Employee Right To Disconnect Policy

EMPLOYEE RIGHT TO DISCONNECT POLICY

Purpose: This policy defines the Company's expectations and employee rights regarding communication and work-related electronic contact outside of scheduled working hours. It establishes the conditions under which employees are not required to engage in work communications, clarifies exceptions, and sets out manager responsibilities and remedies for non-compliance.

Scope

This policy applies to all employees, contractors, and contingent workers of the Company. It governs telephone calls, text messages, e-mail, instant messaging, remote access requests, and other electronic communications that originate outside an employee's scheduled work hours.

Definitions

"Work Hours" means the employee's scheduled hours of work as established by their employment agreement or applicable scheduling practice. "Non-Work Hours" means hours outside of Work Hours. "Critical Business Need" means circumstances in which a failure to respond would create a material adverse effect on the Company, its customers, safety, or legal compliance obligations.

Policy Statement

Employees are entitled to a right to disconnect from work-related electronic communications during Non-Work Hours except as provided in this policy. Managers and colleagues must respect an employee's right to refrain from responding during Non-Work Hours unless an exception applies.

Employee Information

Position Information

Start Date:    Salary:

Working Hours and Communication Expectations

Employees are not required to read or respond to work-related communications during Non-Work Hours. Employees should not be subject to adverse action for failing to engage in non-mandatory communications outside of scheduled work hours. Employees must respond to communications relating to Critical Business Needs, safety incidents, or legal/compliance matters when reasonably requested.

Exceptions and On-Call Arrangements

Exceptions may be established in writing for specific roles, functions, or projects that require on-call availability. Any exception must be documented, approved by Human Resources, and include scope, duration, and compensation or time-off arrangements.

Manager Responsibilities

Managers must respect the right to disconnect, avoid unnecessary after-hours requests, coordinate urgency designation, and document any approved exceptions. Managers will not require employees to waive statutory or contractual employment protections as a condition of employment.

Reporting, Non-Retaliation, and Remedies

Employees should report alleged violations to their manager or Human Resources. Reports will be investigated promptly and confidentially to the extent possible. The Company prohibits retaliation against any employee for reporting or participating in an investigation.

Disciplinary Action

Failure to comply with this policy, including improper designation of urgency, may result in corrective action up to and including termination consistent with Company disciplinary procedures.

Data, Privacy and Monitoring

The Company will not monitor personal communications outside of work hours. Work-provided devices and accounts may be subject to monitoring for legitimate business purposes; any monitoring will comply with applicable law and internal policies.

Implementation and Review

Human Resources will oversee implementation, provide training, and review policy effectiveness periodically. Modifications to the policy require approval by Human Resources and senior management.

Legal Disclosures

At-Will Employment: Nothing in this policy alters the at-will nature of employment, unless otherwise provided in a written agreement signed by an authorized Company officer. Equal Employment Opportunity: The Company provides equal employment opportunities and does not discriminate on any protected ground.

Acknowledgement and Employee Information (Required)

By signing below, I acknowledge that I have received, read, and understand the Employee Right To Disconnect Policy. I understand my rights and responsibilities under this policy and consent to the procedures described herein.

I acknowledge and accept the policy terms

I expressly authorize the Company to contact prior employers and relevant third parties to verify employment history, and to conduct background checks to the extent permitted by law, for purposes related to administration or enforcement of this policy.

I authorize contact and background checks as described

Employment History (Most recent)

Dates Employed: From to

Dates Employed: From to

Education

Graduation Date:

Professional References

Applicant Certification and Authorization

I certify that the information provided on this acknowledgement and related sections is true and complete to the best of my knowledge. I understand that false statements or omissions may result in disciplinary action. I authorize the Company to contact the persons and organizations listed and to obtain such employment, education, and background information as necessary to administer this policy. I understand that acceptance of this policy acknowledgement does not constitute a contract of employment.

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