Common use of Remote Working Clause in Contracts

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 events and meetings and should be available to collaborate with others as required; (v) communication and collaboration are important to maintain and enhance connectivity, engagement and productivity; (vi) leaders have an obligation to role model expectations and create a positive and inclusive working environment that empowers and develops their team; and (vii) ensuring data and information security and confidentiality requirements are met. (e) Leaders and employees will discuss and agree on remote working arrangements, where applicable, giving due consideration and clear expectations around the following: (i) what hours are going to be worked, start and finish times, and availability for collaboration. Refer also to clause 4.2 – Flexible working hours; (ii) expectations of notification of any absences; and (iii) leaders and teams discuss and agree on how they will come together to collaborate and engage.

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 siteworksite. Such roles predominantly include desk 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 events and meetings and should be available to collaborate with others as required; (v) communication and collaboration are important to maintain and enhance connectivity, engagement and productivity; (vi) leaders have an obligation to role model expectations and create a positive and inclusive working environment that empowers and develops their team; and (vii) ensuring data and information security and confidentiality requirements are met. (e) Leaders and employees will discuss and agree on remote working arrangements, where applicable, giving due consideration and clear expectations around the following: (i) what hours are going to be worked, start and finish times, and availability for collaboration. Refer also to clause 4.2 – Flexible working hours; (ii) expectations of notification of any absences; and (iii) leaders and teams discuss and agree on how they will come together to collaborate and engage.

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 siteworksite. Such roles predominantly include desk 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 events and meetings and should be available to collaborate with others as required; (v) communication and collaboration are important to maintain and enhance connectivity, engagement and productivity; (vi) leaders have an obligation to role model expectations and create a positive and inclusive working environment that empowers and develops their team; and (vii) ensuring data and information security and confidentiality requirements are met. (e) Leaders and employees will discuss and agree on remote working arrangements, where applicable, giving due consideration and clear expectations around the following: (i) what hours are going to be worked, start and finish times, and availability for collaboration. Refer also to clause 4.2 – Flexible working hours; (ii) expectations of notification of any absences; and (iii) leaders and teams discuss and agree on how they will come together to collaborate and engage.