Is an electronic signature valid?

Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, provided the signature shows intent, consent, attribution, and the record can be retained and reproduced.

Do I need a notarized telework agreement?

Not typically. Most teleworking policies do not require notarization; however, certain state-specific or position-specific documents may require notarization or witnesses, so verify local rules before requiring it.

How do we handle equipment ownership?

Specify whether devices are employer- or employee-owned, list assigned items, and include return procedures. Insurance and loss responsibilities should be explicit to avoid disputes.

What about overtime and time tracking?

Define required timekeeping methods and pre-approval for overtime. Accurate records are critical to comply with the Fair Labor Standards Act and avoid wage-and-hour penalties.

How can a telework arrangement be revoked?

Include a clear revocation clause describing notice, conditions for revocation, and any appeal or accommodation process to ensure fair and documented changes.

Can teleworking policies include HIPAA rules?

Yes. If remote work involves PHI, integrate HIPAA safeguards and require a BAA where applicable; document access controls, encryption, and breach notification procedures.

Electronic Signature
Templates
HR
Employee Teleworking Policy

Employee Teleworking Policy

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE TELEWORKING POLICY

Employee Name:    Employee ID:
Department:    Job Title:
Reporting Manager:    Effective Date:

Personal Information

Full Legal Name Home Address Phone Email

Position Information

Job Title Department Reporting Manager Start Date (original) Salary / Pay Rate

Employment History

Previous Employer 1 - Company Name Title and Dates Primary Responsibilities Reason for Leaving Previous Employer 2 - Company Name Title and Dates Primary Responsibilities Reason for Leaving

Education

Highest Degree Institution Graduation Date

References

Reference 1 Reference 2 Reference 3

Policy: Purpose and Scope

This Teleworking Policy sets forth the conditions under which employees may perform work remotely from locations outside company facilities. Approval of teleworking is a privilege and not an employment right. The company retains discretion to grant, modify, suspend, or terminate teleworking arrangements at any time for business needs, performance, security, or other lawful reasons.

Eligibility and Authorization

Employees must be authorized in writing to telework. Authorization is contingent upon job duties, past performance, and a demonstrated ability to work independently. Approval does not alter the at-will nature of employment.

Telework Status (select applicable) Approved Provisional (trial period) Denied

Work Schedule, Availability and Deliverables

Employees remain subject to the same policies regarding hours of work, meal and rest breaks, attendance and availability as when working on-site. The employee agrees to be accessible by phone, email, and other required communications during scheduled work hours and to attend required meetings in person or virtually as directed.

Regular Telework Schedule Core Hours (if applicable)

Equipment, Property and Support

Equipment provided by the company remains company property and must be used in accordance with company policy. The employee must maintain equipment, protect it from damage or theft, and return all items upon request or separation. The company is not responsible for personal property at the telework location.

Equipment Issued (list company-owned items) Employee-provided Equipment or Services

Information Security and Confidentiality

The employee must adhere to all company information security, privacy, and confidentiality policies while teleworking. Classified or sensitive information must not be stored on unsecured personal devices. Employees must report any security incident or suspected breach immediately.

I acknowledge and will comply with company confidentiality and security requirements.

Safety, Health and Work Environment

The employee is responsible for maintaining a safe and ergonomically appropriate work area. The company may require a home-office safety inspection. The employee must report any work-related injury sustained while teleworking in accordance with company reporting procedures.

I consent to a reasonable workplace safety inspection by the company or its designee.

Expense Reimbursement

The company will reimburse approved, reasonable, and documented business expenses incurred while teleworking in accordance with company policy. Routine personal expenses (internet service, utilities) are the responsibility of the employee unless otherwise agreed in writing.

Expense Reimbursement Notes

Performance Management and Monitoring

Teleworking employees are subject to the same performance standards and evaluations as on-site employees. The company may monitor work activity, use of company systems, and communications, consistent with applicable law.

I understand that company systems and activity may be monitored as permitted by law.

Termination or Modification of Telework

The company may modify or terminate telework arrangements at any time. The employee may also request modification or termination. Upon termination, employee must return company property and comply with transition requirements.

