Successful telecommuting program
FOR the past several columns, we have been discussing the - the company, the employee and the commuting public in gener how telecommuting could be implemented productively in Meralco and SGS Philippines. Here’s the second instalment on the affectivity of telecommuting in SGS:
In order to successfully implement a telecommuting program for your organization, here are some guidelines and provisions on telecommuting, which SGS Philippines so generously shared, adapted from its policies and procedures, with us. Thanks to Managing Director Ariel Miranda and HR Director Michelle Garcia.
Work hours. As a general rule, given the e-employee’s nature of work, the e-work is not time- or driven by productivity and quality output. The e-employee is under
Leave, overtime, work on a holiday or rest day. An e-employee is time and, therefore, overtime and work on rest days or holidays, generally does not apply. However, if necessary and required, the supervisor will initiate the request for overtime work or work during rest days or holidays. When applicable, the e-employee will lodge this in the company’s HRIS for appropriate processing.
Accessibility and connectivity. The e- employee must be fully accessible by telephone, email, instant messaging, SMS, chat services while on e-work and are enough internet connectivity/ speed at home to enable one to deliver productive and quality output. Access to the network will be provided through VPN or other means authorized by the company.
may use telephone conferencing whenever possible as an alternative to requesting attendance during meetings. However, when deemed not effective, the e-em- ployee must not refuse to attend face-to-face job-related meetings, training sessions and conferences, as requested by supervisors. Supervisors/ managers should be able to request the employee to come to the work station when required even with short notice and for certain number of days.
- ployee will not be paid for time or mileage involved in travel between the e-worksite and the primary worksite at any given time, nor may the employee claim for - muting regardless of whether the e-employee is working from home or another location.
Meetings. The e- employee will not hold business visits or meetings with professional colleagues, customers, or the public at the home worksite. All faceto-face meetings must be done
Work space. The e-employee must establish and maintain a dedicated workspace at home that is quiet, clean, and safe, with adequate lighting and ventilation. The telecommuting location will be inspected periodically to ensure that e-work and safety standards are met. Notice will be given to the employee at least 24 hours in advance of the inspection, which must occur during normal working hours.
ATD ICE2017. The Association for Talent Development understands that you want to keep your skills sharp and stay on top of the latest trends in the industry. That’s why they offer Preconference Learning. Before the conference starts, ATD offers an opportunity to participate in industry-leading professional development workshops to develop the skills you need to deliver quality training and development programs to members of your organization, and to ensure you stay competitive in today’s fast- paced marketplace. Make the most 2017 International Conference the preconference workshops or
ATD International Conference May 21-24 at the Georgia World Congress Center, Atlanta, Georgia, USA.
- ingopportunitiesathttp://www. atdconference.org/Program/Preconference-Learning