ID - Internal

WORKING AT HOME POLICY AND

PROCEDURES

1. Policy Statement

The employer recognises that there may, on occasion, be circumstances

when it would be more beneficial or flexible for staff to work at home,

either on a permanent basis, or in order to complete a particular task, for

example a special project or funding bid, however, it is not possible to

offer home working to all staff as the requirements of some jobs will not

be suitable for such arrangements.

This policy deals with situations where:

the member of staff is based at home and works at home

the member of staff is based at home but works mainly ‘on the

road’

occasional one-off home working

situations where the employee prefers to work from home and

has an option.

2. Agreement to work from home

Where an employee makes a request, prior permission is required

before an employee can work at home. The employee should make the

request to their manager. Serious consideration will be given to any

such requests and a decision regarding the suitability of working at home

will take into account all relevant circumstances. The decision of the

manager & Business Head is final. The employer reserves the right to

withdraw their approval for home working if they believe its use is being

abused or for any other reasonable needs of the employer to carry out

its business.

For certain posts, the employer may determine that the normal place of

work, or ‘base’, is the home of the employee. Any variation to this would

constitute a variation to the terms and conditions of the employment.

It is possible that a post could involve some time based at home and

some time based in the office.

ID- Internal

3. Qualifying Conditions

Working at home is totally dependent upon certain criteria being fulfilled,

these being that the employee:

 has obtained prior agreement for home working from manager

 does not have other commitments with the employer, or elsewhere

at that time, including dependent care responsibilities that would

conflict with the requirement to work. It is not considered

appropriate to combine home based working with dependent care.

Employees are expected to make appropriate arrangements for the

care of any dependents during working hours. Home working

should not be viewed as an alternative to paid dependant care.

 has notified both her/his manager of her/his hours of work and

location

 has a contact telephone number and is available to be contacted

during the nominated times

4. Working Arrangements

4.1 Workload and Reporting

All arrangements for monitoring, supervision, setting workloads,

etc., will be agreed with the employee’s manager in line with normal

procedures.

All the tasks must be agreed beforehand and plan has to be

submitted to Manager

Every day Time sheet is mandatory and Check In and Check out

timings will be monitored through “MPUNCH”. Attendance will be

captured through “MPUNCH” and verified with System login

All Time Sheet has to be approved by the respective Managers and

based on the approved time sheet salary process will happen

Note:- It is mandatory to use MPUNCH on time (09;30AM –

6.30PM). Any delays will be captured as Late IN & Early OUT.

Work from home employees has to use the secured VPN to

connect to the office network. Based on the secured connection,

System login time will be captured for verifying the attendance.

ID- Internal

4.2 Reporting Sickness Absence

In the event that the member of staff is sick during a period of working

at home then the normal employer’s sickness reporting rules must be

followed.

5. Confidentiality and access

Equipment and files should only be accessible to the employee and

safeguarded from access by other members of the household and

visitors. ID Authorized staff should have access at a reasonable

time to equipment and any paper records kept at an employee’s

home.

6. Review of home working arrangement

At any time, the agreement to work from home may be reviewed by

the respective Manager and employer. This policy is also subject

to review and does not form part of any contract of employment.

7. Compliance

Failure to comply with any aspect of this policy or related policies

such as IT policies, HR policies & Information security policy may

constitute a disciplinary offence.

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