[{"data":1,"prerenderedAt":517},["ShallowReactive",2],{"document-worksheet_telecommuting-D685":3},{"document":4,"label":26,"preview":11,"thumb":27,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":28,"breadcrumb":32,"related":38,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":516},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"Telecommuting Site WORKSHEET This worksheet should be completed before setting up your employee's office space. Ideally, the adequacy of the workspace must be determined between you and the employees. The success of the telecommuting arrangement depends on the assessment of the workspace and the ability of your employee to successfully complete the required work in this environment. ",null,"Worksheet_Telecommuting","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/worksheet_telecommuting-D685.png","https://templates.business-in-a-box.com/imgs/250px/685.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#685.xml",{"title":15,"description":6},"worksheet_telecommuting",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Staff Management","/templates/staff-management/","Worksheet_Telecommuting Template","https://templates.business-in-a-box.com/imgs/400px/685.png",[29,17,20,23],{"label":30,"url":31},"Templates","/templates/",[33,34,35],{"label":30,"url":31},{"label":18,"url":19},{"label":36,"url":37},"Remote & Flexible Work","/templates/remote-and-flexible-work/",[39,43,47,52,56,60,64,68,72,76,80,84,88,104,122,136,151,166],{"label":40,"url":41,"thumb":42,"extension":10},"Employment Agreement Executive","/template/employment-agreement-executive-D543","https://templates.business-in-a-box.com/imgs/250px/543.png",{"label":44,"url":45,"thumb":46,"extension":10},"Employment Agreement Executive with Car Allowance","/template/employment-agreement-executive-with-car-allowance-D542","https://templates.business-in-a-box.com/imgs/250px/542.png",{"label":48,"url":49,"thumb":50,"extension":51},"Staff Directory","/template/staff-directory-D13042","https://templates.business-in-a-box.com/imgs/250px/13042.png","xls",{"label":53,"url":54,"thumb":55,"extension":10},"Agenda Meeting With Management","/template/agenda-meeting-with-management-D13812","https://templates.business-in-a-box.com/imgs/250px/13812.png",{"label":57,"url":58,"thumb":59,"extension":10},"Conflict Management Strategies","/template/conflict-management-strategies-D13441","https://templates.business-in-a-box.com/imgs/250px/13441.png",{"label":61,"url":62,"thumb":63,"extension":10},"5 Tips For Retaining Your Staff During Difficult Times","/template/5-tips-for-retaining-your-staff-during-difficult-times-D13064","https://templates.business-in-a-box.com/imgs/250px/13064.png",{"label":65,"url":66,"thumb":67,"extension":10},"Mastering Time Management For Business Professionals","/template/mastering-time-management-for-business-professionals-D13730","https://templates.business-in-a-box.com/imgs/250px/13730.png",{"label":69,"url":70,"thumb":71,"extension":10},"Mastering Time Management Hour Blocking","/template/mastering-time-management-hour-blocking-D13731","https://templates.business-in-a-box.com/imgs/250px/13731.png",{"label":73,"url":74,"thumb":75,"extension":10},"Manager Evaluation","/template/manager-evaluation-D13843","https://templates.business-in-a-box.com/imgs/250px/13843.png",{"label":77,"url":78,"thumb":79,"extension":51},"Employee List","/template/employee-list-D13468","https://templates.business-in-a-box.com/imgs/250px/13468.png",{"label":81,"url":82,"thumb":83,"extension":51},"Employee Record","/template/employee-record-D13469","https://templates.business-in-a-box.com/imgs/250px/13469.png",{"label":85,"url":86,"thumb":87,"extension":10},"Agenda Manager Meeting","/template/agenda-manager-meeting-D13811","https://templates.business-in-a-box.com/imgs/250px/13811.png",{"description":89,"descriptionCustom":6,"label":90,"pages":91,"size":9,"extension":10,"preview":92,"thumb":93,"svgFrame":94,"seoMetadata":95,"parents":97,"keywords":96,"url":103},"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":96,"description":6},"remote work agreement",[98,100],{"label":18,"url":99},"human-resources",{"label":101,"url":102},"Company Policies","company-policies","/template/remote-work-agreement-D13282",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":9,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":121},"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":112,"description":6},"employment agreement_at will employee",[114,115,118],{"label":18,"url":99},{"label":116,"url":117},"Hire an Employee","hire-employee",{"label":119,"url":120},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":123,"descriptionCustom":6,"label":124,"pages":125,"size":126,"extension":10,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":131,"keywords":134,"url":135},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","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},[146],{"label":147,"url":148},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":165},"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":159,"description":6},"non disclosure agreement