Eligibility INSITE has compiled a list of all jobs and provided a recommendation for location. You will need to work with your manager to determine which work model your position and/or project is best suited for. !
An appropriate level of communication between the employee and manager will be agreed to and maintained while employees are working outside of the office. !
Employees not in the office must be available by phone, Teams and email during core business hours (9am - 5pm Monday – Friday), be available for staff meetings, and other meetings deemed necessary by management. !
Equipment Equipment supplied by the organization will be maintained by the organization. Equipment supplied by the employee, if deemed appropriate by the organization, will be maintained by the employee. INSITE accepts no responsibility for damage or repairs to employee-owned equipment. Upon termination of employment, all company property will be returned to the company, unless other arrangements have been made. ! Employees are responsible for establishing an appropriate environment within their home for work purposes. The space should have a professional appearance, as if you were in the office for a zoom meeting, with the background free of an untidy appearance such as an unmade bed, or laundry. It should be free of interruptions such as children or pets. INSITE will not be responsible for costs associated with the setup of the employee’s home office, such as remodeling, furniture, lighting, repairs, or modifications to the home office. !
The company will not pay for data communication charges and the company cell phone hot spot may not be used in lieu of high-speed internet. !
Security Consistent with the organization’s expectations of information security for employees working at the office, hybrid and remote employees will be expected to ensure the protection of proprietary company and customer information accessible from their home office. ! Safety Employees are expected to maintain safety in their home workspace free from hazards. Hybrid and remote employees are responsible for notifying the employer of such injuries as soon as practicable. The employee is liable for any injuries sustained by visitors to his or her home worksite. ! Working hybrid or remote is not designed to be a replacement for appropriate childcare. Although an individual employee’s schedule may be modified to accommodate childcare needs, the focus of the arrangement must remain on job performance and meeting business demands. ! Ad Hoc Arrangements Temporary hybrid or remote working arrangements may be approved for circumstances such as inclement weather or special projects. These arrangements are approved on an as-needed basis with no expectation of ongoing continuance. ! Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee’s health care provider, if appropriate. !
All ad hoc arrangements are made on a case-by-case basis focusing first on the business needs of the organization. !
Employee Handbook
September 2021
17
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