Remote Worker Sample Policy

Because the labor market is still relatively tight and employers are concerned about keeping their “A” players, many are now considering allowing their employees to work remotely on a permanent basis.

While this may sound pretty straight-forward (the employee has a laptop and phone, so what’s the harm in allowing them to work from wherever they want?), there are several things to consider first, including the fact that this decision could actually increase your travel expenses, before determining if remote work is a good move for your company.

1. The Position – Assess whether the essential functions of that job can be done successfully on a permanent remote basis.
2. Employee Performance – Do employees seem to be equally productive and accessible on the days they work from home as opposed to the days they are in the office?
3. Test-Runs – Consider doing a trial run of 100% remote work for several weeks before you commit to them being 100% remote.
4. Remote Work Agreements – Develop a remote work policy and make sure you have a written remote work agreement with the employee. Enter your information to receive a free copy of CEA's Remote Worker Sample Policy!
5. Breaks, Lunches, Sick Leave & Travel – If you allow a non-exempt (hourly) employee to work remotely, remember you and they must abide by the wage and hours laws for the physical location where the non-exempt employee actually does their work.
6. Pre-approving Relocations – If your company allows 100% remote work, make sure your agreement includes the employee’s current home address where they will be working and a statement that any change to this location must be pre-approved by the company.

Get more details about these considerations in our detailed blog post.

To get your own Remote Worker Sample Policy, enter your information and you will receive an email with the policy sample shortly!