Remote Working. (a) WaterNSW aims to support employees by enabling remote working where it is appropriate for the role, individual and organisation. The parties agree remote working provides opportunities for flexibility and efficiency around where, how and when work is conducted.
(b) All employees who work remotely need to be flexible around attending important events in person. Leaders will endeavour to provide as much notice as possible where events are scheduled in advance and in person attendance is required. Examples of scenarios when in person attendance is required include:
(i) important team meetings (e.g. annual strategy meetings and planning sessions);
(ii) stakeholder engagement where face-to-face interaction provides better outcomes; and
(iii) attending training that is hands on or only conducted face-to-face.
(c) There are different scenarios for remote working at WaterNSW, including roles that:
(i) require limited in-person attendance at an office or work site. Such roles predominantly include desk based or administrative duties;
(ii) may have a hybrid approach to remote working, that is, some time in an office or worksite and some time working remotely. Reasons to come into an office or worksite may include:
(A) to access better internet speed or to use equipment;
(B) to meet with others to connect and collaborate;
(C) build team relationships and interact as a team on site;
(D) where a WaterNSW workplace provides the employee with a safer location for work; or
(E) undertaking operational or field-based activities.
(iii) WaterNSW may require individuals to undertake work mainly from a WaterNSW site or office such as:
(A) undertaking operational or field-based activities;
(B) leadership roles that need to be located near their teams and assets in order to fulfill the requirements of their role in a timely manner; or
(C) conducting site and safety inspections.
(d) Key principles to encourage the success of remote working arrangements include:
(i) WaterNSW values informing decisions around remote working;
(ii) safety is paramount around remote working – WaterNSW will provide appropriate support for employees to ensure they are physically and emotionally safe;
(iii) clarity around expectations – employees and their leaders are encouraged to discuss the details of remote working and agree on arrangements and expectations at least once per year;
(iv) mutual flexibility is key – individuals may be required to attend in person for certain activities, important eve...
Remote Working. Remote work is the practice of performing required job functions from home or another management-approved location. When used in appropriate situations, remote work may benefit the Employer, employees, the economy and the environment. Any employee who believes that all or part of their position is suitable for remote work may request to work remotely by submitting a written request to their supervisor. The Employer will evaluate the employee's request, and will approve or deny the request in writing. Employees whose requests to work remotely are approved may be required to sign an agreement confirming expectations regarding their schedule, timekeeping, remote work environment, data/information security and other matters specific to their position. Employees may seek review of a denied request through Human Resources.
Remote Working. We currently expect that you will be permitted to continue to perform your duties remotely, subject to customary travel as reasonably required by the Company and necessary to perform your job duties, including to the Company’s corporate offices located in Boulder, Colorado. We ask that you keep us informed of the location from which you are performing services in order to ensure compliance with applicable rules, policies, and regulations. Subject to any shelter-in-place order, quarantine order, or similar work-from-home requirement affecting your ability to be present at our Boulder offices, you can of course choose to perform your duties from there.
Remote Working. 18.1. The Chair may approve requests made by an employee to perform work away from their usual office.
18.2. The ACMA will provide appropriate support towards establishing a home-based work site including computer equipment, software and other facilities if the home- based work arrangement is on a long term or regular basis.
18.3. Further information is available in the relevant People Management Instruction.
Remote Working. The Employee is allowed to work mainly from the Employee’s home in Switzerland (but not in any other countries should the Employee change residence). At the request of the Company, the Employee must be present at the Company's business premises. Nevertheless, the Employee understands and agrees that the Employee may, in the course of the Employment and where reasonably requested by the Company, be required to travel to and work in other places and countries in order to perform the Employee’s obligations and duties under the Employment Agreement.
Remote Working. (a) WaterNSW aims to support support peopleemployees by enabling remote working where it is appropriate for the role, the individual and the organisation. The parties agree remote working provides opportunities for flexibility and efficiency around where, how and when work is conducted.
(b) All employees who work remotely need to be flexible around attending important events in person. Leaders will endeavour to provide as much notice as possible where events are scheduled in advance and in person attendance is required. Examples of scenarios when in person attendance is required include:
(i) important team get togethersmeetings (e.g. annual strategy meetings and planning sessions); (ii) stakeholder engagement where face-to-face interaction provides better outcomes; and
Remote Working. The Employee is allowed to work mainly from the Employee’s home (but not in any other countries should the Employee change residence). At the request of the Company, the Employee must be present at the Company's business premises. Nevertheless, the Employee understands and agrees that the Employee may, in the course of the Employment and where reasonably requested by the Company, be required to travel to and work in other places and countries in order to perform the Employee’s obligations and duties under the Employment Agreement. In particular, the Employee will need to be regularly present in the head offices of the Company in the Netherlands. The Employee is obliged to track any days not worked in Switzerland, including place of work, and submit such schedule regularly to the Company upon request. The Company will work with you to determine a reasonable budget for costs associated with travel between your home, and Company facilities in Amsterdam, Netherlands and Lexington, Massachusetts to include airfare, lodging and associated expenses while doing business on behalf of the Company. In the event that you relocate to the Amsterdam, Netherlands area, the Company intends to provide executive relocation financial support.
Remote Working. 2.13.1. Staff working in remote environments that will process Nedbank data or provide services to Nedbank (e.g. in locations other than the organisation's premises) must be subject to identification, authentication and authorisation compliant with FIPS 140, must protect computing devices and the information they handle against loss, theft and cyber-attack; be supported by security awareness material and employ additional security controls and vigilance when travelling.
Remote Working. Where the Trust grants "Remote Access" permission to an individual for the purpose of accessing any part of the Trusts network or systems, they MUST comply with the following: • NOT to share their access right with others. • NOT access remotely from public places (trains, airports, cafes etc.) • NOT access remotely via the use of public computers (libraries, internet cafes etc.) • NOT transfer or transmit ANY PID outside the EEA without the written permission of the Trust
Remote Working. When working remotely from home CSEA bargaining unit members will be required to perform assigned work, unless otherwise instructed. Bargaining unit members must be reachable during their regular work hours.
