility for their own safety while working remotely.","The employee is responsible for maintaining a safe, ergonomic workspace free from hazards. The Company may request a self-certification checklist confirming the workspace meets [COMPANY NAME]'s home office safety standards. Workplace injuries occurring during designated working hours at the approved location may be reportable under applicable workers' compensation rules.","Ignoring workers' compensation exposure entirely. In most jurisdictions, a workplace injury sustained at home during work hours is a compensable claim — not disclosing this in the policy leaves both parties confused about liability.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Modification and revocation","States the company's right to change, suspend, or revoke remote work arrangements at its discretion, and the process for doing so.","The Company reserves the right to modify or revoke a remote work arrangement at any time, with [X] days' written notice, due to business need, performance concerns, or policy changes. Remote work is a privilege, not a contractual right, unless expressly stated in the employee's written employment agreement.","Not stating that remote work is a privilege rather than a contractual entitlement. Without this language, revoking a long-standing arrangement may be challenged as a constructive change to employment terms.",[324,329,334,339,344,349,354,359],{"step":325,"title":326,"description":327,"tip":328},1,"Identify which roles qualify as remote-eligible","Work with department heads to classify each role as fully remote, hybrid, or on-site only. Document the classification criteria so decisions are defensible and consistent.","Classify by role type and task requirements — not by individual preference — to avoid discrimination exposure when one employee is approved and another in the same role is not.",{"step":330,"title":331,"description":332,"tip":333},2,"Set your eligibility thresholds","Define the minimum tenure, performance standing, and any role-specific prerequisites. Enter these as concrete values — for example, '90 days of employment' and 'no active performance improvement plan.'","Tie the eligibility review to an existing process such as the 90-day onboarding review to avoid creating a new administrative step.",{"step":335,"title":336,"description":337,"tip":338},3,"Define approved work locations and any geographic restrictions","Specify whether employees may work from locations other than their registered home address, and set clear rules on working from outside the country.","Consult your payroll or tax advisor before allowing work from a different state or country — even temporarily — as this can create nexus or permanent establishment obligations.",{"step":340,"title":341,"description":342,"tip":343},4,"Complete the equipment and stipend section","List what the company provides, what the employee must supply, and the stipend amount or reimbursement process. Reference a separate equipment schedule rather than listing specific models.","Keep dollar amounts in a referenced schedule rather than the policy body — this lets you update stipend values without re-issuing the full policy.",{"step":345,"title":346,"description":347,"tip":348},5,"Define core hours and communication tools","Choose a core-hours window that works across your time zones, specify the primary communication platform, and set response-time expectations that are practical, not aspirational.","A core-hours window of 4–5 hours gives distributed teams enough overlap without requiring everyone to work identical schedules.",{"step":350,"title":351,"description":352,"tip":353},6,"Add data security requirements aligned to your IT policy","List the specific security controls in force — VPN, endpoint software, encrypted drives — and cross-reference the company's IT Acceptable Use Policy rather than duplicating every rule.","If a security requirement isn't yet operationally in place, don't put it in the policy — unenforceable rules erode trust in the whole document.",{"step":355,"title":356,"description":357,"tip":358},7,"Include the modification and revocation clause","State explicitly that remote work is a privilege, not a contractual right, and that the company may revoke the arrangement with reasonable notice.","Have employees sign or acknowledge the policy in writing — this acknowledgment is your evidence that they understood the non-contractual nature of the arrangement.",{"step":360,"title":361,"description":362,"tip":363},8,"Get manager and HR sign-off before publishing","Route the draft through HR, Legal (if available), and at least two department heads before distributing. Collect feedback on sections that conflict with existing practices.","Pilot the policy with one team for 30 days before company-wide rollout — real-world gaps surface faster in a controlled test than in a review meeting.",[365,369,373,377],{"mistake":366,"why_it_matters":367,"fix":368},"Treating remote work as a contractual right in policy language","If the policy language implies a permanent entitlement, revoking remote work — even for performance reasons — can be contested as a unilateral change to employment terms.","Include explicit language stating that remote work is a revocable privilege and that the company may require on-site attendance with reasonable notice.",{"mistake":370,"why_it_matters":371,"fix":372},"Omitting rules on working from outside the country","An employee working abroad for even a few weeks can inadvertently create a taxable presence or trigger local employment law obligations for the company.","Require written approval for any remote work outside the employee's home country and state the maximum number of days permitted without a formal international work arrangement.",{"mistake":374,"why_it_matters":375,"fix":376},"Copying security requirements from IT policy without confirming they are operational","Listing requirements like mandatory VPN or company-issued encrypted laptops when those tools are not yet deployed makes the policy unenforceable and