In the laptop and mobile working policy, the responsibilities of the company, the employer, and the employee are clearly set.
Each of the parties has to know the exact nature and scope of what they have to do with respect to mobile working, and it is also clearly outlined how each of the parties is to be held accountable.
The policy related to mobile working using laptops and other teleworking equipment has to contain a set of rules regarding the main circumstances of the work nature, duration, the environment, as well as the financial matters applicable.
First of all, the policy on L and M working has to include the standard work rules.
These rules include the working hours as well as the overtime that may be needed in order to complete work assignments.
It is essential for the employer to know when the mobile working employee is available.
The second most important matter to be covered by the laptop and mobile working policy is the equipment.
It has to be stipulated whose responsibility it is to provide the equipment.
The company typically provides the equipment that its workers use to carry out their job functions from their homes, and the equipment has to be insured.
The policy has to clearly set the type of reimbursable work expenses, as well as the non reimbursable work expenses.
There can be needs for incurring expenses such as a second telephone line for the purpose of remote working, and such expenses have to be reimbursable.
The forms containing data on the expenses incurred as reimbursable ones have to be submitted on a regular basis, e.
g.
weekly or monthly.
There can also be expenses that should not be reimbursed, e.
g.
expenses related to changes in the home that are needed to form a dedicated workplace.
It should be noted that employees cannot be made to do mobile working unless they consent to do that.
But there are jobs that involve some amounts of remote working, so the job description for a job of such type should clearly state that the job involves doing mobile working, for example when employees have to travel to fulfill their work obligations.
The duration of the working day should not be longer than for employees who work in the company office.
Employees under the laptop and mobile working policy do not have to work more hours than employees in the company office, unless their contracts involve working overtime in specific circumstances.
However, employees have to be aware they should not work fewer hours, because that could lead to non fulfillment of their job obligations, mentioned in their employment contracts, in an acceptable or sufficient way.
An agreement drawn up to cover the mobile working circumstances for an employee should contain indications on the manner and circumstances in which the work contract can be terminated by either party.
It should also cover the other typical issues in work agreements, such as tax matters, as well as all the benefits and compensations that a mobile working employee is entitled to.