A remote work policy refers to the agreement between an employer and employee that specifies the expectations and procedures involved in remote working.  

As an employer, drafting a remote work policy requires several elements. An effective and clear remote work policy should include the following:

• Remote work eligibility: A remote work policy should define which roles are eligible to work remotely. If a company is not 100% remote, the HR department will need to figure out which employees can work remotely and how often.
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• Remote work authorization: If remote work is an option for employees, the policy should outline how they should request to work remotely, and if they need to come into the office occasionally. This request needs to be approved by a designated person who approves the remote work authorizations.
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• Work expectation management: A policy should outline the hours and work expectations for employees. Whether an employee has a strict schedule or a flexible one, it must be outlined in the policy.
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• Compensation and benefits: A clear and concise remote work policy will include information regarding an employee’s compensation and benefits. It should also include information regarding paid time off, sick leave, and other components of a benefits package. 
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• Compliance within policies: All employees must comply with company policies — regardless if they’re remote or in-office. 
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• Productivity measures: Employers need to have productivity measures in place to ensure that employees are performing and completing their duties.
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• Communication protocols: A policy should outline the appropriate channels for effective communication when working remotely. 
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• Data protection: A remote work policy should include tips and terms on how to keep data safe and secure. This should include two-factor authentication, refraining from using public Wi-Fi networks, and using a VPN. 
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Once a policy is established, it should be implemented. Make sure that employees can access it easily in a shared network.

Making remote work easy and seamless requires extra thought and care — especially with a distributed team. Guarantee compliance and positive experiences by working with an Employer of Record (EOR) like Borderless. Book a demo today.