Remote Working Policy
This Policy applies to all employees who have agreed with ReGen Strategic and its associated entities (the Company) to work remotely according to either the employment agreement agreed between the employee and the Company or a flexible work agreement agreed in writing between the employee and the Company.
The process for applying for a flexible working agreement is found in the Flexible Work Requests Policy.
Who is an ‘employee’?
In this policy, an ‘employee’ of the Company means any person who carries out work in any capacity for the Company except workers engaged as independent contractors. This includes work as:
- an employee
- a manager
- an employee of a labour hire company who has been assigned to work in the Company (i.e. a ‘temp’)
- a student gaining work experience, or
- a volunteer.
When working remotely, all employees are required to work in a suitable workspace, whether at their place of residence on in some other agreed location.
To ensure maximum productivity and compliance with the Company’s policies and procedures, while working remotely, employees should:
- work in a quiet and organised work environment that is free from distraction
- work in an environment that enables them to have confidential discussions with clients or other colleagues where the content of these discussions will not be overheard by anyone other than the employee’s immediate family, and
- ensure that they have adequate internet and telephone connection. The Company will not be responsible for maintaining the infrastructure of an employee’s internet or telephone connection at their remote work location.
If an employee does not have a suitable workspace at their place of residence, or their usual workspace is not able to be used, then it is the employee’s responsibility to arrange an appropriate work space at some other location at the employee’s own expense and with the written permission of the Company.
The Company reasonably requires a risk assessment to be undertaken in relation to the employee’s proposed work environment in order to assist it to manage any risks to the health and safety of the employee or any other person in connection with the employee's work. This will take place by using and returning the attached Working From Home Checklist.
The Working From Home Checklist must be submitted before the employee commences working from home.
Work Tools and Equipment
In the event that the employee's equipment that is used for remote work, is lost, stolen, broken, damaged, worn out, obsolete or otherwise in need of an upgrade it is the employee’s responsibility to ensure that:
- any possible risks to security, privacy or confidentiality are reported immediately to the Company, and
- where faulty or broken equipment can be rectified, these issues do not unreasonably interfere with the employee’s work,
It is the employee's responsibility to organise repairs, replacements or upgrades as required to their own equipment used for work, as soon as reasonably practicable.
It is the employee's responsibility to obtain insurance (such as contents insurance) to cover any of their own equipment used for remote working.
Workplace Health and Safety
- All employees must comply with the Workplace Health and Safety Policy.
- It is each employee’s responsibility to make sure that they fully understand any applicable OHS Rules. In the event that an employee does not understand any applicable OHS Rules they must raise the matter with a director as soon as possible.
- Employees must comply with all applicable occupational health and safety laws and relevant policies, procedures and directions.
- Employees must take part in any programmes or training in relation to workplace safety, as reasonably required or directed by the Company. This may mean an employee will reasonably be directed to attend the office to complete this training if it cannot be done remotely.
- Employees must at all times use and/or wear any applicable safety equipment as required on directed by the Company.
- If an employee discovers, observes or is involved in any workplace accident, injury or hazard, the condition must be immediately addressed and reported to the Managing Director and Executive Chairman.
- Employees must notify the Company of any injury, illness, or other matters which may increase the risk to the safety of the employee while working from home. This includes any injuries, illness or any risks to the safety of any other person in connection with the employee’s employment (such as immediate family members).
Work from Home Guideline
How to set up a workstation
The positioning of furniture and equipment at a workstation directly impacts posture. It is essential that workstations are set up to meet the individual needs of the user. Equipment and furniture must be adjustable to ensure that employees can minimise the risk of musculoskeletal injury from prolonged awkward postures.
When employees set up a workstation, consideration must be given to the tasks being performed (e.g. data entry, administrative tasks, interactive tasks), equipment being used and the individual needs of the user. Employees should refer to the below infographic for guidance when setting up a workstation.