Can you please help with crucial points to be kept in mind while drafting a "work from home" policy? If anyone can help with a set of guidelines or any corporate draft for the same, it would be a great help.
From India, New Delhi
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From India, New Delhi
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Well, you have raised a query on the points to be included in the policy on work from home. Nevertheless, it is important for us to understand what points you have included. If you do this, members of this forum will add value and avoid recommending something that you already know. This will save your time as well as other members' time.
From India, Bangalore
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8032From India, Bangalore
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Hello,
I have included below pointers for reference:
- Job Role: WFH is directly linked to your job role. If your role requires physical presence, then you can't avail the benefit of WFH.
- Eligibility: Haven't placed anything under this, but I am planning to map it against the probation period. Any suggestions?
- Days: Fixing the number of days in a month/week that can be availed by an individual. Will this be fruitful?
- Accruals/Carry Forward: No accruals/carry forward for days under WFH. For example, you can avail 2 WFH days in a month. In case you avail only 1, you will still be eligible for 2 days of WFH in the next month.
Please let me know what else I can add, and any suggestions regarding the above-mentioned pointers would be greatly appreciated.
Additionally, I need a basic definition and limitations for WFH that will help employees understand the basic module for introducing this policy.
From India, New Delhi
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I have included below pointers for reference:
- Job Role: WFH is directly linked to your job role. If your role requires physical presence, then you can't avail the benefit of WFH.
- Eligibility: Haven't placed anything under this, but I am planning to map it against the probation period. Any suggestions?
- Days: Fixing the number of days in a month/week that can be availed by an individual. Will this be fruitful?
- Accruals/Carry Forward: No accruals/carry forward for days under WFH. For example, you can avail 2 WFH days in a month. In case you avail only 1, you will still be eligible for 2 days of WFH in the next month.
Please let me know what else I can add, and any suggestions regarding the above-mentioned pointers would be greatly appreciated.
Additionally, I need a basic definition and limitations for WFH that will help employees understand the basic module for introducing this policy.
From India, New Delhi
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Job Role: It is to be redesigned as per the role to be played. Whether the role is required as and when or at a specific time. The condition for physical presence at your office or with your client needs to be fixed.
Eligibility: The period of leave and modality of allocating leave. The nature of conveyance or cost for physical presence. You can put him on trial/probation (but keep an evaluation procedure).
Days: Decide as per your requirement and what best suits the establishment.
Accruals/Carry Forward: No accruals/carry forward is okay. But you should not ask him to work on such a day. Keep flexibility on this which will be beneficial for you. You do not know when his requirement will come.
Please let me know what all I can add up and suggestions against the above-mentioned pointers would be great.
I need a basic definition and limitations for WFH (Dear friend, a Weekly Off day is compulsory as they appear in a month, maybe 4 or 5 in the case. Besides, 8 days against NH and FH are there. The rate of payment is determined as per the registration of the establishment, i.e. Shops and Commercial Act or Factory Act, and the rules of the state establishment exist).
From India, Mumbai
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Eligibility: The period of leave and modality of allocating leave. The nature of conveyance or cost for physical presence. You can put him on trial/probation (but keep an evaluation procedure).
Days: Decide as per your requirement and what best suits the establishment.
Accruals/Carry Forward: No accruals/carry forward is okay. But you should not ask him to work on such a day. Keep flexibility on this which will be beneficial for you. You do not know when his requirement will come.
Please let me know what all I can add up and suggestions against the above-mentioned pointers would be great.
I need a basic definition and limitations for WFH (Dear friend, a Weekly Off day is compulsory as they appear in a month, maybe 4 or 5 in the case. Besides, 8 days against NH and FH are there. The rate of payment is determined as per the registration of the establishment, i.e. Shops and Commercial Act or Factory Act, and the rules of the state establishment exist).
From India, Mumbai
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