WORK FROM HOME POLICY
WORK FROM HOME POLICY
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Remote Working that Works
Remote Working that Works
To ensure that employee performance will not suffer in remote work arrangements, we direct our work from home employees to:
To ensure that employee performance will not suffer in remote work arrangements, we direct our work from home employees to:
Choose a quiet and distraction-free working space.
Have an internet connection that’s adequate for the job.
For non-exempt employees, adhere to all meal and rest break requirements, timekeeping, our authorization process for working overtime, and attendance schedules agreed upon with your manager. There is no working off of the clock.
Whether exempt or non-exempt, be fully available and engaged during our business hours and/or assigned shift times.
Team members and managers should determine long-term and short-term goals. They should frequently meet to assess.
Caregiving and Remote Work
Caregiving and Remote Work
We recognize we may have employees who are caregivers in their home. Generally, “caregivers” are those who provide direct care or assistance to a person (and in some cases, a pet) who needs assistance with daily living. Examples include childcare, as well as in home care for elderly persons and those with disabilities or injuries.
Employees are expected to make arrangements for caregiving responsibilities during our business hours/assigned work shifts (e.g., daycare for any child under the age of 12, in home care assistance, etc.) just as they would if they were working outside of the home. If your caregiver is coming to your home, the caregiver should only be responsible for caregiving responsibilities. Another adult in the home who is also working is not acceptable.
Should an employee need an accommodation for caregiving responsibilities during work time, advance approval from your supervisor is required and is subject to the Company’s discretion.
Employees who may need to take a leave of absence related to caregiving responsibilities and/or may need a reasonable accommodation under the FEHA/ADA, should refer to our separate policies covering those areas and contact Human Resources with any questions.
Equipment and Expenses
Equipment and Expenses
We will provide our remote employees with equipment that is essential to their job duties such as laptops, headsets and cell phones (when applicable). We will install VPN and Company-required software when employees receive their equipment.
If equipment is not available and employees use their own equipment for work, the Company will reimburse the employee for that use, consistent with legal requirements and this policy. Expense reimbursement for remote or hybrid employees follow the same schedule as outlined in the expense reimbursement policy.
Equipment that we provide is Company property. The Company retains control over the property and reserves the right to monitor Company property even when used at your remote location. Monitoring may include reporting on productivity, amount of time spent using the device, websites visited, apps used, screenshots from the devices and more. Employees must keep it safe and avoid any misuse. Equipment supplied by the Company is to be used for business purposes only. The remote worker will sign an inventory of all Company property received and agree to take appropriate action to protect the items from damage or theft. Employees must take proper measures to secure Company information, assets and systems.
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