nda",[161,162],{"label":119,"url":120},{"label":163,"url":164},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":167,"descriptionCustom":6,"label":168,"pages":8,"size":9,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":174,"keywords":173,"url":177},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":173,"description":6},"job offer letter long",[175,176],{"label":18,"url":99},{"label":116,"url":117},"/template/job-offer-letter-long-D12769",false,{"seo":180,"reviewer":192,"legal_disclaimer":196,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":256,"clauses":287,"how_to_fill":337,"common_mistakes":378,"faqs":403,"industries":431,"comparisons":448,"diy_vs_lawyer":461,"jurisdictions":474,"related_template_ids_curated":495,"schema":504,"classification":505},{"meta_title":181,"meta_description":182,"primary_keyword":183,"secondary_keywords":184},"Telecommuting Worksheet Template | BIB","Free telecommuting worksheet template for formalizing remote work arrangements. Covers schedule, equipment, data security, expenses, and performance.","telecommuting worksheet template",[185,186,187,188,189,190,191],"remote work agreement template","telecommuting agreement template","work from home agreement template","telecommuting policy template","remote work policy template word","employee telecommuting form","work from home policy template free",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":198,"legal_review_recommended":196,"signature_required":196,"notarization_required":178},"medium",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"A Telecommuting Worksheet is a binding supplemental agreement between an employer and an employee that formalizes the terms under which the employee works remotely — whether full-time, hybrid, or on an occasional basis. This free Word download gives you a structured, editable template covering approved work location, schedule, equipment, data security, expense reimbursement, and performance expectations, which you can export as PDF and sign digitally or in person.\n","Use it when approving a new remote work arrangement, converting an on-site employee to a hybrid or fully remote schedule, or formalizing an ad hoc work-from-home situation that has been running without written terms. It also applies when onboarding a remote hire whose employment contract references a separate telecommuting policy.\n","Approved remote work location and eligible days, core hours and availability requirements, company-issued versus employee-owned equipment provisions, data security and confidentiality obligations, expense reimbursement terms, health and safety acknowledgment, performance and productivity standards, and conditions for modifying or revoking the arrangement.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Standardizing remote work approvals across departments with a signed agreement","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Small business owners","Documenting a first remote-work arrangement without an in-house legal team","persona-small-business-owner",{"title":213,"use_case":214,"icon_asset_id":215},"Operations directors","Replacing informal email approvals with a consistent, enforceable remote work policy","persona-operations-director",{"title":217,"use_case":218,"icon_asset_id":219},"Remote-first startup founders","Onboarding distributed team members with clear equipment and security obligations","persona-startup-founder",{"title":221,"use_case":222,"icon_asset_id":223},"Employees requesting remote work","Submitting a formal written proposal for a hybrid or full-time remote schedule","persona-freelancer",{"title":225,"use_case":226,"icon_asset_id":227},"Compliance officers","Ensuring remote work arrangements satisfy data protection and health and safety obligations","persona-compliance-officer",[229,233,237,241,244,248,252],{"situation":230,"recommended_template":231,"slug":232},"Approving a permanent full-time remote arrangement for an existing employee","Telecommuting Worksheet (Permanent)","worksheet_telecommuting-D685",{"situation":234,"recommended_template":235,"slug":236},"Documenting a temporary or trial remote work period","Remote Work Trial Agreement","remote-work-agreement-D13282",{"situation":238,"recommended_template":239,"slug":240},"Setting a company-wide remote work policy for all eligible roles","Remote Work Policy","remote-work-policy-D12540",{"situation":242,"recommended_template":243,"slug":236},"Onboarding a new hire whose role is fully remote from day one","Remote Work Employment Agreement",{"situation":245,"recommended_template":246,"slug":247},"Managing a hybrid schedule with defined in-office days","Hybrid Work Agreement","hybrid-work-policy-D13470",{"situation":249,"recommended_template":250,"slug":251},"Addressing BYOD (bring your own device) for remote workers","BYOD Policy Agreement","bring-your-own-device-policy-byod-D12626",{"situation":253,"recommended_template":254,"slug":255},"Issuing company equipment to a remote employee with return obligations","Equipment Loan Agreement","equipment-loan-agreement-D12843",[257,260,263,266,269,272,275,278,281,284],{"term":258,"definition":259},"Telecommuting","A work arrangement in which an employee performs their regular job duties from a location other than the employer's premises, typically the employee's home.",{"term":261,"definition":262},"Approved Remote