erodes employee confidence.","Audit your actual IT controls before drafting the security section and include only requirements that are currently in force or will be implemented by the policy's effective date.",{"mistake":378,"why_it_matters":379,"fix":380},"Setting no core-hours expectation at all","Without defined availability windows, managers and teammates cannot schedule meetings predictably, and disputes over responsiveness have no policy basis for resolution.","Establish a minimum daily overlap window — typically 3–5 hours — during which all remote employees must be reachable, and name the communication platform where availability must be signaled.",[382,385,388,391,394,397,400,403,406],{"question":383,"answer":384},"What is a work from home policy?","A work from home policy is an internal document that defines the rules, eligibility criteria, and expectations governing remote work arrangements at a company. It covers who can work remotely, from where, during which hours, using what equipment, and under what security and performance standards. It protects both the employer and the employee by making the terms of remote work explicit and consistently applied.\n",{"question":386,"answer":387},"What should a work from home policy include?","At minimum, it should cover eligibility criteria, approved work locations, equipment and expense responsibilities, data security requirements, availability and communication standards, performance expectations, and the company's right to modify or revoke the arrangement. Policies that omit any of these sections tend to generate the most disputes and inconsistencies in practice.\n",{"question":389,"answer":390},"Does a work from home policy need to be signed by employees?","A formal signature is not legally required for a policy to be binding in most jurisdictions, but written acknowledgment — even an email confirming receipt — is strongly recommended. Acknowledgment serves as evidence that the employee was aware of the policy's terms, including the clause stating that remote work is a revocable privilege. Many companies require employees to sign or e-sign a policy acknowledgment form when the policy is first issued or updated.\n",{"question":392,"answer":393},"Can an employer revoke a work from home arrangement?","Yes, in most cases — provided the policy clearly states that remote work is a privilege rather than a contractual entitlement. If remote work was promised in the employment contract or offer letter, revocation may constitute a unilateral change to employment terms and could give rise to a constructive dismissal claim. The safest approach is to specify in both the offer letter and the policy that remote arrangements are subject to change with reasonable notice.\n",{"question":395,"answer":396},"What is the difference between a remote work policy and a hybrid work policy?","A remote work policy covers employees who work fully off-site with no regular in-office requirement. A hybrid work policy governs a blended arrangement — typically a set number of in-office days per week or month. The core sections of both documents overlap significantly, but a hybrid policy adds scheduling rules for in-office days, desk-booking procedures, and expectations around team-wide anchor days.\n",{"question":398,"answer":399},"Does a work from home policy protect the company legally?","A well-drafted policy reduces legal exposure in several areas: it establishes consistent eligibility criteria that reduce discrimination claims, it clarifies workers' compensation obligations for home-based injuries, it sets data security standards that support compliance with privacy laws, and it prevents remote work from becoming an implied contractual right. It does not replace legal advice for complex cross-border or regulated-industry scenarios.\n",{"question":401,"answer":402},"How often should a work from home policy be updated?","Review the policy at least annually — or whenever there is a material change in the workforce model, a shift in employment law relevant to remote work, or a significant update to security requirements. Policies that are more than two years old without a review often contain equipment references, stipend amounts, or tool names that no longer reflect actual practice.\n",{"question":404,"answer":405},"What tax or legal issues apply to employees working from home in another state or country?","Employees working remotely from a different state can trigger payroll tax withholding obligations in that state, even temporarily. Working from another country for an extended period may create a corporate tax presence (permanent establishment) or subject the employee to local labor law protections. These are significant risks that require guidance from a tax or employment lawyer before the arrangement is approved — not after.\n",{"question":407,"answer":408},"Should a work from home policy address mental health and ergonomics?","Including a brief section on workspace safety — ergonomic setup, adequate lighting, and a distraction-managed environment — signals duty-of-care awareness and may reduce workers' compensation exposure. Many updated policies also reference the company's Employee Assistance Program (EAP) or mental health resources, recognizing that isolation and boundary management are real risks for remote workers.