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Remote Work and
Telecommuting Policy

1. Purpose

At Double Tap Marketing, we recognise the growing trend toward remote work and the benefits it offers to both employees and the organisation. Our Remote Work and Telecommuting Policy outlines the guidelines and expectations for employees working remotely. By adhering to this policy, we ensure productivity, maintain communication, and protect company interests.

2. Policy Statement

  1. Eligibility and Approval:

    • Eligibility: Employees eligible for remote work include those with roles suitable for off-site work.

    • Approval Process: Employees must seek approval from their manager and HR before transitioning to remote work.

  2. Flexibility:

    • Work Hours: Employees are expected to work during regular business hours unless otherwise agreed upon.

    • Flexibility: Remote work allows flexibility in work hours and location, but employees must remain accessible during core hours.

  3. Equipment and Cybersecurity:

    • Equipment: Employees must use company-provided equipment or approved personal devices.

    • Cybersecurity: Employees are responsible for maintaining security protocols (e.g., VPN, secure Wi-Fi).

  4. Workspace and Location:

    • Workspace: Employees should create a dedicated, ergonomic workspace at home.

    • Location: Remote work can occur from any location with a stable internet connection.

  5. Communication:

    • Availability: Employees must be reachable during work hours via email, phone, or collaboration tools.

    • Meetings: Attend virtual meetings as scheduled.

  6. Dependent Care:

    • Employees with caregiving responsibilities must make appropriate arrangements during work hours.

    • Flexibility is provided for unforeseen family emergencies.

  7. Data Security and Privacy:

    • Data Handling: Employees must follow data security protocols (encryption, password protection).

    • Confidentiality: Maintain client and company confidentiality.

  8. Performance Expectations:

    • Productivity: Remote work does not compromise performance expectations.

    • Metrics: Managers will assess performance based on deliverables and outcomes.

  9. Temporary Remote Work:

    • Employees may request temporary remote work due to illness, family needs, or other exceptional circumstances.

    • Temporary arrangements require manager approval.

  10. Reporting Incidents and Concerns:

    • Employees must report any incidents, technical issues, or concerns related to remote work.

    • Managers will address issues promptly.

  11. Contractors and Consultants:

    • Contractors working remotely must adhere to this policy.

    • Consultants must follow their own organization’s remote work policies.

3. Responsibilities

  1. Employees:

    • Comply with this policy and maintain productivity.

    • Report any technical issues or security concerns.

  2. Managers and Supervisors:

    • Approve remote work requests.

    • Monitor performance and address any issues.

4. Training and Awareness

  1. Training:

    • New hires receive remote work training during onboarding.

    • Regular reminders reinforce policy awareness.

  2. Communication:

    • We communicate this policy to all employees and provide resources for successful remote work.

5. Conclusion

Double Tap Marketing supports remote work as a flexible arrangement that benefits both employees and the organisation. By adhering to this policy, we create a productive and adaptable work environment.

Please note that this policy serves as a foundation, and we encourage ongoing dialogue with our legal advisors and HR professionals to stay informed about any changes in regulations.

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