Hi, Can anybody help me with work from home policy? Regards, Neha
From India, Pune
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1From India, Pune
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Dear Neha,
Please do consider the suggestion while formulating the policy:
1. The nature of the job - The performance assessment will depend on what is provided as input and what level of output is delivered within the agreed parameters.
2. Provide broadband, laptop, and other support - Please check what the organization would provide the employee as support. Would the employee require using their own machines? How would the organization pay for the internet and telephone charges? Technical helpdesk support would be required by the employee, please mention whether your company would offer it or not.
3. Interaction required in the role: Please set the parameters for the minimum levels of interaction required in the role. If the employee is supposed to report weekly or monthly at the headquarters, please clarify it.
4. Standards for the workplace: You have little control over that, but do mention what the minimum requirements are for the home office space so that the employee is prepared before they start the job.
5. Orientation to the employee: It might sound good, but a sudden switch from an 8hr-10hr work schedule at the office to the same duration at home might have behavioral limits. It may cause the employee to become isolated and reclusive. More importantly, being able to match the routine and not stretch the work until every waking hour would require discipline to set in.
6. The upside of this benefit is that it makes the employee a lot more productive as the time spent in commute is saved. The employee has many more options to choose the most productive time zone to work.
7. The downside is that it needs monitoring. The jobs allocated and the escalations faced by the employee should not slip through the gaps. The geographical distance can act as a barrier when subtle signs are missed. Please ensure conference calls through Skype are arranged by the reporting managers with all these employees to keep everyone posted about the progress in the project and provide them a platform to connect with each other. Skype and Gtalk offer seamless connectivity, hence acting as an effective mode for communication.
Please find a document and a link with similar discussions attached for your perusal:
- [https://www.citehr.com/40420-policy-working-home.html#axzz17JTuB4K4](https://www.citehr.com/40420-policy-working-home.html#axzz17JTuB4K4)
- [https://www.citehr.com/18063-work-home-policy-reqd-immediately.html#axzz17JTdX47Q](https://www.citehr.com/18063-work-home-policy-reqd-immediately.html#axzz17JTdX47Q)
Request you to consider this advice while orienting your employee for WFH: [https://www.citehr.com/298511-actually-work-home-when-you-work-home.html#axzz17Jb1witT](https://www.citehr.com/298511-actually-work-home-when-you-work-home.html#axzz17Jb1witT)
In addition to this, a suggestion from my experience: a "no cell phone zone" works for me. I keep my cell phone on silent and check it during breaks. This allows me to choose which calls I answer and helps me remain focused on the task at hand.
Regards,
(Cite Contribution)
From India, Mumbai
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Please do consider the suggestion while formulating the policy:
1. The nature of the job - The performance assessment will depend on what is provided as input and what level of output is delivered within the agreed parameters.
2. Provide broadband, laptop, and other support - Please check what the organization would provide the employee as support. Would the employee require using their own machines? How would the organization pay for the internet and telephone charges? Technical helpdesk support would be required by the employee, please mention whether your company would offer it or not.
3. Interaction required in the role: Please set the parameters for the minimum levels of interaction required in the role. If the employee is supposed to report weekly or monthly at the headquarters, please clarify it.
4. Standards for the workplace: You have little control over that, but do mention what the minimum requirements are for the home office space so that the employee is prepared before they start the job.
5. Orientation to the employee: It might sound good, but a sudden switch from an 8hr-10hr work schedule at the office to the same duration at home might have behavioral limits. It may cause the employee to become isolated and reclusive. More importantly, being able to match the routine and not stretch the work until every waking hour would require discipline to set in.
6. The upside of this benefit is that it makes the employee a lot more productive as the time spent in commute is saved. The employee has many more options to choose the most productive time zone to work.
7. The downside is that it needs monitoring. The jobs allocated and the escalations faced by the employee should not slip through the gaps. The geographical distance can act as a barrier when subtle signs are missed. Please ensure conference calls through Skype are arranged by the reporting managers with all these employees to keep everyone posted about the progress in the project and provide them a platform to connect with each other. Skype and Gtalk offer seamless connectivity, hence acting as an effective mode for communication.
Please find a document and a link with similar discussions attached for your perusal:
- [https://www.citehr.com/40420-policy-working-home.html#axzz17JTuB4K4](https://www.citehr.com/40420-policy-working-home.html#axzz17JTuB4K4)
- [https://www.citehr.com/18063-work-home-policy-reqd-immediately.html#axzz17JTdX47Q](https://www.citehr.com/18063-work-home-policy-reqd-immediately.html#axzz17JTdX47Q)
Request you to consider this advice while orienting your employee for WFH: [https://www.citehr.com/298511-actually-work-home-when-you-work-home.html#axzz17Jb1witT](https://www.citehr.com/298511-actually-work-home-when-you-work-home.html#axzz17Jb1witT)
In addition to this, a suggestion from my experience: a "no cell phone zone" works for me. I keep my cell phone on silent and check it during breaks. This allows me to choose which calls I answer and helps me remain focused on the task at hand.
