The evaluation of the delivery of tele-commuters during the trial period includes regular telephone and electronic interaction between the employee and the line manager, as well as weekly personal meetings to discuss work progress and issues. At the end of the trial phase, the staff member and supervisor will each make an evaluation of the agreement and make recommendations for changes or thoughts. The evaluation of teleworkers beyond the trial period will be consistent with the performance of teleworkers received by Agency staff, both in terms of content and overall, but will focus on work performance and achievement of objectives, not on time-based delivery. If the employee and the manager agree and the human resources department agrees, a draft telework contract is prepared and signed by all parties and a three-month trial period begins. 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. As part of the discussion process, an appropriate level of communication between tele-shuttlers and superiors will be agreed and more formal during the trial period. At the end of the trial period, the manager and teleworker communicate at a level that corresponds to the level that is working in the office or in a manner and frequency appropriate for the work and the people involved. This website also has a more general employment contract, which can be used for self-employment. For more information on the relationship between workers and employers and their differences with professionals or independent contractors, see the guide «What is the difference between an employee and an independent contractor?» Our employees remotely must follow our company`s instructions as well as their office colleagues. The guidelines that all employees should follow are: office workers can also work remotely [two consecutive weeks] per year if [they wish to visit the family/place of birth].

Eligible employees are those who have worked in our company for at least [one year].] Employees who are new parents or have short-term or long-term disabilities may agree to longer distance work schedules with their supervisor and human resources. Health insurance, OTPs and other individual or group benefits are not affected by a remote working agreement. Remote employees also receive [$100] per month as a remote work allowance to cover office expenses (for example. B, electricity and rental). From time to time, we can pay for our remote employees to visit our offices. Office workers can also use permanent work remotely in the event of relocation. The staff delegate will assess their eligibility on a case-by-case basis. Employees who wish to work remotely must apply to [Staff Questions on a Form/via our HRIS]. To ensure that employee performance does not suffer in distant relationships, we advise our remote employees: Telework employees who are not exempt from the overtime requirements of the Fair Labor Standards Act must accurately record all hours worked with the [company name] time registration system.