Legal and Policy Notices

At-Will Employment: Nothing in this policy creates an employment contract, express or implied. Employment remains at-will, subject to applicable law. Equal Opportunity: The company provides equal employment opportunity and will not discriminate in telework decisions on any protected basis.

Authorization to Contact and Background Checks

By signing below, the employee authorizes the company to contact prior employers and references and to obtain background, criminal, and driving-record checks as required to evaluate telework eligibility and ongoing suitability. The employee affirms that information provided in this form is true to the best of their knowledge.

I authorize contact with prior employers and consent to background checks as described above.

Applicant Certification / Acknowledgment

I certify that all information provided in this document is true and complete. I understand that false statements or omissions may result in denial of telework privileges, disciplinary action, or termination. I agree to comply with all company policies while teleworking.

I certify that the information provided is true and that I accept the terms of this Teleworking Policy. Additional Comments or Conditions (optional)

Employee Name:

Signature:

Date:

What an Employee Teleworking Policy Covers

An Employee Teleworking Policy is a formal workplace document that defines eligibility, expectations, and procedures for remote work arrangements. It sets boundaries for schedules, availability, equipment, security, expense reimbursement, timekeeping, and supervisory oversight. The policy clarifies how performance will be measured, how requests are submitted and reviewed, and the circumstances under which telework may be modified or revoked. Organizations use the policy to reduce ambiguity, support compliance with wage-and-hour rules, protect confidential information, and provide consistent guidelines for managers and remote employees.

Why Adopt a Written Teleworking Policy

A written Employee Teleworking Policy reduces liability, standardizes expectations, and protects data. It helps employers maintain wage-and-hour compliance, clarify equipment responsibilities, and ensure consistent management of remote work while preserving operational continuity and accountability.

Who Uses the Employee Teleworking Policy

Human resources, managers, and employees considering remote work use this policy to document expectations, eligibility, and procedures.

HR teams creating consistent procedures for eligibility, onboarding, and recordkeeping
Managers granting or reviewing telework arrangements and tracking performance remotely
Employees requesting telework, noting equipment needs, schedules, and point-of-contact procedures

The policy supports consistent decisions, reduces disputes, and provides a written record for performance, payroll, and compliance reviews.

Typical Signatories and Their Roles

HR Manager

Responsible for drafting, approving, and maintaining the teleworking policy. Coordinates eligibility determinations, documents agreements, tracks equipment assignments, and ensures compliance with wage-and-hour and privacy requirements while advising managers on consistent application.

Remote Employee

The employee requests telework, agrees to security and timekeeping rules, reports equipment issues, and follows performance and communication expectations. A signed acknowledgement documents consent and allows consistent enforcement of policy terms.

Essential Information to Record

Employee Name: Full legal name

Position/Department: Job title and reporting unit

Telework Address: Street, city, state, ZIP

Work Schedule: Days and hours worked remotely

Equipment Assigned: List of company devices

Security Requirements: VPN, antivirus, and password rules

Risks and Consequences of Poor Documentation

Wage Violations: Overtime exposure

Data Breach: PHI/PII exposure

Equipment Loss: Unrecovered assets

Inconsistent Treatment: Discrimination claims

Contract Breach: Third-party liability

Regulatory Noncompliance: HIPAA or state fines

Common Preparation Mistakes to Avoid

Writing vague eligibility criteria that leave managers to apply rules inconsistently and create disputes when employees believe they meet unstated expectations
Failing to describe security controls or remote access procedures, which increases the risk of accidental data exposure or noncompliance with HIPAA and company privacy rules
Neglecting to specify timekeeping and overtime rules, which can trigger wage-and-hour violations and retroactive payment obligations
Omitting an amendment or revocation process, so changes to business needs or employee status lack a clear, documented path

How to Create and Issue a Teleworking Policy

Follow these practical steps to draft, approve, and implement an Employee Teleworking Policy within your organization.

01

Draft: Document eligibility, hours, equipment, security, and reimbursement terms
02

Review: Have HR, legal, IT, and payroll review the draft
03

Approve: Obtain signoffs from leadership and update employee handbook
04

Communicate: Distribute policy and collect signed acknowledgements

Where to Submit or Store Executed Policies

Designate secure routing and storage points so completed teleworking agreements are accessible for HR, payroll, and compliance reviews.

