Blue Alliance People Ops – Remote Work & Telecommuting Policies

Remote work and telecommuting policies are vital as they set clear expectations for employees working outside the traditional office. These policies establish guidelines for performance, communication, and data security, ensuring productivity and consistency. They promote work-life balance, enhancing employee well-being and job satisfaction. Moreover, remote work policies help organizations comply with labor laws and regulations, reducing legal risks. By providing a structured framework for remote work, these policies enable businesses to maintain efficiency, security, and fairness, ultimately benefiting both employees and the company, while adapting to the evolving work landscape in a modern, flexible, and effective manner.

OBJECTIVE
Telecommuting allows eligible employees to work remotely, from home, client sites during travel, or other locations, based on suitability. Some roles are identified as 100% remote, while others can be assigned specifically at a company office or client location. In the event a role is not remote or does not have a hybrid option, a team member can indicate interest or submit a request for consideration of a version of the telecommute arrangement.

NAMING / DESIGNATIONS
Telecommute / work from home / remote work may be used interchangeably. Roles can be identified as “remote” or “work from home” upon hire. It is common for a role to be called “hybrid” and mean there will be opportunity to work remotely as well as an office or client site.

ELIGIBILITY
Unless a role is identified as 100% remote or “hybrid” upon hire, remote work is something that can come with time in the role and with the organization. Employees having 12 months of continuous employment (regular attendance) and a satisfactory performance record can request formal telecommuting arrangements/indicate their interest in this benefit.

PROCEDURES
Telecommuting can be informal or formal, as proposed by employees or supervisors. Arrangements are subject to change or end at any time with notice considerations.

EVALUATION & AGREEMENT
Noncompliance/failure to complete the review process will be taken as an agreement that either timecard and/or paycheck is accurate.
Employee suitability, role fit, workspace, and legal implications are evaluated with People Operations / HR assistance. If agreed upon by employee, manager, and HR/People Operations, a trial period can begin.

PERFORMANCE & COMMUNICATION
Regular interaction during the trial period includes voice call, video calls, email, and face-to-face meetings. Evaluation focuses on work output and objectives rather than time-based performance.

EQUIPMENT & SUPPLIES
Appropriate equipment is determined case-by-case, with company-owned maintained by the company and employee-owned by the employee. Company supplies and business expenses are reimbursed.

SECURITY & SAFETY
Telecommuters ensure information security and maintain a safe workspace. A safety checklist is completed biannually.

CHILDCARE & FAMILY CONSIDERATION
Telecommuting isn’t a replacement for childcare. Focus remains on job performance. Family discussion before the trial period is encouraged.

TIME WORKED
Non-exempt telecommuters record hours using the company’s time-keeping system. Overtime needs supervisor approval.

AD HOC ARRANGEMENTS
Temporary telecommuting for specific circumstances is approved as needed, with no ongoing expectation.

TERMINATION & NON-COMPLIANCE
Temporary telecommuting for specific circumstances is approved as needed, with no ongoing expectation.

AGREEMENT
By participating, employees agree to comply with the policy and FLSA regulations.

 

Telecommuting allows eligible employees to work remotely, from home, client sites during travel, or other locations, based on suitability. Some roles are identified as 100% remote, while others can be assigned specifically at a company office or client location. In the event a role is not remote or does not have a hybrid option, a team member can indicate interest or submit a request for consideration of a version of the telecommute arrangement.

Telecommute / work from home / remote work may be used interchangeably. Roles can be identified as “remote” or “work from home” upon hire. It is common for a role to be called “hybrid” and mean there will be opportunity to work remotely as well as an office or client site.

Unless a role is identified as 100% remote or “hybrid” upon hire, remote work is something that can come with time in the role and with the organization. Employees having 12 months of continuous employment (regular attendance) and a satisfactory performance record can request formal telecommuting arrangements/indicate their interest in this benefit.

Telecommuting can be informal or formal, as proposed by employees or supervisors. Arrangements are subject to change or end at any time with notice considerations.

Noncompliance/failure to complete the review process will be taken as an agreement that either timecard and/or paycheck is accurate.

Employee suitability, role fit, workspace, and legal implications are evaluated with People Operations / HR assistance. If agreed upon by employee, manager, and HR/People Operations, a trial period can begin.

Regular interaction during the trial period includes voice call, video calls, email, and face-to-face meetings. Evaluation focuses on work output and objectives rather than time-based performance.

Appropriate equipment is determined case-by-case, with company-owned maintained by the company and employee-owned by the employee. Company supplies and business expenses are reimbursed.

Telecommuters ensure information security and maintain a safe workspace. A safety checklist is completed biannually.

Telecommuting isn’t a replacement for childcare. Focus remains on job performance. Family discussion before the trial period is encouraged.

Non-exempt telecommuters record hours using the company’s time-keeping system. Overtime needs supervisor approval.

Temporary telecommuting for specific circumstances is approved as needed, with no ongoing expectation.

The company reserves the right to terminate or modify arrangements based on business needs or performance. Non-compliance may lead to disciplinary action.

By participating, employees agree to comply with the policy and FLSA regulations.