The following policies apply to all AvaCon employees who work from home:<\/p>\n
In order to work remotely, you must be able to provide a work location that is:<\/span><\/p>\n If an employee incurs a work-related injury while working in their Designated Remote Work Location, worker\u00e2\u20ac\u2122s compensation laws and rules apply. Employees must\u00c2\u00a0<\/span>notify their supervisors immediately<\/strong>\u00c2\u00a0and complete all necessary and\/or management requested documents regarding the injury.<\/span> In addition to providing a safe and clean work environment, your remote work location and equipment must also be secure.<\/span> The employee is responsible for maintaining and repairing employee owned equipment at personal expense and on personal time. This includes consumable items such as paper, ink, ink cartridges, toner, and other basic office supplies, unless other arrangements are made with AvaCon. AvaCon accepts no responsibility for damage, repairs, or maintenance costs for employee-owned equipment. The employee is also responsible for all utility, data, and internet access costs associated with the use of computers and equipment or occupation of the home or Designated Remote Work Location.<\/span> AvaCon strives to provide employees with as much flexibility and accommodation as possible regarding work schedules, however, we must comply with all federal and state labor laws.<\/span> Travel to and from the Designated Remote Work Location will not be considered work time unless the employee is traveling to or from a specific location required for work, such as a meeting or travel to\/from an airport for a work function, and the travel has been approved in writing by the employee’s supervisor.<\/span><\/p>\n It is important to take short breaks when working at a computer for extended periods of time for health and safety reasons, even when you are working from home.<\/span><\/p>\n\n
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Failure to maintain a home office or Designated Remote Work Location that is safe, clean, ergonomically sound, free from clutter, physical obstructions, distractions, and hazardous materials and conditions, as determined by management, is cause for termination.<\/span><\/p>\nSecure Working Conditions<\/h2>\n
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It is your responsibility to ensure that equipment, computers, electronic files, online computer systems, mobile or cell phones, laptops, tablets, fax machines, or any other devices that you use to access secure or confidential AvaCon information are\u00c2\u00a0<\/span>secured physically from access by other parties and are password protected<\/strong>. Whenever possible, AvaCon recommends 2-factor authentication for computer passwords.<\/span>
While working remotely, all applicable AvaCon policies and procedures related to computer and network security are in force, regardless of where the work takes place or on which device you are using, including mobile\/cell phones and tablet devices.<\/span><\/p>\nEmployee-Owned Equipment<\/h2>\n
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AvaCon is responsible for maintaining, repairing and replacing AvaCon-owned equipment if equipment is issued to work from a Designated Remote Work Location. AvaCon-owned equipment may only be used by the employee, and only for business purposes. Upon termination of employment, all AvaCon-owned equipment or property must be promptly returned to AvaCon, unless other arrangements have been made in writing.<\/span>
In the event of equipment malfunction of employee-owned or AvaCon-owned equipment, the employee must notify his\/her supervisor immediately. If repairs will take some time, AvaCon will discuss alternative means to continue the employee’s work until the equipment is usable.<\/span><\/p>\nSchedules & Work Hours<\/h2>\n
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Employees who are not exempt from the overtime requirements of the Fair Labor Standards Act will be required to record all hours worked using the\u00c2\u00a0<\/span>Time Reporting form<\/a>. Hours worked in excess of those scheduled per day and per work week, in accordance with state and federal requirements, will require the advance approval of the employee’s supervisor. Failure to comply with this requirement may be cause for disciplinary action, up to and including termination.<\/span>
<\/p>\nTravel Time<\/h2>\n
\nRest & Meal Breaks<\/h2>\n
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