“All things are difficult before they are easy” – Thomas Fuller
As strange as it sounds, its true.
This is one example where our Corporate Masters want to be able to control us indirectly.
Don’t believe me? Read on.
Image: graur razvan ionut / FreeDigitalPhotos.net
OK, maybe that is a little harsh, so lets just say employers want to keep their options open and flexible, and leave it at that to play nice.
A Remote Work Policy locks your employer into a contract with you.
This is usually a good thing from an employer and employee perspective. However, until remote work gains more widespread acceptance, this is an exception to the rule from an employer perspective.
Before we get into the “why” it benefits you more, lets review what elements are typically included in a Remote Work Policy.
In general, it includes one or more of the following:
- Schedule and hours
- Contact and communication policy or protocols
- Scope of work and expected outputs
- Who provides the equipment, internet and telephone
- Security policies
- Reimbursement of expenses
- Work space requirements
- Conditions warranting a termination of the agreement
Read the list above again, do you see where the advantage sways toward the employee?
The advantages are in your favor because;
- The policy is negotiable. You can make tradeoffs for what is really important for you.
- Its contractual and must be obligated to.
- Its predictable (this is the biggest benefit in my opinion).
This is much better than having your remote work fate determined by the whim of your boss of some new HR Director.
Additionally, you can usually negotiate the conditions. Otherwise your remote work days and conditions could change on a regular basis and in an unpredictable way.
Your employer does not want this because they want to keep their options open.
If you get an opportunity to sign a formal agreement outlining your remote work, I recommend you take it. Note: I am not a legal counsel, this is my opinion, so check with them before agreeing to any contract if you are unsure.