HR Records: Store signed acknowledgements in personnel files
Payroll: Send copies for time and reimbursement reconciliation
IT Asset Tracking: Log assigned devices and serial numbers
Compliance Archive: Keep audit trail and version history

Key Components to Include in the Policy

A professional Employee Teleworking Policy includes clear sections that address eligibility, schedules, equipment, security, performance, and change management.

Eligibility

Define who may request telework, minimum tenure or performance standards, and job functions eligible for remote work to ensure consistent and defensible decisions.

Work Hours

Specify core hours, timekeeping rules, overtime authorization, and expectations for availability and responsiveness during scheduled work times.

Equipment & Costs

Detail which devices the employer provides, employee responsibilities for maintenance, reimbursement policies for approved expenses, and procedures for returns.

Security & Privacy

List required technical controls, secure networks, data handling rules, and steps for reporting breaches to satisfy internal and regulatory obligations.

Performance & Communication

Describe performance metrics, regular check-ins, reporting requirements, meeting attendance expectations, and protocols for manager-employee communication.

Modification & Termination

Explain how telework arrangements are reviewed, conditions for revocation, notice periods, and appeals or accommodation processes for employees.

Timelines and Review Expectations

Set internal deadlines for request submission, approvals, onboarding, and periodic policy review to maintain currency and compliance.

Request Submission Window:

Employees should submit telework requests at least 14 days before proposed start

Manager Review Period:

Managers should decide within 7 business days of a completed request

Onboarding Completion:

IT and HR complete equipment setup and training within 5 business days

Annual Policy Review:

HR reviews and updates the policy at least once per year

Payroll Cutoffs:

Time entry changes must meet payroll cutoff dates to avoid delays

How to Configure an Online Teleworking Policy Workflow

Use a consistent digital workflow to collect acknowledgements, route approvals, and archive completed telework agreements.

Field	Configuration
Document Template	Locked PDF with fillable fields for names, dates, and terms
Signer Order	Employee → Manager → HR
Authentication Method	Email link with optional SMS or SSO
Notifications	Automated reminders for pending signatures

Teleworking Policy vs Remote Work Agreement

Compare common document types used for remote work to choose the right formality and enforceability level.

Criteria	Teleworking Policy	Remote Work Agreement
Purpose	guideline document	individual contractual agreement
Formality	policy-level	contract-level
Signature Necessity	acknowledgement common	signed agreement typical
Amendments	policy updated centrally	requires signed amendment

Sharing, Signing, and File Format Considerations

Choose platforms and file formats that preserve the document's content, signatures, and audit trail when executed electronically.

Supported Formats: PDF, DOCX, and HTML
Integration Targets: HRIS, payroll, and document storage
Authentication Options: Email link, SMS, or SSO

eSignature Pricing and Feature Comparison

Compare common eSignature vendors and plan starting prices organizations consider when executing Employee Teleworking Policy documents; signNow appears first for column consistency.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies	Varies	Varies	Varies
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

Common Questions About Employee Teleworking Policies

Answers to frequent questions employers and employees raise when creating, signing, and enforcing teleworking arrangements.

Need help? Contact support

Is an electronic signature valid?
Yes. Electronic signatures are legally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, provided the signature shows intent, consent, attribution, and the record can be retained and reproduced.
Do I need a notarized telework agreement?
Not typically. Most teleworking policies do not require notarization; however, certain state-specific or position-specific documents may require notarization or witnesses, so verify local rules before requiring it.
How do we handle equipment ownership?
Specify whether devices are employer- or employee-owned, list assigned items, and include return procedures. Insurance and loss responsibilities should be explicit to avoid disputes.
What about overtime and time tracking?
Define required timekeeping methods and pre-approval for overtime. Accurate records are critical to comply with the Fair Labor Standards Act and avoid wage-and-hour penalties.
How can a telework arrangement be revoked?
Include a clear revocation clause describing notice, conditions for revocation, and any appeal or accommodation process to ensure fair and documented changes.
Can teleworking policies include HIPAA rules?
Yes. If remote work involves PHI, integrate HIPAA safeguards and require a BAA where applicable; document access controls, encryption, and breach notification procedures.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now