Remote Working Clause Samples

Remote Working. We currently expect that you will be permitted to continue to perform your duties remotely, subject to customary travel as reasonably required by the Company and necessary to perform your job duties, including to the Company’s corporate offices located in Boulder, Colorado. We ask that you keep us informed of the location from which you are performing services in order to ensure compliance with applicable rules, policies, and regulations. Subject to any shelter-in-place order, quarantine order, or similar work-from-home requirement affecting your ability to be present at our Boulder offices, you can of course choose to perform your duties from there.

Remote Working. Remote work is the practice of performing required job functions from home or another management-approved location. When used in appropriate situations, remote work may benefit the Employer, employees, the economy and the environment. Any employee who believes that all or part of their position is suitable for remote work may request to work remotely by submitting a written request to their supervisor. The Employer will evaluate the employee's request, and will approve or deny the request in writing. Employees whose requests to work remotely are approved may be required to sign an agreement confirming expectations regarding their schedule, timekeeping, remote work environment, data/information security and other matters specific to their position. Employees may seek review of a denied request through Human Resources.

Remote Working. (a) WaterNSW aims to support employees by enabling remote working where it is appropriate for the role, individual and organisation. The parties agree remote working provides opportunities for flexibility and efficiency around where, how and when work is conducted. (b) All employees who work remotely need to be flexible around attending important events in person. Leaders will endeavour to provide as much notice as possible where events are scheduled in advance and in person attendance is required. Examples of scenarios when in person attendance is required include: (i) important team meetings (e.g. annual strategy meetings and planning sessions); (ii) stakeholder engagement where face-to-face interaction provides better outcomes; and (iii) attending training that is hands on or only conducted face-to-face. (c) There are different scenarios for remote working at WaterNSW, including roles that: (i) require limited in-person attendance at an office or work site. Such roles predominantly include desk based or administrative duties; (ii) may have a hybrid approach to remote working, that is, some time in an office or worksite and some time working remotely. Reasons to come into an office or worksite may include: (A) to access better internet speed or to use equipment; (B) to meet with others to connect and collaborate; (C) build team relationships and interact as a team on site; (D) where a WaterNSW workplace provides the employee with a safer location for work; or (E) undertaking operational or field-based activities. (iii) WaterNSW may require individuals to undertake work mainly from a WaterNSW site or office such as: (A) undertaking operational or field-based activities; (B) leadership roles that need to be located near their teams and assets in order to fulfill the requirements of their role in a timely manner; or (C) conducting site and safety inspections. (d) Key principles to encourage the success of remote working arrangements include: (i) WaterNSW values informing decisions around remote working; (ii) safety is paramount around remote working – WaterNSW will provide appropriate support for employees to ensure they are physically and emotionally safe; (iii) clarity around expectations – employees and their leaders are encouraged to discuss the details of remote working and agree on arrangements and expectations at least once per year; (iv) mutual flexibility is key – individuals may be required to attend in person for certain activities, important eve...

Remote Working. Where the Trust grants "Remote Access" permission to an individual for the purpose of accessing any part of the Trusts network or systems, they MUST comply with the following: • NOT to share their access right with others. • NOT access remotely from public places (trains, airports, cafes etc.) • NOT access remotely via the use of public computers (libraries, internet cafes etc.) • NOT transfer or transmit ANY PID outside the EEA without the written permission of the Trust

Remote Working. 13.1 The Supplier must ensure, and ensure that Sub-contractors ensure, that: 13.1.1 unless in writing by the Authority, Privileged Users do not undertake Remote Working; 13.1.2 where the Authority permits Remote Working by Privileged Users, the Supplier ensures, and ensures that Sub-contractors ensure, that such Remote Working takes place only in accordance with any conditions imposed by the Authority.

Remote Working. 18.1. The Chair may approve requests made by an employee to perform work away from their usual office. 18.2. The ACMA will provide appropriate support towards establishing a home-based work site including computer equipment, software and other facilities if the home- based work arrangement is on a long term or regular basis. 18.3. Further information is available in the relevant People Management Instruction.

Remote Working. In 2011, the Crédit Agricole S.A. Group adopted its first charter on remote working from home. This charter was revised on 6 November 2018 to take into account the experience gained and the emergence of new forms of work. The Covid-19 pandemic and the resulting lockdowns in 2020 accelerated the use of this type of organisation and made it possible to better understand its benefits and limitations. Teleworking or remote working - which is defined as any form of work organisation in which work, which could also have been carried out at the employer's premises, is carried out by an employee outside the employer's premises, at its home and in any other place authorised by the employer, on a voluntary basis, using mainly information and communication technologies - can enable a better balance between professional and personal life, in particular through a reduction in commuting times. In order to avoid possible negative consequences, including isolation, intensification of workload and working hours, or even an imbalance between personal and professional life, phenomena that may have repercussions on the physical and mental health of employees, remote working conditions must be well regulated. For the company, the organisation of services, quality, efficiency and the continuity of the work collective are priorities. Given this context, the parties agreed to make the use of teleworking conditional on compliance with the following principles, which guided the Group's entities in renegotiating their agreements after the pandemic: • The implementation of teleworking must be the subject of social dialogue and collective bargaining. The use of teleworking must be arranged for as a priority within the framework of a collective agreement with the trade unions, or in the absence of a charter drawn up by the employer in compliance with the information and/or consultation rules provided for by local law; • Eligibility for teleworking by profession/position continues to be defined by the employer and may be subject to specific conditions and/or restrictions determined within the entities and substantiated in particular by geographical, regulatory, material, operational or security considerations or for reasons related to the skills, performance and autonomy of the employee(s). In the event that teleworking cannot be implemented, local dialogue between the manager and the employee concerned must make it possible to provide the necessary explanations. • Barring exceptional c...

Remote Working. Remote work is the practice of performing required job functions from home or another management-approved location. When used in appropriate situations, remote work may benefit the Employer, employees, the economy and the environment. Any employee who believes that all or part of their position is suitable for remote work may request to work remotely by submitting a written request to their supervisor. The Employer will evaluate the employee's request, and will approve or deny the request in writing. All decisions regarding arrangements related to remote work will be periodically reevaluated by the Employer. Employees whose requests to work remotely are approved may be required to sign an agreement confirming expectations regarding their schedule, timekeeping, remote work environment, data/information security and other matters specific to their position. Employees may seek review of a denied request through Human Resources. The employer will consider the individual circumstances of each employee when determining any modifications to an employee’s telework agreement. If performance declines below satisfactory levels while teleworking, supervisors will first work with employees to address performance issues including identifying any barriers related to telework. If steps taken are unsuccessful, Unit Authorities will work with Human Resources and may take steps to modify or revoke the telework arrangement.

Remote Working. 2.13.1. Staff working in remote environments that will process Nedbank data or provide services to Nedbank (e.g. in locations other than the organisation's premises) must be subject to identification, authentication and authorisation compliant with FIPS 140, must protect computing devices and the information they handle against loss, theft and cyber-attack; be supported by security awareness material and employ additional security controls and vigilance when travelling.