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- Annual leave (holiday)
- Attendance during severe weather
- Compassionate leave and Emergency leave
- Flexible working
- Flu pandemic
- Homeworking
- Circumstances in which homeworking may be approved
- Suitability for homeworking
- Employee requirements and effective homeworking
- Working arrangements
- Guidance for managing staff working from home
- Equipment
- Accessing IT facilities and support from home
- Long term/extended homeworking
- Business continuity
- Security and confidentiality
- Health and safety
- Compensation for expenses
- Mortgage, landlord, council tax and insurance issues
- Changing job
- Jury service
- Parents and Carers
- Right to request training
- Sickness absence
- Study leave
- Travel policy
- Forms and templates
Guidance for managing staff working from home
It is equally important that the manager of the homeworker is equipped to manage homeworking arrangements effectively. In particular, managers will want to ensure that homeworkers remain part of the team and that homeworking arrangements do not have a negative impact on service quality.
Managers should address the issues under working arrangements with the homeworker, to ensure the homeworker is clear about what is expected of them and how their performance will be assessed.
To achieve this, the manager should:
- set objectives and targets which are realistic and measurable
- specify monitoring arrangements for output of work
- make arrangements for ‘keeping in touch’, including attendance at team meetings
- specify requirements for hours of work and availability for contact