\n",[410,414,418,422,426,430],{"industry":411,"icon_asset_id":412,"specifics":413},"Technology / SaaS","industry-saas","Remote-first teams often need asynchronous communication standards, multi-timezone core hours, and strict device security requirements covering access to production systems.",{"industry":415,"icon_asset_id":416,"specifics":417},"Financial services","industry-fintech","Regulatory requirements around data handling — MiFID II, SEC recordkeeping, or SOX compliance — add mandatory restrictions on home printing, screen sharing, and unsecured networks.",{"industry":419,"icon_asset_id":420,"specifics":421},"Healthcare","industry-healthtech","HIPAA obligations require explicit rules on accessing patient data remotely, prohibiting work on shared household devices, and securing physical workspaces against unauthorized viewing.",{"industry":423,"icon_asset_id":424,"specifics":425},"Professional services","industry-professional-services","Client confidentiality requirements and billable-hour accountability mean the policy must address home-office standards for virtual client meetings and time-tracking tool usage.",{"industry":427,"icon_asset_id":428,"specifics":429},"Retail / E-commerce","industry-ecommerce","Back-office and support roles are typically remote-eligible while warehouse and fulfillment staff are not — the policy must define role classifications clearly to avoid eligibility disputes.",{"industry":431,"icon_asset_id":432,"specifics":433},"Education","industry-education","Administrative and instructional design roles often qualify for remote work, but student data privacy laws such as FERPA require specific rules on accessing records from home networks.",[435,437,440,443],{"vs":86,"vs_template_id":245,"summary":436},"An employee handbook is a comprehensive reference covering all workplace policies — conduct, benefits, leave, and more. A work from home policy is a standalone document focused entirely on remote work terms. For small teams, the WFH policy can be embedded as a chapter in the handbook; larger organizations often maintain it separately so it can be updated without re-issuing the entire handbook.",{"vs":150,"vs_template_id":438,"summary":439},"","A work from home policy sets company-wide rules that apply to all eligible employees. A remote work agreement is a bilateral document signed between the employer and one specific employee, formalizing the individual's approved arrangement under the broader policy. The policy governs the program; the agreement governs a specific person's participation in it.",{"vs":102,"vs_template_id":441,"summary":442},"independent-contractor-agreement-D160","A work from home policy covers employees — people with employment entitlements, tax withholding, and HR obligations. An independent contractor agreement governs a self-employed individual who has no entitlement to remote work accommodations, benefits, or equipment from the engaging company. Applying a WFH policy to contractors can inadvertently support a misclassification claim.",{"vs":444,"vs_template_id":438,"summary":445},"IT Acceptable Use Policy","An IT acceptable use policy defines the rules for using company technology assets — devices, networks, software, and data — in any context. A work from home policy references those rules and adds location-specific requirements: VPN mandates for off-site connections, home network security standards, and restrictions on using personal devices. The two documents complement each other and should cross-reference rather than duplicate.",{"use_template":447,"template_plus_review":451,"custom_drafted":455},{"best_for":448,"cost":449,"time":450},"Small to mid-sized businesses formalizing an existing remote or hybrid arrangement","Free","2–4 hours to customize and distribute",{"best_for":452,"cost":453,"time":454},"Companies with cross-state or international remote workers, or in regulated industries","$300–$800 for an HR consultant or employment lawyer review","3–5 business days",{"best_for":456,"cost":457,"time":458},"Enterprises with multi-jurisdiction workforces, union considerations, or complex data-compliance requirements","$1,000–$4,000+","2–4 weeks",[460,461],"remote-work-legal-basics","building-a-hybrid-work-model",[245,441,463,464,231,465,466,467,468,469,470,471],"employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","job-offer-letter-long-D12769","employee-dismissal-letter-D508","how-to-create-a-performance-improvement-plan-D12564","it-acceptable-use-policy-D13720","employee-expense-report-D13396","business-continuity-plan-D12788","health-and-safety-policy-D13493",{"emit_how_to":473,"emit_defined_term":473},true,{"primary_folder":95,"secondary_folder":475,"document_type":476,"industry":477,"business_stage":478,"tags":479,"confidence":484},"remote-and-flexible-work","policy","general","all-stages",[480,481,482,483],"hr","remote-work","flexible-work","workplace-policy",0.95,"\u003Ch2>What is a Work From Home Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Work From Home Policy\u003C/strong> is an internal operational document that establishes the rules, eligibility criteria, and expectations governing remote and hybrid work arrangements across an organization. It defines which roles qualify for remote work, where employees may work, what equipment the company provides, how data must be protected off-site, and the availability and performance standards employees must meet. Unlike an informal arrangement made between a manager and an employee, a written policy applies consistently across the organization and gives HR and leadership a defensible, documented basis for approving, adjusting, or revoking remote work privileges.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written work from home policy, informal remote arrangements accumulate over time — each negotiated differently, with different equipment expectations, different availability assumptions, and no consistent standard for what good remote performance looks like. The consequences are predictable: eligibility disputes when one employee is approved and another in the same role is not, data security incidents caused by employees using unsecured home networks with no written guidance to the contrary, and revocation conflicts when a manager tries to call a remote employee back to the office and the employee argues the arrangement is permanent. A policy also addresses two legal exposures that informal arrangements leave wide open — workers' compensation coverage for home-based injuries and the tax obligations triggered when employees work from a different state or country. This template gives you a structured, editable foundation that covers all of these areas in a single document you can distribute and have employees acknowledge in under a day.\u003C/p>\n",1778773477131]