![]() ![]() Article 2: The employer pays for required business equipment and services. And managers should be clear on any other changes in expectations due to remote work, such as employees needing to check in periodically because managers can no longer walk around the office to see how things are going. In parallel, managers should be clear on how work outcomes and performance are to be measured, especially if the remote work arrangement changes those measurements or how they are done. The policy should also establish standards for many of the other rights listed in this article, such as setting common office hours for teams, specified hours for when technical and other support is available to employees, reimbursement for employee-paid services and equipment, and employee privacy (such as ensuring that a manager alerts employees to any silent observation or recording of business activities). For example, some employees (such as people in crowded households or with poor broadband access) may need to work at an office even if they theoretically could work at home, and some may need to work at home even if they theoretically could work in an office (to monitor or care for relatives throughout the day, for example). But there does need to be flexibility - spelled out in the policy - to handle people who have extenuating circumstances. Typically, these standards will be based on the employee’s role. It’s therefore critical that businesses have a clear policy around who must work at home, who may work at home, and who may only work in an office or other company facility - as well as any requirements around how often the use of office space is required or allowed. ![]() Many employees want to continue to work from home at least some of the time, according to multiple surveys conducted across the globe by Adecco, Boston Consulting Group, Gallup, IBM, PwC, Engagerocket, and others. This employee bill of rights is meant to help them do just that.Īrticle 1: The employer provides clear rules and standards for remote work. And it’s time for employees to advocate for themselves, so they don’t bear a disproportionate burden in enabling the new remote work reality. So now it’s time for companies and employees to formalize remote work standards and policies. But now the pandemic has become a longer-term phenomenon, and remote work will become more commonplace, even desirable as a way to save on office expenses and commute time, even after the pandemic subsides. Users and IT departments alike made Herculean efforts to adapt quickly and ensure business continuity, and the result was an improvement in productivity despite the pandemic. As a result of the sudden lockdowns, many employees had to create makeshift workspaces, buy or repurpose personal equipment, and figure out how to use new software and services to be able to keep doing their jobs. Remote work became the new normal quickly as COVID-19 pandemic lockdowns came into force in spring 2020, and it’s clear that after the pandemic recedes, remote work will remain the norm for many employees - as much as half the deskbound “white collar” workforce, various research firms estimate. ![]()
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