Remote work is on the rise thanks to technology advancements, cloud-based applications and the benefits that flexibility offers to both employer and employee. Currently, 63 percent of companies have at least some remote workers, but the majority of those companies do not have a remote work policy in place, according to a recent survey from Upwork. Unspoken and implied policies can create confusion among employees - and can create a sense of unfairness if undocumented policies are not universally applied. To set up the company and its remote workers for success, a written policy and agreement should be in place. Here is a sample you can use as a starting point to create your own remote work policy. Tailor these guidelines to ensure both employees and your company benefit from remote work arrangements: Remote Work Policy for [Company Name] Remote work, telecommuting and teleworking allow employees to work outside the office from home or another location either full time or part time. Remote work is a flexible work option available when both the employee and the job are suited for this type of arrangement. It is not a universal employee benefit and does not change the terms and conditions of employment with [Company Name]. Remote work may be appropriate for some people and job titles, but may not appropriate or feasible for other jobs. [Company Name] has the right to refuse to make telework available to an employee, and remote work arrangements may be terminated at any time. Employees also have the right to refuse remote work options when made available to them. Remote employees are solely responsible for understanding and complying with all taxes and legal rules and regulations as set forth by federal, state and local governing bodies as they pertain to working from a home-based office. The company's policies for teleworking are as follows: Eligibility No one is eligible for remote work without the approval of their supervisor. Employees will be given remote work options based on their likelihood of success as well as the suitability of their job. Selections will be made on a case-by-case basis at the department level. Selected remote workers must sign an agreement acknowledging their understanding of and their agreement with all telework policies and procedures. Compensation and Work Hours An employee's compensation, benefits, work status and work responsibilities will not be altered due to remote work. Hours worked per day, per pay period will not change by participating in remote work. Remote employees who are not exempt from overtime requirements of The Fair Labor Standards Act will be required to accurately record all hours worked using the company timekeeping system. Hours worked in excess of scheduled hours require advance approval from the employee's supervisor. Failure to comply with timekeeping requirements may result in the termination of the employee's remote work option. Equipment The company may provide specific tools, equipment and technology to ensure remote employees can perform their current duties. Such tools may include computers, software, phones, email, voicemail, connectivity and other equipment as necessary. Access to and use of company-provided tools, equipment, technology and supplies are limited to authorized personnel only and may only be used for purposes related to company business. The company will provide maintenance and repairs for authorized, company-owned items. When employees use their own equipment, they are responsible for all maintenance and repairs. [Company Name] will also reimburse the employee for business-related expenses, such as supplies, phone calls and shipping costs, when such costs are reasonably incurred in carrying out the employee's job. Reimbursement procedures may be found in the company handbook. Security Remote workers are expected to remain compliant with [Company Name]'s policies regarding data security and protection of proprietary data. This includes regular password maintenance, locking file cabinets, using protected Wi-Fi networks and other appropriate measures. Communication Employees must be available by telephone, email and/or other company communication tools during regular business hours. Remote workers must be available for staff meetings, and other meetings deemed necessary by management. Ad-Hoc Arrangements Circumstances such as inclement weather, special projects, business travel, and other miscellaneous situations may allow for temporary remote work arrangements. These arrangements will be made and approved on a case-by-case basis, as needed. Short-term remote work arrangements may also be available for employees who are on family leave or medical leave, if the employee is able to work remotely. These arrangements will require company approval as well as the consent of the employee's healthcare provider, if appropriate. Disclaimer: This document is offered as a conceptual sample and is not intended as legal advice. Final documents should reflect your company's policies as well as local, state, and federal regulations. Always consult an attorney familiar with employment law before using any such document.