Stormtech Canada Associate Handbook

REMOTE WORK POLICY

1. POLICY BRIEF & PURPOSE The Remote Work Policy outlines Stormtech’s guidelines for employees who work from a location other than our offices. Stormtech wants to ensure that both employees and the company will benefit from these arrangements. 2. SCOPE This policy applies to employees whose primary work location is not at our offices on a temporary or permanent basis. 3. POLICY ELEMENTS Remote working may be a temporary and/or permanent agreement between employees and managers to work from a non-office location for a period specified by your manager. While working remotely, employees agree to provide and perform their duties and service to the Company, to the best of their ability, and to devote their attention, skill, and effort at all times in compliance with policies, directions and instructions given to you by your manager on behalf of the Company. Employees will be held to the same performance standards as the rest of their team or colleagues, regardless of working location. Employees and their managers will need to ensure that the employee’s productivity and performance can be effectively measured, and their work can be adequately supervised and reviewed as required. Your job description, duties, hours and times of work, manner of remuneration and the location where you perform your job may change from time to time and that the company has the right to make these changes in the best interest of its business and future. To ensure continuity of business and high service standards please use the following guidelines when conducting remote work. Guidelines for employees to follow when working remotely. • Employees to confirm with their managers their primary work address and phone number while working remotely. Your work remote address should be a private space. • Choose a quiet and distraction-free working space. • Discuss with your manager your Performance Expectations and short-term goals while working remotely. • Employees are expected to work standard working hours. All staff must be online and readily available for communication on teams with their coworkers during business hours. • Adhere to breaks and attendance schedules agreed upon with your manager. • Employees to confirm with their managers their primary work address and phone number while working remotely. • Employee’s schedule must not create inequality in work distribution or limit time off for other team members. • Employee’s schedule must not compromise any requirement of the employee to participate in regular team meetings. Should work demands require it, employees may be asked to come into the office on a day that they would ordinarily work remotely. • Outlook calendars should accurately reflect the employee’s availability. Any time away from the remote working workstation (e.g. meetings, calls, and appointments) must be scheduled as they would when working at the office. • The same workplace safety precautions followed in the office must be exercised while working in the remote workplace.

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