Employment and employment contracts in the United States are governed by specific federal and national laws. For example, the Federal Fair Labor Standards Act (FLSA) covers wages and overtime for certain sectors. However, state laws can define and limit how employers can protect themselves when an employee tries to take customers or use confidential information. This directive applies to employees whose primary job is not in our offices. Telework allows employees to work from home, on the go or on a satellite site throughout their work week. [Company name] considers telework to be a workable and flexible work option when the employee and the workplace are suitable for such an agreement. Telework may be suitable for some employees and jobs, but not for others. Telework is not a claim, it is not a company-wide benefit and it does not change the terms of employment with [company name]. Before entering into a telework agreement, the employee and manager, with the assistance of the human resources department, will assess the adequacy of such an agreement and verify the following areas: Although a remote employment agreement may be as simple or detailed as the parties wish, this agreement contains essential information, including the names and addresses of the parties, as well as a detailed description of the worker`s rights and obligations. It is important that the agreement defines the type of employment agreement that employers and workers create, whether they are full-time or part-time contracts, indeterminate or fixed employment relationships.
This agreement, specific to remote work situations, also allows the parties to define the employee`s work plan. In this section, the parties should describe the number of days per week that the worker can work remotely, the hours of work that the worker should work and the employer should be available to the employer, as well as other expectations as to when and how the worker should be informed before the start of work. 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. Hours worked beyond the hours scheduled per day and per work week are subject to the prior agreement of the tele-shuttler`s supervisor. Failure to comply with this requirement may lead to the immediate termination of the telework contract. 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. This remote work checklist will also help you make your employer your duty of care. 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.