Remote Work Arrangements Clause Samples
The Remote Work Arrangements clause defines the terms and conditions under which employees may perform their job duties from locations outside the employer’s primary workplace. Typically, this clause outlines eligibility criteria, expectations for communication and productivity, and any requirements regarding equipment or data security. Its core function is to establish clear guidelines for remote work, ensuring both employer and employee understand their responsibilities and reducing potential misunderstandings or disputes related to working offsite.
Remote Work Arrangements. 23.01 There may be circumstances where working from home, or other remote work locations is beneficial to the employee and also promotes the work of PowerON. Such circumstances may include, but not be limited to, public health emergencies and/or quarantine recommended or ordered by a public health authority or government requires worker(s) to shelter in place.
23.02 Employee requests to work remotely must be agreed to by the employee’s manager and the request submitted in writing accompanied by rationale and, where applicable, supporting documentation. The Manager will render their decision, in writing with a copy to the Society Representative, within 5 days, or sooner, in urgent situations. Where the request is denied a rationale shall be provided in the written decision. Such requests will not be unreasonably denied.
23.03 Conditions of remote work are:
a) The collective agreement continues to apply,
b) The remote work arrangement does not alter the location of an employee’s regular work location.
c) All PowerON policies, standards and procedures and any other applicable internal governance documents where applicable shall continue to apply.
d) PowerON will not be responsible for any costs of maintaining an RWA business telephone line and/or additional insurance costs if required) aside from the provision of a company issued laptop, keyboard and mouse. Where an employee requires accommodation and provides required medical documentation that they require an ergonomic chair, PowerON will provide one.
e) Regular work hours will be maintained.
f) PowerON is responsible for giving health and safety advice and guidance to the employee where appropriate or necessary (e.g., how to establish a safe and ergonomic working environment). However, PowerON’s responsibilities under OHSA do not normally apply where the remote work is located in a private residence. The employee is responsible for working safely and for taking reasonable measures to ensure that their alternate workplace is safe, ergonomically functional, and healthy in accordance with PowerON’s policies and procedures.
g) The arrangement will include an estimated duration but may be terminated by the Employee or Supervisor with a minimum five (5) working days’ notice, unless urgent circumstances exist requiring a different termination timeframe.
Remote Work Arrangements. 30 A remote work arrangement allows employees to work all or some portion of their time from an 31 alternative work site. 32
Remote Work Arrangements. The Employee agrees to carry out work remotely only on business days. The Employee must not schedule remote work on business days from 10 p.m. to 6 a.m., at weekends and on national holidays. The maximum length of a shift must not exceed 12 hours. While working remotely, the Employee agrees to comply with the applicable provisions of the Labour Code defining work breaks and rest periods (including continuous daily and weekly rest periods) as well as lunch breaks. The working hours are defined by the Employee’s contract of employment, as amended, and the working time accounting period for weekly working hours equals one calendar week. The Employee understands that while working remotely the following rules applies: the working time schedule as well as rules governing downtime or interruption of work caused by bad weather do not apply to the Employee; the Employee is not entitled to compensatory pay where other material grounds preventing work exist unless stipulated otherwise by implementing regulations under Section 199 of the Labour Code; as long as the Employee receives compensatory pay under Section 192 and 194 of the Labour Code or is on holiday, the Employer will schedule the Employee’s work for weekdays (Monday-Friday) with one fifth of the weekly working hours scheduled for each day; The Employee agrees to provide documents necessary to record the working hours under the remote work arrangement to the Employee’s manager not later than on the last day of the respective month at the end of the working hours. The Employer and the Employee have agreed that as long as the Employee works remotely any work will be assigned and its performance checked through UP electronic systems, which will also be used for communication with the Employer and other employees. To work remotely, the Employee will primarily use equipment provided to the Employee by the Employer, or the Employee’s own equipment subject to compliance with the cybersecurity rules. The Employer and the Employee have agreed that the Employee will use own internet connection. The Employee understands that: the Employee shall carry out the work personally, duly and timely, and any work carried out remotely must be of the same quality, extent and manner as work at the Employer’s premises; the Employee shall inform the Employee’s manager of the completion of the tasks assigned if invited to do so during working hours by phone or e-mail; the Employee shall attend meetings either in person or through p...