If it is not there, the players may tend to disagree on the rules. It is best to create a written Teleworking policy that all the stakeholders review, understand, and approve. We also recommend that you develop a written Teleworking agreement that spells out the specific conditions of each Teleworking arrangement. After formulating your policy, developing a form that individuals and managers use as a template for a Teleworking agreement is not difficult. The first policy issue to clarify is whether the Teleworking program is voluntary or mandatory.
Voluntary programs are usually easier to administer.
However, companies are within their rights to make Teleworking a condition of employment. If you choose to implement a mandatory program, you need to pay particular attention to policy development. The following sections give an overview of the types of issues that should be covered by your Teleworking policy. Availability Every Teleworking policy should include a section that explains the concept of availability and describes how the manager and team member will set the standards. It is not recommended, however, that the actual hours be fixed in the policy since these may vary by role and individual.