Objective

Our Employee remote work policy outlines the guidelines for employees who work from a location other than our offices. We want to ensure that both employees and our company will benefit from these arrangements.

Eligibility for Remote Work

Contractual Eligibility:Employees with employment contracts explicitly stating they are:

• Fully Remote: Primarily work remotely with occasional office visits.
• Hybrid Remote: Work remotely for a specific number of days per week and in the office for the remainder.

Company-Wide Eligibility:The company may authorize remote work for all or selected employees based on:

• External Factors: Such as pandemics, natural disasters, or unforeseen circumstances.
• Operational Reasons: Such as office closures, renovations, or special projects.

Office-based employees may also revert to permanent remote working in cases of relocation. HR will assess their eligibility on a case-by-case basis.

General Considerations

To ensure that employee performance will not suffer in remote work arrangements, we advise our remote employees to:

• Choose a quiet and distraction-free working space.
• Have an internet connection that’s adequate for their job.
• Dedicate their full attention to their job duties during working hours.
• Adhere to break and attendance schedules agreed upon with their manager.
• Ensure their schedules overlap with those of their team members for as long as is necessary to complete their job duties effectively.

Team members and managers should determine long-term and short-term goals. They should frequently meet through online to discuss progress and results.

Requesting Work from Home Procedure

• When employees plan to work from home, this procedure must be followed:
• Employees must get approval from managers considering all the elements we mentioned above.
• Employees request through email or the HR system at least a day in advance.
• If the work-from-home arrangement spans certain days in a week, managers and team members should discuss details and set if there are any specific goals, schedules, and deadlines.
• Employees who need to work from home for unforeseen reasons (e.g. illness or temporary difficult commute) should inform as soon as possible, so managers can consider and approve it.

Sometimes, managers and their team members are in a different time zone. When employees need to work from home for unforeseen reasons, they may not be able to get their request approved in time. In this case, they may stay to work from home and notify the HR department. We advise employees to check in with their managers as soon as their managers clock in.

Typically, work-from-home arrangements do not alter employees' employment terms. However, at our company, for all non-contractual remote employees, each work-from-home day will be counted as one-third of a leave, and this will be directly added to the leave count for the same month.