Work from Home Agreement
Introduction
Antares Systems Limited (ASL) provides its employees privilege to work from home. ASL work from home agreement outlines the guidelines for employees who work from a location other than our offices. We want to ensure that both employees and ASL will benefit from these arrangements
Scope
This policy applies to employees whose primary work location is not at ASL offices
Policy
Remote working is a permanent or temporary agreement between employees and managers to work from a non-office location for more than three days.
Working from home for a maximum of three days or working from home certain days a week on a recurring basis or on a permanent basis are situations covered by our work from home policy.
Remote working agreement
Employees may work remotely on a permanent or temporary basis.
Permanent remote work employees will indicate their primary working address in a remote working agreement.
Work from Home Location/Information:
Address: __________________________________________________________________________________________________________________________________________________________________________________________________________________Home Phone#________________Cell Phone #_____________________ E-mail address______________________
This contract will also outline their responsibilities as remote employees.
Office-based employees may also work remotely for a maximum of [two consecutive weeks] per year if [they want to visit family/ their birthplace.] Eligible employees are those who have been employed by our company for at least [a year.] Employees who are new parents or suffer from short-term/long-term disability may agree to longer periods of remote working with their manager and HR.
Office-based employees may also revert to permanent remote working in cases of relocation. HR along with the function head will assess their eligibility on a case-by-case basis.
Employees who want to work remotely must submit a request [by asking HR for a form/ through Saphire tool.]
Remote Employee Responsibilities
To ensure that employee performance will not suffer in remote work arrangements, ASL expects 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.
Updates time sheets or employee performance diary and provide status updates regularly
Ensure their schedules overlap with those of their team members for as long as is necessary to complete their job duties effectively
Be available on call for any official purposes / discussions or to attend office on demand or prior notice
Ensure leave plans are communicated to reporting manager well in advance and processed through the online leave portal (LMS)
Team members and managers will determine long-term and short-term goals. They will frequently meet (either online or in-person when possible) to discuss progress and results.
Compliance with Policies
Remote employees must follow our ASL's policies like their office-based colleagues. Examples of policies that all employees should abide by are:
Attendance
Social media
Confidentiality
Data protection
Acceptable Usage Policy
Employee Code of Conduct
Anti-discrimination/ Equal opportunity
Dress code when meeting with customers or partners
Remote users should report any observed (or suspected) security incidents or weaknesses in IT systems or services to the IT IS department. Serious security incidents and weaknesses related to IT should be informed to ITsec.incidents@antaressystems.com. Physical and environmental security incidents should be reported to physicalsec.incidents@antaressystems.com. Such activities include, but are not limited to the following:
Violation of Information Security Policies.
Breach of confidentiality/access control.
Software malfunction.
Virus activity.
System failure.
Misuse of IT resources.
Compensation and Benefits
Compensation is determined by job role. Health insurance, ESI and other individual or group benefits are not altered by a remote working agreement.
Remote employees will also receive remote-working allowance to cover office-related costs (e.g. internet, telephone).
Equipment
ASL will provide remote employees with equipment that is essential to their job duties, like laptops, headsets, Internet data card and cell phones (when applicable.)
ASL will install VPN and company-required software when employees receive their equipment.
Equipment that ASL provides is company property. Employees must keep it safe and avoid any misuse. Specifically, employees must:
Keep their equipment password protected.
Store equipment in a safe, secure and clean space with adequate protection
Use company provided equipment/facilities only for official use
NOT indulge in printing or copying confidential information
Follow all data encryption, protection standards and settings.
Refrain from downloading suspicious, unauthorized or illegal software.
Note: Refer Acceptable Usage policy for details
Disciplinary Action
ASL reserves the right to take disciplinary action against users who have violated any policies laid out in this document.
When an instance of non-compliance is suspected or discovered, the Antares Management Forum (AMF) will work with the user's department head and HR head to determine the proper investigative and disciplinary action. Criminal or civil action may be initiated in appropriate instances, if deemed necessary. The HR head will be responsible for all disciplinary activities at ASL.
Acknowledgement of Antares System's Work from Home Policy
As a Full-time Employee\Contract Employee\Temporary Employee\Consultant or any other authorized user of the ASL's computing resources, I acknowledge that I have read and understood the Work From Home Policy. I agree to strictly abide by these policies.
__________________________
Name
Employee ID: _____________________________________
(if applicable)
____________ _____________
Signature Date