A telework agreement done correctly can be an important part of growing and maintaining an effective and flexible workplace. Recent studies reveal that employees who telework are more likely to be highly engaged, satisfied with their job and more likely to stay with their employer.
Though not all jobs are compatible with telework, when used properly, telework can be a powerful tool to attract and retain talent for employers to be the forefront of their industries.
Formalizing a telework agreement requires senior management support, changes in supervisory methods and trust in the participating employees. Next comes the paperwork. The telework agreement should include establishing communication guidelines, training and evaluation procedures, safety and more. Below are top four things that you must include in your telework agreement.
Work Standards and Performance
- Employees who telework are expected to follow the policies and procedures established by their supervisor/manager.
- An employee may be required to return to the central work location on scheduled telework days based on operational requirements.
- The employee agrees to perform his/her assigned duties at the approved alternative work location. Failure to comply with this provision may result in termination of the telework agreement and/or appropriate disciplinary action.
Safety
- Since the alternative work location is considered an official organization worksite, it is important to make sure the appropriate provisions of the Workers Compensation Program cover the employee in case of an injury while performing official duties at the alternative work location.
- The company reserves the right to inspect the alternative work location to ensure safety standards are met.
Equipment and Expenses
- Employees who use company equipment agree to protect such equipment in accordance with agency guidelines. Company-owned equipment will be serviced and maintained by the company.
- If an employee provides their own equipment, the employee is responsible for servicing and maintaining it.
- The company is not liable for damages to an employee’s personal or real property during the performance of assigned work, or while using company equipment in the employee’s residence.
- The company is not responsible for operating costs, home maintenance or any other incidental costs (e.g., utilities) associated with the use of the employee’s residence
Compensation and Benefits
- An employee’s salary, benefits, travel entitlements and insurance coverage are not impacted by the telework agreement.
- The employee understands that the supervisor must approve overtime work in advance. The employee also agrees that failing to obtain proper approval for overtime work may result in his/her removal from teleworking and/or appropriate action.
Need help with implementing a telework agreement for your company? ATP has partnered with Telework!VA to assist companies in establishing and administering a telework program. Telework!VA is an online resource to help organizations implement a pilot telework program or formalize a telework agreement. Contact us to start and learn more about telework, and download the guide below in the meantime.
Photo Credit: Reema Desai/ReemaDesai.com for Arlington Transportation Partners