Work Location","The specific address or addresses where the employee is authorized to work remotely, as agreed in writing with the employer.",{"term":264,"definition":265},"Core Hours","Designated times during which a remote employee must be available and responsive, regardless of the flexibility in their broader schedule.",{"term":267,"definition":268},"BYOD (Bring Your Own Device)","A policy allowing employees to use personal computers, phones, or tablets for work, subject to security requirements set by the employer.",{"term":270,"definition":271},"Expense Reimbursement","Employer repayment to the employee for reasonable, pre-approved costs incurred in setting up or maintaining a remote work environment — such as internet or office supplies.",{"term":273,"definition":274},"Data Security Protocol","Specific technical and behavioral requirements — such as VPN use, screen locks, and encrypted drives — that a remote employee must follow to protect company information.",{"term":276,"definition":277},"Ergonomic Self-Certification","A written acknowledgment by the employee that their home workspace meets basic health and safety standards, reducing the employer's occupational health liability.",{"term":279,"definition":280},"Right to Revoke","An employer's contractual right to terminate or modify a remote work arrangement with defined notice, typically without cause, returning the employee to on-site work.",{"term":282,"definition":283},"Productivity Metrics","Agreed, measurable outputs — such as deliverables, response times, or KPIs — used to assess whether a remote employee is meeting performance expectations.",{"term":285,"definition":286},"At-Home Workspace Standards","Minimum physical requirements for the employee's remote workspace — dedicated space, adequate lighting, reliable internet speed — specified by the employer as a condition of approval.",[288,293,298,303,308,313,317,322,327,332],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Parties, Effective Date, and Arrangement Type","Identifies the employer and employee, states when the telecommuting arrangement begins, and classifies it as full-time remote, hybrid, or occasional.","This Telecommuting Worksheet ('Agreement') is entered into as of [DATE] between [EMPLOYER LEGAL NAME] ('Employer') and [EMPLOYEE FULL NAME] ('Employee'). Employee is approved for [FULL-TIME REMOTE / HYBRID / OCCASIONAL] telecommuting, effective [START DATE], subject to the terms below.","Using the employee's start date rather than the telecommuting arrangement's effective date — this creates ambiguity about when remote-work obligations and reimbursements begin.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Approved Work Location","Specifies the exact address or addresses where the employee is permitted to work remotely, and requires prior written approval before working from any other location.","Employee is authorized to perform remote work duties from [FULL ADDRESS] ('Remote Workspace'). Working from any other location requires advance written approval from [MANAGER TITLE / NAME].","Approving 'home' without specifying a full address — employees who move without notice may work from a different state or country, creating unexpected payroll tax and employment law obligations for the employer.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Schedule and Core Hours","Defines which days the employee may work remotely, required in-office days for hybrid arrangements, and the core hours during which the employee must be available.","Employee shall work remotely on [DAYS OF WEEK] and report to [OFFICE LOCATION] on [DAYS OF WEEK]. Employee must be available and responsive from [START TIME] to [END TIME] [TIMEZONE] on all scheduled workdays.","Omitting a timezone reference for core hours. Distributed teams have had employees interpret 'available 9–5' against their local time rather than headquarters time, causing missed meetings and coordination failures.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Equipment and Technical Requirements","States whether the employer or employee provides hardware, software, and internet access, and sets minimum technical specifications the remote workspace must meet.","Employer shall provide [LIST OF COMPANY-ISSUED EQUIPMENT]. Employee is responsible for maintaining internet connectivity with a minimum speed of [X] Mbps. Company-issued equipment remains Employer property and must be returned upon request or separation.","Failing to list company-issued equipment by serial number or asset ID. Without a documented inventory, recovering equipment at separation becomes a dispute rather than a checklist.