Work From Home Policy

• Great Future Technology Private Limited (GFTPL)

  Work From Home Policy

  Effective Date: 01-Apr-2021

  Introduction

  Great Future Technology Private Limited (GFTPL) acknowledges the benefits of a work-from-home (WFH) arrangement for both employees and the company. This policy outlines the guidelines and expectations for employees who are approved to work remotely.

  Eligibility

  This policy applies to all GFTPL developers with positions designated as eligible for work-from-home arrangements.

  Employee Responsibilities

  • Dedicated Workspace: Designate a quiet and professional workspace free from distractions to perform duties effectively.
  • Work Schedule: Adhere to your regular work schedule while working remotely, including breaks and lunch hours.
  • Availability & Communication: Be readily available during designated work hours and respond promptly to communication from colleagues and supervisors.
  • Technology & Equipment: Ensure a reliable internet connection, appropriate computer hardware and software, and any other necessary equipment to perform your job duties effectively. Expenses related to these items may be subject to GFTPL’s expense reimbursement policy (reference separate document).
  • Data Security & Confidentiality: Adhere to GFTPL's data security policies and procedures to protect sensitive company information. This includes using strong passwords, avoiding unauthorized access to company data, and reporting any security incidents immediately.
  • Work Environment: Maintain a professional work environment while working remotely. This includes dressing appropriately and avoiding activities that may disrupt your work or create a negative work atmosphere.

  Company Responsibilities

  • Communication Channels: Provide clear communication channels to ensure effective communication between remote employees, supervisors, and colleagues.
  • Training & Resources: Offer training and resources to support employees in working remotely effectively.
  • Work-Life Balance: Acknowledge the challenges of working remotely and offer support to employees in maintaining a healthy work-life balance.

  Technology & Equipment

  • GFTPL will provide employees with the necessary software licenses and remote access tools to perform their job duties effectively.

  Performance Management

  Performance evaluations will be conducted based on job duties and expectations, regardless of work location.

  Schedule Changes

  Employees who need to adjust their work schedule while working remotely must obtain prior approval from their supervisor.

  Workplace Safety

  While working remotely, employees are responsible for maintaining a safe and healthy work environment. GFTPL may offer resources or guidance on ergonomics and work-from-home safety practices.

  Review & Updates

  This policy may be reviewed and updated periodically to reflect changes in business needs, technology, or legal requirements. Employees will be notified of any modifications to the policy.

  Termination of Work-from-Home Arrangement

  GFTPL reserves the right to terminate a work-from-home arrangement at any time, with or without notice, based on business needs, performance concerns, or violation of company policies.

  Probationary Period

  This offer is contingent upon successful completion of a three (3) month probationary period. During your probationary period, your employment will be at-will, and your employment may be terminated by either you or the Company with or without cause and with or without notice. However, during this probationary period, your termination or resignation will require seven (7) days written notice.

  Exit Process

  After permanent employment, your minimum notice period will be 30 days or as per the running project, it can be increased or decreased.

  Manager Responsibilities

  • Set Clear Expectations: Set clear expectations for work-from-home employees regarding their work schedule, deliverables, and communication channels.
  • Regular Communication: Maintain regular communication with work-from-home employees to ensure they are engaged, productive, and supported.
  • Performance Management: Continue to conduct performance reviews and address any concerns related to productivity or performance according to the company’s standard procedures.

   

  Thank you for your cooperation. We believe that a successful work-from-home program requires a collaborative effort from both employees and the company.

   

  Human Resources Manager

  Great Future Technology Private Limited