1. Purpose

[Company Name] recognizes that flexible work arrangements benefit both employees and the organization. This policy outlines the framework for hybrid and remote work, ensuring:

• Maintained or improved productivity and performance
• Continued team collaboration and communication
• Employee well-being and work-life balance
• Business continuity and operational efficiency

2. Scope

This policy applies to all [full-time/part-time] employees of [Company Name] whose roles are suitable for hybrid or remote work arrangements.

3. Eligibility

3.1 Suitable Roles

Eligibility for hybrid/remote work is determined by:

• Job function: Work can be performed effectively outside the office
• Technology requirements: Role can be supported with existing tools and systems
• Client/service needs: In-person presence is not essential for core duties
• Performance: Employee meets performance expectations and has no current performance issues

3.2 Ineligible Roles

The following roles are generally not suitable for remote work:

• Roles requiring physical presence (e.g., reception, facilities, hardware maintenance)
• Roles requiring in-person client/service delivery
• Roles with specific security or regulatory requirements

Note: Managers may approve exceptions on a case-by-case basis.

4. Work Arrangements

4.1 Hybrid Schedule

Eligible employees may work from home up to [2-3] days per week, subject to manager approval and team needs.

4.2 Full-Time Remote

Full-time remote arrangements may be approved in exceptional circumstances, subject to:

• Business justification and manager approval
• Quarterly in-office attendance for team events (minimum [X] days per quarter)
• Enhanced performance monitoring and reporting

5. Approval Process

5.1 Initial Approval

Employees seeking hybrid/remote arrangements should:

1. Discuss eligibility with their manager
2. Complete the Hybrid Work Request Form
3. Receive written approval before commencing remote work

5.2 Trial Period

New hybrid arrangements commence with a [3-month] trial period, after which:

• Performance and outcomes are reviewed jointly by employee and manager
• Arrangement may be continued, adjusted, or discontinued
• Decision is documented and filed with HR

5.3 Ongoing Review

Hybrid arrangements are reviewed [annually/biannually] or when circumstances change significantly.

6. Performance Expectations

Remote work is a privilege, not a right. Employees working remotely must:

• Maintain productivity: Meet or exceed performance standards
• Be available: Responsive during core hours via [Slack/Teams/Phone]
• Meet deadlines: Deliver work on time, communicating proactively if issues arise
• Attend meetings: Participate in all scheduled virtual and in-person meetings
• Communicate proactively: Over-communicate status, blockers, and progress

7. Communication & Availability

7.1 Core Hours

All hybrid employees must be available during core hours: [e.g., 10am-3pm AWST]. Outside core hours, employees have flexibility to manage their schedules.

7.2 Response Times

7.3 Meeting Etiquette

• Video on for all meetings (unless connection issues prevent it)
• Join on time, with camera and microphone tested
• Use appropriate background or virtual background
• Mute when not speaking to reduce background noise

8. Equipment & Expenses

8.1 Company-Provided Equipment

[Company Name] provides the following for hybrid employees:

• Laptop computer with necessary software
• Monitor (up to [X] per employee)
• Keyboard, mouse, and headset
• VPN access and security software

Equipment remains company property and must be returned upon employment end.

8.2 Employee-Provided Items

Employees are responsible for:

• Reliable internet connection (minimum [X] Mbps)
• Dedicated workspace (desk, chair)
• Workspace-related utilities (electricity, heating/cooling)

8.3 Expense Reimbursement

The following expenses are [not] reimbursable:

• Home internet costs (employees may claim [X%] as tax deduction)
• Workspace furniture beyond company-provided items
• Workspace utilities and overheads

Note: This policy aligns with current Australian Taxation Office guidelines.

9. Health & Safety

9.1 Ergonomic Requirements

Employees must ensure their home workspace meets basic ergonomic standards:

• Chair with back support and adjustable height
• Desk at appropriate height (or standing desk converter)
• Monitor positioned at eye level, arm's length away
• Adequate lighting to minimize eye strain

9.2 Work Hours & Breaks

Remote employees must:

• Take regular breaks ([5 minutes] every hour, [30 minutes] for meals)
• Log off at reasonable hours (maintain work-life boundaries)
• Record overtime if required by role/award

10. Data Security & Privacy

Remote employees must adhere to all company policies regarding:

• Data protection and confidentiality
• Use of company systems and devices
• Password security and two-factor authentication
• Not sharing company devices with family members
• Secure disposal of physical documents

Breaches of data security policy may result in immediate termination of remote work privileges.

11. Team Collaboration

11.1 Office Days

Office days are prioritized for:

• Team meetings and standups
• Collaborative work and brainstorming
• Social connection and team building
• Client meetings (if preferred in-person)

11.2 Virtual Collaboration

To maintain team cohesion while remote:

• Keep video on during meetings to maintain face-to-face connection
• Participate in virtual social events (happy hours, games, coffee chats)
• Share updates proactively in team channels
• Reach out to colleagues regularly, not just for work tasks

12. Policy Violations

Violations of this policy may result in:

• First offense: Verbal or written warning
• Second offense: Suspension of hybrid work privileges for [X] weeks
• Third offense: Permanent revocation of hybrid work arrangement

Serious violations (e.g., data breaches) may result in immediate termination of hybrid arrangements and/or employment.

13. Policy Review

This policy is reviewed [annually] or as required by changes in:

• Employment law and regulations
• Technology and work practices
• Company needs and employee feedback

14. Related Documents

• Code of Conduct
• IT Security Policy
• Performance Management Policy
• Work Health & Safety Policy