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Data Security and Confidentiality","Requires the employee to follow specific security protocols — VPN, screen locks, encrypted storage — and prohibits accessing company systems from unsecured networks.","Employee shall connect to company systems exclusively via Employer-approved VPN. Employee shall not access Confidential Information from public Wi-Fi networks. All company data must be stored on [APPROVED PLATFORM] and must not be saved to personal devices or unencrypted drives.","Referencing a separate IT security policy by name without attaching it as an exhibit. If the policy is updated, the agreement may no longer accurately reflect the employee's obligations.",{"name":270,"plain_english":314,"sample_language":315,"common_mistake":316},"Specifies which home-office expenses the employer will reimburse — internet, phone, office supplies — and the process and cap for submitting claims.","Employer shall reimburse Employee up to $[AMOUNT] per month for documented internet and telephone costs directly attributable to remote work. Reimbursement requests must be submitted with receipts within [30] days of the expense date.","Not specifying a reimbursement ceiling or submission deadline. Open-ended reimbursement language has resulted in employees submitting months of retroactive claims, including expenses predating the agreement.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Health, Safety, and Ergonomic Acknowledgment","Requires the employee to certify that their remote workspace meets minimum safety standards and grants the employer the right to conduct a remote workspace assessment.","Employee certifies that the Remote Workspace complies with applicable health and safety requirements, including adequate lighting, ventilation, and ergonomic seating. Employee acknowledges that Employer [DOES / DOES NOT] reserve the right to inspect the Remote Workspace with [X] days' notice.","Skipping the ergonomic acknowledgment entirely. In jurisdictions with active occupational health and safety legislation — particularly the UK and EU — employers remain liable for work-related injuries sustained at a home office without documented workspace standards.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Performance and Productivity Standards","Confirms that the employee's existing performance obligations remain unchanged and specifies any additional output metrics, check-in frequency, or communication expectations applicable to remote work.","Employee's performance expectations, deliverables, and quality standards remain unchanged as set out in Employee's Employment Agreement. Employee shall participate in team check-ins [FREQUENCY] and respond to internal communications within [X] hours during core hours.","Treating this clause as boilerplate and omitting specific productivity metrics. Without agreed check-in frequency or response-time expectations, remote performance issues are harder to document for disciplinary proceedings.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Modification and Revocation","Reserves the employer's right to change or cancel the telecommuting arrangement with reasonable notice, and clarifies that the arrangement is a privilege, not a permanent entitlement.","This telecommuting arrangement is approved at Employer's discretion and may be modified or revoked with [X] days' written notice. Revocation does not constitute a change in the terms of employment, constructive dismissal, or good reason for resignation.","Not including explicit language that revocation is not constructive dismissal. In Canada and the UK, employees have argued that revoking an established remote arrangement constitutes a unilateral change to employment terms — courts have occasionally agreed.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Governing Law and Entire Agreement","States which jurisdiction's employment laws govern the arrangement and confirms the worksheet supersedes prior informal remote-work approvals.","This Agreement is governed by the laws of [STATE / PROVINCE / COUNTRY]. This Agreement constitutes the complete understanding between the parties regarding telecommuting and supersedes all prior email authorizations, verbal approvals, and informal arrangements.","Choosing the employer's home jurisdiction as governing law without considering where the employee physically works. Several states and provinces apply local law regardless of a governing-law clause, particularly for wage and hour protections.",[338,343,348,353,358,363,368,373],{"step":339,"title":340,"description":341,"tip":342},1,"Identify the parties and classify the arrangement type","Enter the employer's full registered legal name and the employee's legal name. Select whether the arrangement is full-time remote, hybrid, or occasional. Record the effective date of the telecommuting arrangement — not the employee's original hire date.","Use the same entity name that appears on the employee's payroll records to avoid mismatches in any future dispute.",{"step":344,"title":345,"description":346,"tip":347},2,"Enter the approved remote work address","Record the employee's full home address — street, city, state or province, postal code, and country. If the employee may work from a secondary location (e.g., a co-working space), list both addresses and require written approval for any others.","Address changes happen more often than employers expect. Add a line requiring the employee to notify HR at least 10 business days before relocating their remote workspace.",{"step":349,"title":350,"description":351,"tip":352},3,"Define the schedule and core hours with timezone","List authorized remote workdays, required in-office days for hybrid arrangements, and core hours expressed in a named timezone (e.g., ET, PT, GMT). Confirm whether