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It explains the purpose and benefits of a hybrid model for clients, recruitment and retention, employee satisfaction, productivity, and sustainability goals. The policy outlines eligibility requirements, supervisor decision-making, and key expectations for remote work such as independence, time management, and effective communication. 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The supervisor approves, with prior Human Resources input.",{"name":115,"@type":106,"acceptedAnswer":116},"How do work hours and overtime work under the hybrid model?",{"text":117,"@type":109},"Standard work hours are 8:00 a.m. to 5:00 p.m., Monday through Friday, with 40 hours across five eight-hour days. Hybrid day hours may differ and must be agreed upon and documented in the Hybrid Agreement. 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Employers who are looking to create a formal policy for their hybrid work program.  \nWhy should an organization create a hybrid work policy? Any organization who has employees working at home part-time or fully remote should consider creating a policy to set expectations for managersand employees, confirm eligibility, and clarify the working arrangement. Additionally, the agreement creates a written acknowledgment for managers and their employees on complying with the policy.  \nHow can you use this document? Use this document as a starting point for creating your organization’s policy. Gather an internal team representing human resources, legal, information technology, and finance, at a minimum, to confirm specific details about your ORGANIZATION policy. The gray highlighted sections below show some standard and best practice language but be sure to edit and conform this policy to address the needs of your organization. Be sure to reference other organizational policies as needed like a remote access policy or a company bring your own device (BYOD) policy.  \nReady to get started? Start below to customize your hybrid work policy.  \nA hybrid work model allows employees to work from home or another location on a part-time (hybrid) basis. ORGANIZATION NAME offers this work schedule when it makes sense for both ORGANIZATION NAME, supervisors, and the employees.  \nHybrid work schedules may be implemented when they benefit ORGANIZATION NAME in one or more of the following ways:  \nORGANIZATION NAME Clients/Customers –To provide clients/customers with a higher level of service limiting delays.  \nORGANIZATION NAME as an Employer – To improve recruitment and retention of high-quality employees, and to provide a no-cost enhancement to the ORGANIZATION NAME’s work environment;  \nORGANIZATION NAME Employees – To improve job satisfaction, employee morale, and productivity; promote employee health, wellness and reduce employee’s time of commute, cost of fuel and vehicle maintenance; and  \nSustainability – To position ORGANIZATION NAME as a leader in reducing carbon emissions, reducing traffic congestion, and improving the air quality in our region.  \nPurpose  \nHybrid work, the practice of working part-time in the office and part-time at home, is a workplace strategy that serves ORGANIZATION NAME and its employees. While the organization can continue to  \nGO MAINE and its associated funders and operators do not provide legal advice and share this template only as a resource for organizations considering hybrid work models. Organizations who adopt this template acknowledge that they assume all risk associated with its use. GO MAINE encourages organizations to have all policies and agreements reviewed by their own legal counsel to ensure compliance with applicable employment laws.  \nmeet its operational needs, employees are able to reduce time spent commuting, concentrate on work with minimal disruptions, and balance their attention to work and home. The hybrid model is a workplace strategy and not guaranteed or promised for employees. A hybrid model will not work for every department or every employee.  \nAn employee’s pay, benefits, job status, and role does not change with a hybrid work program. Employees are expected to comply with all ORGANIZATION policies and procedures while participating in the hybrid program.  \nEligibility  \nGenerally, an employee must be employed with ORGANIZATION NAME for at least three/six months (unless you are leveraging hybrid work as a recruitment tool – just be cognizant of onboarding efforts) before they will be eligible to participate in the hybrid program. Employees must be a full-time employee with a history of satisfactory or better job performance ratings. Employees’job functions and responsibilities should be conducive to remote work. Considerations around accessing  \nmaterials/equipment and interacting with other employees and external parti","cbCaioztdPro0FTf","https://ap.wps.com/l/cbCaioztdPro0FTf","pdf",129766,"English","# Purpose\n# Eligibility\n# Schedules & Hours\n# Acknowledgment and Compliance","[{\"question\":\"Who is this hybrid work policy draft intended for?\",\"answer\":\"It is intended for employers creating a formal policy for a hybrid work program and for organizations with employees working at home part-time or fully remote.\"},{\"question\":\"What determines whether an employee is eligible for hybrid work?\",\"answer\":\"Eligibility generally depends on tenure, full-time status, satisfactory performance, job functions suitable for remote work, and supervisor review of factors like access to materials and coverage needs. The supervisor approves, with prior Human Resources input.\"},{\"question\":\"How do work hours and overtime work under the hybrid model?\",\"answer\":\"Standard work hours are 8:00 a.m. to 5:00 p.m., Monday through Friday, with 40 hours across five eight-hour days. Hybrid day hours may differ and must be agreed upon and documented in the Hybrid Agreement. Overtime requires supervisor pre-approval, and timekeeping requirements apply whether working on-site or remotely.\"}]","Sample Draft Hybrid Work Policy - Customize Your Hybrid Work Policy | PDF",1790383014]