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Cite Contribution,
I have gone through your post and the attachment. I find the 'working from Home' policy provided therewith very apt and proper as it is a "speaking" policy in itself and covers all the aspects from the employer's as well as the employee's side. It is good enough to be adopted as a Model policy.
Warm regards.
From India, Delhi
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I have gone through your post and the attachment. I find the 'working from Home' policy provided therewith very apt and proper as it is a "speaking" policy in itself and covers all the aspects from the employer's as well as the employee's side. It is good enough to be adopted as a Model policy.
Warm regards.
From India, Delhi
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Thank you, Raj,
Appreciate your review. I found the document in this community. This policy implementation would require a lot of due diligence by Neha. Hope we have discussed most of the points, and she would be able to implement it.
At the end of the day, the success of this program would depend on the environment created for the employee and the result from the job delivered. It is one of the best benefits and works best as a retention strategy. It stands highly productive when dealt with right.
Hope to read Neha's success story.
Regards, (Cite Contribution)
From India, Mumbai
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Appreciate your review. I found the document in this community. This policy implementation would require a lot of due diligence by Neha. Hope we have discussed most of the points, and she would be able to implement it.
At the end of the day, the success of this program would depend on the environment created for the employee and the result from the job delivered. It is one of the best benefits and works best as a retention strategy. It stands highly productive when dealt with right.
Hope to read Neha's success story.
Regards, (Cite Contribution)
From India, Mumbai
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dear nabomitha thanks for sharing. infact though i hv worked in an engineering industry, this subject was quite new to me. thanks for teaching a new subject dr nagaraj
From India, Bangalore
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From India, Bangalore
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Thank you so much, (Cite Contribution), for sharing some really good points. I would never have thought about aspects like orientation and helping me in putting the WFH policy into effect from today.
Regards, Neha
From India, Pune
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Regards, Neha
From India, Pune
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Hi there,
I have gone through the document and it's a perfect basis for working at policy, but it has not looked at the following:
• What are the methods of calculating salary payment?
• Does the normal annual leave, sick leave, and overtime apply to this kind of job?
• How do you subject this kind of job to training, as you mentioned they should be given equal treatment as those who work at the office?
• Are they going to be allowed to travel outside the country for training and given an equal amount of travel/training allowance, the same as those who are working in the office?
• How do you evaluate their performance (based on their deliverables only)?
• Will I be paid bonuses/increments as per the HR manuals, the same as an office-working person?
• Am I entitled to only what is provided to me in the contract, or do all conditions mentioned in the HR manual apply to stay-at-home workers?
• Does the organization have the right to develop such a policy, or should the relevant government organization be involved, like your local ministry of manpower?
Question: In the policy, have you considered hindering situations that will not be in the working-at-home employee, such as requiring inside documents/information from members of staff—will they deliver?
How to claim ownership of the project as a stay-at-home worker, because I am not in the office? Will my efforts be recognized?
I think there is a lot involved and to be considered when developing such a policy; the stay-at-home worker will always be at a disadvantage.
From Oman, Muscat
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I have gone through the document and it's a perfect basis for working at policy, but it has not looked at the following:
• What are the methods of calculating salary payment?
• Does the normal annual leave, sick leave, and overtime apply to this kind of job?
• How do you subject this kind of job to training, as you mentioned they should be given equal treatment as those who work at the office?
• Are they going to be allowed to travel outside the country for training and given an equal amount of travel/training allowance, the same as those who are working in the office?
• How do you evaluate their performance (based on their deliverables only)?
• Will I be paid bonuses/increments as per the HR manuals, the same as an office-working person?
• Am I entitled to only what is provided to me in the contract, or do all conditions mentioned in the HR manual apply to stay-at-home workers?
• Does the organization have the right to develop such a policy, or should the relevant government organization be involved, like your local ministry of manpower?
Question: In the policy, have you considered hindering situations that will not be in the working-at-home employee, such as requiring inside documents/information from members of staff—will they deliver?
How to claim ownership of the project as a stay-at-home worker, because I am not in the office? Will my efforts be recognized?
I think there is a lot involved and to be considered when developing such a policy; the stay-at-home worker will always be at a disadvantage.
From Oman, Muscat
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Dear All,
I am truly motivated by the way all of you share your knowledge here and inspire others to do their best. You help them think broadly. Although I come from an Accounts background, I have greatly benefited from your expertise here on various issues, especially on human behavior.
I also sincerely wish there were some expert moderators on the forum (Citefin.com) as I have noticed that very few queries related to accounts and finance are being discussed, and most of the time, they go unanswered. I hope that site will become as successful as citehr.
This topic also resonates with me a lot, and I truly appreciate your sharing here. I have been learning a lot since joining this forum, and I want to thank you all for sharing your knowledge. Hopefully, I can also contribute something new and valuable to all of you.
Thanks a lot, and keep sharing and motivating.
Regards,
Singh S
From India, Delhi
Acknowledge(0)Amend(0)
I am truly motivated by the way all of you share your knowledge here and inspire others to do their best. You help them think broadly. Although I come from an Accounts background, I have greatly benefited from your expertise here on various issues, especially on human behavior.