the employee is non-exempt and whether FLSA or provincial overtime rules apply to the remote schedule.","For non-exempt employees, explicitly state that overtime must be pre-approved in writing — remote hours are as compensable as office hours and unapproved overtime is a wage-and-hour liability.",{"step":354,"title":355,"description":356,"tip":357},4,"Document equipment and minimum technical specifications","List all employer-issued items with serial numbers or asset tags. State the minimum required internet speed and approved software. Confirm responsibility for equipment insurance and breakage repair.","Attach a separate Equipment Receipt as Exhibit A, signed by the employee, rather than embedding the full inventory in the body of the agreement.",{"step":359,"title":360,"description":361,"tip":362},5,"Specify data security requirements and attach the IT policy","Name the required VPN, storage platform, and any endpoint management software. Attach the current IT security policy as an exhibit and have the employee initial it separately so updates can be acknowledged without amending the entire agreement.","Include a prohibition on printing confidential documents at home unless the employee uses a certified secure shredding service — a detail most agreements omit.",{"step":364,"title":365,"description":366,"tip":367},6,"Set the expense reimbursement cap and submission process","Enter the monthly reimbursement ceiling, eligible expense categories, and the receipt submission deadline. Confirm the reimbursement start date aligns with the arrangement's effective date.","State explicitly whether the reimbursement is a flat stipend or an actual-cost reimbursement — mixing the two in the same clause creates accounting ambiguity.",{"step":369,"title":370,"description":371,"tip":372},7,"Complete the ergonomic self-certification and record the inspection right","Have the employee complete the workspace checklist (lighting, seating, internet, fire safety) and sign the ergonomic acknowledgment. If your jurisdiction requires employer-led workspace assessments, note the process and timeline.","Keep the completed ergonomic checklist on file. It is your primary defense in an occupational injury claim arising from a home-office setup.",{"step":374,"title":375,"description":376,"tip":377},8,"Sign before the remote arrangement begins","Both parties should execute the agreement before the employee's first remote workday. Late signatures create the same fresh-consideration problems as with employment contracts — restrictive clauses and equipment obligations signed after work begins are easier to challenge.","Use a timestamped e-signature tool and store the executed copy in your HRIS or document management system linked to the employee's personnel file.",[379,383,387,391,395,399],{"mistake":380,"why_it_matters":381,"fix":382},"Approving remote work by email without a signed worksheet","Informal email approvals set enforceable precedent in many jurisdictions — employees can argue a permanent remote arrangement has been established, making revocation a constructive dismissal.","Replace all email-based remote work approvals with a signed worksheet before the arrangement begins, and include explicit revocation language in every agreement.",{"mistake":384,"why_it_matters":385,"fix":386},"Not capturing the employee's remote work address","An unspecified address allows employees to relocate to a different state, province, or country without notice, triggering unplanned payroll tax registration, workers' compensation, and employment law obligations in the new location.","Require the full address in the agreement body and add a mandatory advance-notice clause for any workspace relocation.",{"mistake":388,"why_it_matters":389,"fix":390},"Omitting overtime pre-approval language for non-exempt employees","Remote hours worked outside standard schedules are compensable under the FLSA and equivalent provincial statutes. Without a pre-approval requirement, employers face retroactive overtime liability for hours they were unaware of.","Add a clause requiring written manager approval before any overtime hours are worked remotely, and reference the company's timekeeping system.",{"mistake":392,"why_it_matters":393,"fix":394},"Skipping the ergonomic and workspace safety acknowledgment","Employers in the UK, EU, and Canada remain liable for workplace injuries sustained at a home office. Without a signed self-certification, the employer cannot demonstrate it discharged its duty of care.","Include a workspace checklist as an exhibit and require the employee to certify compliance before beginning remote work, with an annual re-certification for ongoing arrangements.",{"mistake":396,"why_it_matters":397,"fix":398},"Failing to state that revocation is not constructive dismissal","Employees in Canada, the UK, and the EU have successfully argued that revoking an established remote arrangement is a unilateral change to employment terms — some courts have awarded termination pay.","Include explicit language that the remote arrangement is a discretionary privilege, that revocation with reasonable notice does not alter the employment relationship, and that the employee's core role remains