Set expectations for working from home: schedule, availability, hours recording, equipment, security and expenses.
Remote and hybrid work run smoothly when expectations are written down. For non-exempt employees, recording all hours worked, including early emails and late calls, is essential.
Expense reimbursement rules differ by state; some require reimbursing necessary business expenses such as part of a phone or internet bill.
17 items. Complete it digitally or on paper, whichever your team prefers.
A customer support agent works remotely four days a week. The agreement sets core hours from 9 to 3, clock-in through an app, and a monthly internet stipend. A review after three months adjusts the office day.
For non-exempt remote staff, the FLSA still requires pay for all hours worked and accurate time records, which is harder to prove when nobody sees the work start and stop. A written agreement sets how hours are recorded, what equipment and data rules apply, and how the arrangement can be reviewed, which heads off disputes later.
| Role | Billing specialist, non-exempt |
|---|---|
| Arrangement | Hybrid, remote Monday, Tuesday and Thursday |
| Office days | Wednesday and Friday, Denver office |
| Core hours | 9 am to 3 pm Mountain time |
| Time recording | Clock in and out on phone app, meal break logged |
| Equipment | Laptop, headset, second monitor |
| Expenses and review | $40 monthly internet stipend; review January 15 |
Sample for Front Range Dental Group in Denver, Colorado. The meal break is logged in the app because the billing specialist is non-exempt and her unpaid break has to show in her time records.
Yes, the same rules apply.
Some states require reimbursing business expenses.
With a time tracking app or timesheet.
Set how in the agreement.
The agreement should say what the employee must do, such as report it within a set number of hours and file a police report, and whether they owe anything. Deducting the cost from wages is restricted by federal and state law, so get advice before writing a charge-back rule.
Many employers set camera rules for meetings, and the agreement is the right place to state them. Constant video monitoring at home raises privacy concerns, and some states, such as New York and Connecticut, require notice of electronic monitoring, so spell out exactly what is expected and when.
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Send the form through EZTime, collect an e-signature, and keep it in a digital employee file that reminds you when documents expire. Book a demo to see it with your team.