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Work From Home Policy

This document outlines a work from home policy for employees during the COVID-19 pandemic. It states that many global companies have implemented mandatory work from home policies. Working remotely will become normal for many workers to minimize crowds and obey government mandates. The policy provides guidelines for employees working remotely, including using video conferencing for meetings, maintaining responsiveness, tracking work hours, and maintaining a separate work space at home. It also provides guidance for managers to continue operations remotely and monitor employees. The policy is intended to control the spread of COVID-19 while allowing work to continue.

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Yatc Suren
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90 views

Work From Home Policy

This document outlines a work from home policy for employees during the COVID-19 pandemic. It states that many global companies have implemented mandatory work from home policies. Working remotely will become normal for many workers to minimize crowds and obey government mandates. The policy provides guidelines for employees working remotely, including using video conferencing for meetings, maintaining responsiveness, tracking work hours, and maintaining a separate work space at home. It also provides guidance for managers to continue operations remotely and monitor employees. The policy is intended to control the spread of COVID-19 while allowing work to continue.

Uploaded by

Yatc Suren
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Work from Home Policy (Emergency Situations)

 (2076 chaitra 9)
 
Policy Description: Google, Microsoft, Twitter. Hitachi, Apple, Amazon. Chevron,
Salesforce, Spotify. From the UK to the US, Japan to South Korea, these are
all global companies that have, in the last few days, rolled out mandatory work-
from-home policies amid the spread of Covid-19.
And it’s realistic to assume that shifting to the ‘home office’ will become the
new normal for many of us for a while, given Wednesday’s announcement by the
World Health Organization that the coronavirus has officially reached
‘pandemic’ status.
Some employees will be working from home for the first time, which means
figuring out how to stay on task in a new environment that may not lend itself to
productivity. But there are ways to deliver results and avoid going stir-crazy,
from setting up a good workspace to the way you talk to your team.
Source : https://www.bbc.com/worklife/article/20200312-coronavirus-covid-
19-update-work-from-home-in-a-pandemic
In context to our country Nepal ,few of the organizations including our same
nature of work have also implemented this policy .
Considering the bacterial spread of COVID-19 ,We at our workforce have been
taking some basic precautions however those precautions may not be enough on
today’s context .Hence the modality of “Work From Home” might be an
alternate measure to minimize the crowd and obeying the mandate released by
the government of Nepal.(Mass not exceeding 25)
Employers who have not prepared for pandemic events should prepare
themselves and their workers as far in advance as possible of potentially
worsening outbreak conditions. Lack of continuity planning can result in a
cascade of failures as employers attempt to address challenges of COVID-19
with insufficient resources and workers who might not be adequately trained
for jobs they may have to perform under pandemic conditions.
As our service has been enlisted in the Nepal Rajpatra (National
Gazette),Internet being the basic need for everyone in todays world , we have
to render our services continued.
Considering the Employees voice and their health ,this policy will support control
the speed of COVID-19
The modality of the “Work from Home “ is as given below :
How a COVID-19 Outbreak Could Affect Workplaces?
 Similar to influenza viruses, SARS-CoV-2, the virus that causes COVID-19, has
the potential to cause extensive outbreaks. Under conditions associated with
widespread person-to-person spread, multiple areas of the United States and
other countries may see impacts at the same time. In the absence of a vaccine,
an outbreak may also be an extended event. As a result, workplaces may
experience:
Absenteeism:
Psychological fear/Trauma:
 
1.     Office Operation:
 
a.       For the communication, employee shall use ZOOM for conferences
and meetings.
b.       Employee must response message promptly service based on the
job nature however support from Call centre, Chat support agent need to
be on prompt basis as used to be in office time.
c.       Time attendance request need to be done via HRIS based on the
current routine.
d.       Break time 1 hour form 1:00 PM.
e.       Office resume at 2:00 PM.
f.        Daily diary to be maintained and sent to the supervisors.
 
 
2.       HOD Workflow:
a.       Meeting (video call) with HOD plus CEO at 11:01 AM.
b.       Branch/Department can follow and continue their standard
modality.
c.       Each Department Head need to schedule meeting (video call), assign
task, and prepare department report.
d.       TT (TaskTicketing) has to be used to assigned task. So that it will
be visible to everyone.
e.       No any task will be assigned by phone calls
f.        All meeting minutes and video call will be minuted.
 
3.       Leave:

A. Leave will still have same protocol and process to be followed as usual
however at this emergency situations, should anyone require leave can
follow the regular process.
B. Employees who jobs may not be in the operations and cannot perform
remotely if wish to switch to some other online remote functions are
encouraged to apply however if they wish not to apply, can stay on leave.
C. If staff has been suspected of COVID-19 and need to serve isolation
process (subject to medical advise), their leave will be considered as paid
leave however medical documents to be provided.
D. If you’re catering for a family member who’s been diagnosed with COVID-
19, but can work, you can request to work from home. Talk to your
manager to see if this is possible, based on current projects and team
needs; if not, we’ll ask you to use your paid leave. 

4) Terms and Conditions:


1. If staff is using company property, then s/he must bear all the
responsibility of the property.
2. Work from home is a temporary basis. 
3. To ensure that employee perfomance will not suffer in remote work
arragements,staff need to choose quiet and distraction free
working space, 

5) Guidelines for Work from Home (WFH)

For the effectiveness of WFH policy, below guidelines are recommended:

5.1) Prerequisite for “Work From Home” (WFH)


For WFH, a staff should full fill below conditions :
 Approval for WFH from Immediate supervisor
 Should be fit for work. If staff are not fine or unable to work due to
other reasons, then leave entitlements are to be accessed.
 Working Laptop or Desktop with stable FTTH Internet Connection at
home
 VPN Credential with In-house software access
 Smartphone with data package enough to communicate in video
conference if required

5.2) Staff Responsibility


 Staff should be contactable with all communication channels with co-
workers, managers and customers via call, chat or email as required.
 Adhere all the company policy, process and maintain data confidentiality.
 Send a summary report of the tasks to her/her supervisor at the end of
the day.
 Share his/her current location anytime during work from home via
Workchat or Viber if requested by the supervisor.
 Apply for an attendance request in HRIS (Rigo) for the day of Work from
Home (WFH) on the next day.

5.3) Supervisor Responsibility


 Ensure that the staff has been assigned enough quality tasks to perform
tasks from home.
 Ensure that daily operations are not halted or delayed via WFH.
 Monitor the work of staff and assist/support WFH staff as required. 
 Approve the attendance request in HRIS (Rigo) who have worked from
home.
 Ensure the staff is working in accordance with the guidelines and policy
of WFH

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