unchanged.",{"mistake":400,"why_it_matters":401,"fix":402},"Attaching no exhibit for company-issued equipment","Disputes over unreturned laptops, monitors, and phones are among the most common post-termination HR issues. Without a signed inventory, recovery is difficult and write-offs are harder to document for insurance.","Attach a signed Equipment Receipt as Exhibit A listing every item by description, serial number, and value. Require the employee to sign the exhibit separately at the time of equipment issuance.",[404,407,410,413,416,419,422,425,428],{"question":405,"answer":406},"What is a telecommuting worksheet?","A telecommuting worksheet is a binding supplemental agreement between an employer and an employee that formalizes the specific terms of a remote work arrangement — including the approved work location, schedule, core hours, equipment responsibilities, data security obligations, expense reimbursement, and conditions for modifying or ending the arrangement. It supplements the employee's main employment contract and replaces informal email approvals as the authoritative record of remote work terms.\n",{"question":408,"answer":409},"Is a telecommuting worksheet legally required?","No jurisdiction currently mandates a specific remote work agreement document, but several practical and legal drivers make one essential. In the US, the FLSA requires employers to track and compensate all hours worked, including remote hours — a worksheet with pre-approval language helps manage that obligation. In the UK and EU, employers retain occupational health and safety duties for home workspaces. In Canada, revoking an undocumented remote arrangement can trigger constructive dismissal claims. A signed worksheet addresses all three risks.\n",{"question":411,"answer":412},"Can an employer revoke a telecommuting arrangement?","Yes, in most jurisdictions an employer can revoke a remote work arrangement with reasonable notice, provided the employee's core role and compensation are unchanged. However, courts in Canada and the UK have found that revoking a long-standing arrangement without notice can constitute constructive dismissal, particularly when remote work was a material reason the employee accepted the role. Include explicit revocation language — with a defined notice period and a statement that revocation is not constructive dismissal — in every agreement.\n",{"question":414,"answer":415},"What expenses must an employer reimburse for remote workers?","Reimbursement obligations vary by jurisdiction. Several US states — including California, Illinois, and Massachusetts — require employers to reimburse necessary business expenses, which courts have extended to internet and phone costs for remote workers. In the UK, employers may pay a tax-free home-working allowance of £6 per week without receipts. EU member states have varying obligations; France, for example, requires employers to contribute to remote workers' home-office costs. The worksheet should specify the reimbursable categories, monthly cap, and submission process to avoid open-ended liability.\n",{"question":417,"answer":418},"Does a telecommuting worksheet replace the employment contract?","No. A telecommuting worksheet is a supplemental document that governs the remote work arrangement specifically. The employee's main employment contract — covering salary, benefits, IP assignment, non-compete, and termination — remains in effect. The worksheet should cross-reference the employment contract and include a clause confirming that any conflict between the two is resolved in favor of the employment contract.\n",{"question":420,"answer":421},"What happens if an employee relocates without notifying the employer?","An undisclosed relocation to another state, province, or country can create significant compliance problems: the employer may need to register for payroll taxes in the new location, obtain new workers' compensation coverage, and comply with a different set of employment standards. In some cases — particularly international moves — immigration and work authorization issues arise. The worksheet should require advance written notice of any workspace address change and reserve the right to withdraw remote work approval if the new location creates unacceptable compliance obligations.\n",{"question":423,"answer":424},"Are remote workers covered by occupational health and safety laws?","In most jurisdictions, yes — to varying degrees. The UK's Health and Safety at Work Act 1974 applies to home offices, and employers are expected to conduct or request a home workspace risk assessment. EU member states similarly extend employer safety duties to teleworkers. In the US, OSHA has historically not inspected home offices, but employers can still face liability for home-office injuries under general-duty provisions. A signed ergonomic self-certification in the worksheet is the standard mechanism for demonstrating the employer discharged its duty of care.