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Telecommuting Policy 

IRIS Solutions (the Company) makes decisions relating to ongoing telecommuting (working-from-home/remote working) based on business needs and position requirements.  Short-term needs to telecommute for a day or half a day due to a family situation or inclement weather will be approved on a case-by-case basis. 

Telecommuting approvals will be reviewed periodically, particularly in the case that the arrangement is impacting productivity or connectivity.  If an employee is having performance or behavior issues, the Company may elect to no longer permit them to work from home/telecommute.  All employees must understand that the arrangement does not in any way alter the Company’s expectations for their performance, attendance, or behavior. 


All employees who work in positions which do not require them to be physically present at work will be eligible to telecommute.  All telecommuting arrangements must be approved in advance by the supervisor (and in the case of positions which are not pre-authorized, by the Chief of Staff or their designee). 

In some cases, there will be a designated “trial period” for telecommuting; however, a telecommuting arrangement may be ended at any time with or without a trial period. 

Consideration for telecommuting will be based on: 

The job itself and the need for the staff member being onsite to have access to certain Company tools or information, or to be accessible for customers or team members. 

– Length of service (an employee “in training” or with the Company less than 90 days is unlikely to be approved unless the specific circumstances permit it). 

– Performance appraisals, corrective actions and any ongoing performance concerns related to job knowledge, a need for a high level of hands-on support, or a need for continued review of performance or training. 

– Employees with dependent children or others that they are caring for at home will be expected to have childcare, if needed, to ensure they are able to fulfil their full job responsibilities.  

Requests to Telecommute 

A request to telecommute must be: 

  1. 1. In writing (an email is acceptable, or a written request).
  2. 2. Submitted to your direct supervisor and copied to the Human Resources department. 

If a request is approved, the employee will sign a telecommuting agreement. 


All timekeeping policies apply at home as well as in the office.  Hourly, non-exempt employees should clock in and out as usual.  Exempt employees should notify the Company using the standard system if they will be away from the home office and unreachable or are not working for other reasons.  In cases where Personal Time Off (PTO) would normally be substituted based on the PTO policy, this will be the case for telework as well. 

For hourly, non-exempt employees, overtime must be approved in advance from your supervisor. 

Safety & Equipment 

You will be expected to set up your work environment with a view to safety.   The Company will not pay costs associated with setup of the home office, to include furniture or such items.  

Be aware that any equipment that the Company does provide (laptop, phone, etc.) will be provided under our standard handbook policies related to those.  You should not have an expectation of privacy and the computer/phone should not be used frequently for purposes other than work. 

The employee will be expected to return all equipment promptly and in good condition. 

Workers’ Compensation 

Workers’ compensation only applies to employees (not other individuals at your home).  In the event of a job-related injury, you should report the incident to your supervisor based on our normal policies and procedures. 


Any costs associated with office supplies may be submitted for reimbursement, though not guaranteed to be approved. 

Employees will be expected to maintain a level of internet service which is adequate for their personal and professional use.   


Please refer to our policies related to equipment, computers and cell phones, as well as our confidentiality and information technology/security policies related to electronic information.  It is your responsibility to ensure equipment and information are secure and that you protect your computer and phone from malware, unauthorized access, and viruses.