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ISO 27001:22 - Example of a Remote Working Policy / Guide

Posted by Data Send UK / Written by Tony Stewart

This article and the information contained within, is provided purely as a guide resource for other companies looking to implement a 'Remote Working Policy'. It should not be used 'as is' and should be tailored to suit your own business or organisation.

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1. Policy Statement
As stated in its Policy on Equal Opportunities: ‘the Organisation confirms its commitment to develop, maintain and support a comprehensive policy of equal opportunities in employment within the Organisation’. To assist in this the Organisation will actively support Remote working where it is reasonable and practical to do so and where operational needs will not be adversely affected.

2. Definition of Remote working
Remote work is defined as working at home or at other off-site locations that are linked electronically (via computer, etc.) to a central office or principal place of employment. Remote working is a cooperative arrangement between the Organisation and an employee, based upon the needs of the job, work-group, and the Organisation. This policy does not apply to situations where a supervisor occasionally allows an employee to work at home on a temporary, irregular basis.

3. Aims and Objectives
The Organisation is committed to equality of opportunity for all its staff regardless of the number of hours worked. In order to facilitate this, the Organisation may create working arrangements, in accordance with managerial interests, whereby it can widen its recruitment pool and retain the valuable skills of existing employees.

4. Eligibility
To be eligible for consideration of a Remote work arrangement, an employee must have no record of performance problems or disciplinary actions within the preceding two (2) years. In the case of a new hire, the organisation will conduct a thorough reference check with past employers to determine whether he/she meets the requirement.

Criteria for consideration of Remote working Arrangement

- Is the employee a good candidate for teleworking

- Proven ability to perform

- No disciplinary action

- High job knowledge

- Ability to establish clear objectives

- Flexibility

- Ability to work independently

- Dependability

- Does the nature of the work lend itself to Remote working

- Jobs that entail working alone or with equipment that can be kept at the alternate work-site

- Clearly defined tasks and objectives

- Little face-to-face communication needed / Measurable work activities

5. Job Responsibilities

Employee job responsibilities will not change due to Remote working. Professionalism in terms of job responsibilities, work output, and customer orientation will continue to follow the standards set by the Organisation. The amount of time an employee is expected to work will not change due to Remote working. Employee work hours will be mutually agreed upon by the supervisor and the employee. In the event that business conditions require the Remote working employee’s presence at a central work location function, meeting, or other events, the employee is expected to report to the central work location, even if such occurs during normally scheduled home-work area hours.

6. Contact With the Central Work Location

Once a Remote working arrangement has been approved, the employee is responsible for maintaining regular contact with his or her Supervisor. The Supervisor shall be the Remote working employee’s primary contact within the central work location. It is expected that the Supervisor and the Remote worker will act together to keep each other apprised of events or information obtained during the working day.

7. Alternate Work Area

The Organisation shall provide workers’ compensation and liability protection as obligated by law for the employee while in the course of employment within the agreed-upon location and defined work schedule. The Organisation assumes no responsibility for any activity, damages, or injury which is not directly associated or resulting from the official job duties for which the Organisation has no ability to exercise control. The Organisation assumes no responsibility for the employee’s personal property.
In addition, the following must be adhered to:

- A designated workspace should be maintained by the employee in a clean, professional, and safe condition.

- Any change in the approved job assignment, location, or defined work schedule must be reviewed and approved by the supervisor in advance.

- As liability may extend to accidents which could occur in the alternative work location, the Organisation retains the right to make on-site inspections of this work area, at a mutually agreed upon time, to ensure that safe work conditions exist.

- Employee tax implications related to alternate work locations are the responsibility of the employee.

- Employee expenses not specifically covered in this policy will be dealt with on a case-by-case basis between the employee and his/her supervisor.

- Employees who work at home will manage dependent care and personal responsibilities in a way that allows them to successfully meet job responsibilities.

8. Equipment

- Any hardware or software purchased by the Organisation remains the property of the Organisation and will be returned to the Organisation should the alternative work arrangement be terminated.

- Software owned by the Organisation may not be duplicated except as formally authorised by policy.

- Employees using Organisation software must adhere to the manufacturer’s licensing agreements.

- Restricted access materials (such as payroll, personnel files, etc) may not be taken out of the office, copied, or compromised in any way. Employees working at alternate sites will take all precautions necessary to secure sensitive information and prevent unauthorized access to the Organisation.

- Organisation equipment located at an alternative work location may not be used for personal activities.