\n",{"question":426,"answer":427},"How do I handle overtime for remote non-exempt employees?","Remote non-exempt employees remain entitled to overtime under the FLSA and equivalent provincial statutes — hours worked are compensable regardless of where the work is performed. The telecommuting worksheet should include an explicit clause requiring pre-written manager approval before any overtime hours are worked, and referencing the company's timekeeping policy. Maintaining accurate time records is the employer's obligation; the worksheet creates the framework for employees to follow.\n",{"question":429,"answer":430},"Can I use a telecommuting worksheet for international remote employees?","A domestic telecommuting worksheet is generally not sufficient for employees working in a different country. Cross-border remote arrangements involve employment law compliance in the employee's country of residence, potential permanent establishment tax risks for the employer, and immigration and work-authorization considerations. Consider engaging local counsel or an Employer of Record (EOR) service for international remote workers, with a locally compliant employment agreement rather than a US- or Canada-standard worksheet.\n",[432,436,440,444],{"industry":433,"icon_asset_id":434,"specifics":435},"Technology / SaaS","industry-saas","Data security and VPN requirements are the critical clauses; IP created on personal devices must be explicitly covered by the assignment provision in the employment contract.",{"industry":437,"icon_asset_id":438,"specifics":439},"Financial Services","industry-fintech","Regulatory screen-sharing and client data handling restrictions apply; FINRA and FCA-regulated roles may require pre-approval of remote work locations by the employer's compliance function.",{"industry":441,"icon_asset_id":442,"specifics":443},"Professional Services","industry-professional-services","Client confidentiality obligations must extend to the home workspace; document printing and disposal controls are particularly important for law firms, accountants, and consultants.",{"industry":445,"icon_asset_id":446,"specifics":447},"Healthcare","industry-healthtech","HIPAA-compliant workstation and network requirements must be embedded in the data security clause; telehealth roles face additional state licensing considerations tied to the approved work location.",[449,451,454,458],{"vs":243,"vs_template_id":236,"summary":450},"A remote work employment agreement is a standalone contract for new hires whose roles are fully remote from day one — it incorporates all standard employment terms alongside remote-specific provisions. A telecommuting worksheet is a supplemental document appended to an existing employment contract for employees transitioning to remote or hybrid work. Use the employment agreement for new remote hires and the worksheet for existing employees requesting a schedule change.",{"vs":124,"vs_template_id":452,"summary":453},"employee-handbook-D712","An employee handbook sets company-wide remote work policy applicable to all eligible employees as a general guideline. A telecommuting worksheet is a signed, individualized agreement tailored to a specific employee's arrangement — approved location, schedule, equipment, and reimbursement terms. The handbook governs policy; the worksheet creates enforceable individual obligations.",{"vs":455,"vs_template_id":456,"summary":457},"Employment Contract","employment-agreement_at-will-employee-D541","An employment contract governs the entire employment relationship — compensation, benefits, IP, non-compete, and termination. A telecommuting worksheet supplements the employment contract by addressing remote-specific logistics and obligations that arise only when the employee works off-site. The employment contract remains the primary governing document; the worksheet adds a remote work layer without replacing it.",{"vs":138,"vs_template_id":459,"summary":460},"independent-contractor-agreement-D160","An independent contractor agreement governs a self-employed individual performing project-based work with no employment entitlements. A telecommuting worksheet applies only to employees — it does not create or modify contractor status. Using a telecommuting worksheet with a contractor relationship could be used as evidence of employee classification in a misclassification dispute.",{"use_template":462,"template_plus_review":466,"custom_drafted":470},{"best_for":463,"cost":464,"time":465},"Domestic hybrid or full-time remote arrangements for standard employee roles in a single state or province","Free","15–20 minutes per employee",{"best_for":467,"cost":468,"time":469},"Employees in states with strict expense-reimbursement laws (CA, IL, MA), non-exempt remote workers, or senior roles with sensitive data access","$200–$500 for an employment attorney review","1–3 days",{"best_for":471,"cost":472,"time":473},"Multi-state or cross-border remote arrangements, heavily regulated industries (financial services, healthcare), or arrangements involving significant company equipment and IP risk","$800–$2,500+","1–2 weeks",[475,480,485,490],{"code":476,"name":477,"flag_asset_id":478,"note":479},"us","United States","flag-us","FLSA requires employers to compensate all hours worked, including unapproved remote overtime — pre-approval language is essential for non-exempt employees. California, Illinois, and Massachusetts require reimbursement of necessary remote work expenses; the worksheet must specify eligible categories and caps. Approving