I also sincerely wish there were some expert moderators on the forum (Citefin.com) as I have noticed that very few queries related to accounts and finance are being discussed, and most of the time, they go unanswered. I hope that site will become as successful as citehr.
This topic also resonates with me a lot, and I truly appreciate your sharing here. I have been learning a lot since joining this forum, and I want to thank you all for sharing your knowledge. Hopefully, I can also contribute something new and valuable to all of you.
Thanks a lot, and keep sharing and motivating.
Regards,
Singh S
From India, Delhi
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Greetings,
Please find my inputs below:
- The methods of calculating salary payment can be task-based or role-based. For managing work-from-home (WFH) employees, experiences include:
- Handling employees in 24/7 Maintenance and IT support, with salary and leave policies similar to office-based employees due to the demanding nature of the work.
- Managing sales employees on a task-based model, where reporting was based on the number of sales made.
- Overseeing work-from-home recruiters, whose role was also task-based, focusing on numbers and stages covered.
- Requesting insights from companies in this community regarding their WFH practices.
Regarding training for WFH employees, they had access to online and classroom training, aligned with office-based employees. Performance evaluation was based on deliverables, with a scorecard tied to daily tasks.
Travel and training allowances varied by role:
- IT Maintenance teams received allowances for client site visits, with travel and daily allowances similar to office-based employees.
- Sales team budgets covered travel expenses.
- Recruiters received travel allowances for recruitment drives.
Compensation, benefits, and increments were based on targeted task achievements, with performance being the focus.
WFH employees were required to follow the same rules as office-based workers, with guidelines on conduct, legal matters, and financial declarations remaining consistent.
Regarding policy development, involving relevant government bodies like the local ministry of manpower was not deemed necessary in previous experiences.
To address concerns about hindering situations for WFH employees, measures like VPN access, document sharing platforms, and communication tools were utilized to ensure seamless work processes.
If there are any further queries, feel free to ask. I look forward to learning more about your specific needs.
Regards,
(Cite Contribution)
---
Hi there, I have reviewed the document, and it serves as a solid foundation for a work-at-home policy. However, some key points were not addressed, such as:
- Methods of calculating salary payment
- Application of annual leave, sick leave, and overtime for these roles
- Training strategies for equal treatment compared to office-based employees
- Travel allowances and training opportunities for international travel
- Performance evaluation based on deliverables
- Bonuses and increments as per HR manuals
- Entitlements for remote workers compared to office-based employees
- Organizational rights in policy development versus government involvement
In terms of hindering situations, considerations like accessing internal documents and claiming project ownership as a remote worker should be addressed to ensure fairness and recognition of efforts. Developing such policies requires thorough consideration to mitigate disadvantages for remote workers.
Let me know if you have further questions or need additional information.
Best regards, (Anayaat)
From India, Mumbai
Acknowledge(0)Amend(0)
Please find my inputs below:
- The methods of calculating salary payment can be task-based or role-based. For managing work-from-home (WFH) employees, experiences include:
- Handling employees in 24/7 Maintenance and IT support, with salary and leave policies similar to office-based employees due to the demanding nature of the work.
- Managing sales employees on a task-based model, where reporting was based on the number of sales made.
- Overseeing work-from-home recruiters, whose role was also task-based, focusing on numbers and stages covered.
- Requesting insights from companies in this community regarding their WFH practices.
Regarding training for WFH employees, they had access to online and classroom training, aligned with office-based employees. Performance evaluation was based on deliverables, with a scorecard tied to daily tasks.
Travel and training allowances varied by role:
- IT Maintenance teams received allowances for client site visits, with travel and daily allowances similar to office-based employees.
- Sales team budgets covered travel expenses.
- Recruiters received travel allowances for recruitment drives.
Compensation, benefits, and increments were based on targeted task achievements, with performance being the focus.
WFH employees were required to follow the same rules as office-based workers, with guidelines on conduct, legal matters, and financial declarations remaining consistent.
Regarding policy development, involving relevant government bodies like the local ministry of manpower was not deemed necessary in previous experiences.
To address concerns about hindering situations for WFH employees, measures like VPN access, document sharing platforms, and communication tools were utilized to ensure seamless work processes.
If there are any further queries, feel free to ask. I look forward to learning more about your specific needs.
Regards,
(Cite Contribution)
---
Hi there, I have reviewed the document, and it serves as a solid foundation for a work-at-home policy. However, some key points were not addressed, such as:
- Methods of calculating salary payment
- Application of annual leave, sick leave, and overtime for these roles
- Training strategies for equal treatment compared to office-based employees
- Travel allowances and training opportunities for international travel
- Performance evaluation based on deliverables
- Bonuses and increments as per HR manuals
- Entitlements for remote workers compared to office-based employees
- Organizational rights in policy development versus government involvement
In terms of hindering situations, considerations like accessing internal documents and claiming project ownership as a remote worker should be addressed to ensure fairness and recognition of efforts. Developing such policies requires thorough consideration to mitigate disadvantages for remote workers.
Let me know if you have further questions or need additional information.
Best regards, (Anayaat)
From India, Mumbai
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