Telecommuting Policy Agreement

In line with the organization`s information security expectations for employees working in the office, telecommuting employees are expected to protect proprietary information about businesses and customers accessible from their home office. Steps include the use of closed filing cabinets and cabinets, regular password maintenance, and all other order and environmentally appropriate measures. Individuals applying for official telework must be employed for at least 12 months with [company name] and have a satisfactory current account. The employee declares himself voluntarily ready to work on the authorized alternative construction site listed below and to follow all applicable guidelines and procedures. The employee recognizes that telework is not a work benefit. As the Telework Directive states, there are certain provisions of the agreement that are unique to each employee. These provisions are written as follows: The continuation of the telecommunications regime is subject to a weekly/month trial period. This trial period begins on – This trial period does not alter the ability of the employment office to terminate the telecommunications agreement or the employment relationship at any time, for or without reason, as long as such a measure is not contrary to applicable applicable applicable legislation or internal regulations. [list here all the clear provisions of the individual agreement, i.e. hours, underemployment of office information, designated telework days] The employee understands that the employment agency can stop telework and order the employee to return to work on the central site. Depending on the needs and availability of space, the employment agency undertakes to revive the worker, after having communicated to the employment agency, his job on the central site. In the event that the employment relationship is broken, all property belonging to the Employment/House Office is returned to the Employment Agency`s Convenience.

All informal telework agreements are concluded on a case-by-case basis and focus first on the organization`s business needs. Telework is not designed as a substitute for adequate child care.

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