a remote location in a state where the employer is not registered can trigger payroll tax registration, workers' compensation, and income tax nexus obligations. State-specific non-compete enforceability affects whether the employment contract's restrictive covenants survive a location change.",{"code":481,"name":482,"flag_asset_id":483,"note":484},"ca","Canada","flag-ca","Employment standards in each province govern minimum notice for changes to work arrangements — revocation of remote work may require notice equivalent to a material change in terms of employment. Several provincial courts have found that revoking an established remote arrangement constitutes constructive dismissal; the revocation clause must be carefully worded. Ontario's Employment Standards Act and similar statutes require accurate time records for non-exempt employees regardless of work location. Quebec employers must provide the worksheet in French for provincially regulated workplaces.",{"code":486,"name":487,"flag_asset_id":488,"note":489},"uk","United Kingdom","flag-uk","The Health and Safety at Work Act 1974 and the Display Screen Equipment (DSE) Regulations 1992 require employers to assess home workstations used regularly by employees — the ergonomic self-certification clause directly addresses this obligation. Employees have a statutory right to request flexible working after 26 weeks of service (reducing to day one under proposed reforms); a signed worksheet formalizes the employer's response. HMRC permits a tax-free home-working allowance of £6 per week, which can be referenced in the expense clause. Data protection obligations under UK GDPR apply to personal data processed from home workspaces.",{"code":491,"name":492,"flag_asset_id":493,"note":494},"eu","European Union","flag-eu","The EU Telework Framework Agreement and member-state implementing legislation require written telework agreements covering equipment, costs, and working time — the worksheet directly satisfies these requirements where implemented. France's droit à la déconnexion (right to disconnect) must be reflected in core hours and availability clauses for French employees. Germany's Arbeitsstättenverordnung (Workplace Ordinance) extends workplace safety standards to home offices. GDPR Article 32 requires appropriate technical and organizational measures for personal data processed remotely, which the data security clause should address specifically.",[236,456,452,459,496,497,498,499,500,501,502,503],"non-disclosure-agreement-nda-D12692","employment-agreement-executive-D543","job-offer-letter-long-D12769","fixed-term-contract-D13225","employee-dismissal-letter-D508","small-business-expense-report-D13396","purchase-order-D1411","strategic-planning-template-D13857",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":99,"secondary_folder":506,"document_type":507,"industry":508,"business_stage":509,"tags":510,"confidence":515},"remote-and-flexible-work","agreement","general","all-stages",[511,512,513,514],"remote-work","telecommuting","employment-agreement","flexible-work",0.95,"\u003Ch2>What is a Telecommuting Worksheet?\u003C/h2>\n\u003Cp>A \u003Cstrong>Telecommuting Worksheet\u003C/strong> is a binding supplemental agreement between an employer and an employee that formalizes every material term of a remote or hybrid work arrangement — approved work location, authorized schedule, core availability hours, company and personal equipment responsibilities, data security protocols, expense reimbursement limits, workspace safety acknowledgment, and the employer's right to modify or revoke the arrangement. Unlike a general remote work policy, which applies company-wide as a guideline, a telecommuting worksheet is signed by a specific employee and their manager, creating individual enforceable obligations that supplement the existing employment contract. This free Word download gives you a structured, editable starting point you can tailor to each employee's arrangement and export as PDF for digital or in-person execution.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a signed telecommuting worksheet, informal email approvals and verbal agreements define your remote work arrangements — and courts in Canada, the UK, and the EU have repeatedly treated those informal approvals as permanent entitlements that employers cannot revoke without triggering constructive dismissal claims. In the US, approving an employee to work from a home address in a state where the employer is not registered can silently create payroll tax registration obligations, workers' compensation exposure, and income tax nexus — none of which show up until a state audit. Non-exempt employees working untracked remote hours expose their employer to retroactive FLSA overtime liability regardless of whether the employer knew the hours were being worked. And when a remote employee is injured at a home workstation, the absence of a signed workspace safety acknowledgment removes the employer's primary defense in an occupational health claim. A properly executed telecommuting worksheet closes each of these gaps before the arrangement begins, for the cost of 15 minutes per employee and a legal review where the stakes are highest.\u003C/p>\n",1778696365206]