Can you please help with crucial points to be kept in mind while drafting "work from home" policy. If anyone can help with a set of guidelines or any corporate draft for the same would be a great help.
From India, New Delhi
Dinesh Divekar
Business Mentor, Consultant And Trainer
Sr. Associate Payroll

Dinesh Divekar

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 do value addition and avoid recommending something that you know already. This will save yours as well as other members' time.
From India, Bangalore
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. Suggestions ?
>Days : Fixing number of days in a month/week which 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 in a month, in case you avail only 1 then also you will eligible for 2 days against wfh in next month.
Please to let me know what all I can add up and suggestions against above mentioned pointers would be great.
+ I need a basic definition and limitations for WFH, which will help employees to understand the basic module for introducing this policy.

From India, New Delhi

>Job Role : it is to be re-designed as per role to be played. Whether the role is required as & when or at specific time. The condition for physical presence at your office or with your client needs to be fixed.
>Eligibility : The period of leave & modality of allocating leave. The nature of conveyance or cost, for physical presence. You can put him trial/probation (but keep a evaluation procedure).
>Days : Decide as per your requirement and that best suits the establishment
>Accruals/Carry Forward : No accruals/carry forward is okay. But you should not ask him to work on such day. Keep flexibility on this which will be beneficial for you. You do not know when his requirement will come.
Please to let me know what all I can add up and suggestions against above mentioned pointers would be great.
+ I need a basic definition and limitations for WFH( Dear friend Weekly Off day is compulsory as they appear in month may be 4 or 5 as the case. Besides 8 days against NH & FH is there. The rate of payment is determined as per the registration of establishment i.e. Shops & Commercial Act or Factory Act and the rules of the state establishment is exist).

From India, Mumbai

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