Check out an example Hybrid HR Policy that can adopt as-is or use it as a template to jump-start the creation of your own hybrid work policy.
Hybrid work means different things to different people. It's important to set clear expectations with your organization of what hybrid work means in the context of your business. This will help employees know what is permitted. It will also help provide some level of standardization across the organization as opposed to leaving every detail up to the individual manager.
This document explains Maestro & Co's hybrid work policy that team members are expected to follow. This policy will evolve as the needs of our team and business change. This policy is effective as of May 1, 2021.
Prior to the pandemic Maestro & Co was primarily an office-centric work environment. COVID-19 forced us to shift to remote work to keep our team safe while still running the business. We've learned that remote work isn't just possible; it can also be more productive and beneficial to our employees.
As we get back to a “new normal” we recognize that we shouldn't just go back to the old ways of getting things done. This policy document outlines Maestro & Co's expectations regarding hybrid work and formalizes some of the practices we've adopted during the pandemic.
As a result, Maestro & Co is formally becoming a hybrid-first company where our principles and policies will be aligned with both our business needs and the flexibility our employees need. We're committed to adapting and changing our hybrid policy as needed based on data, feedback, and business needs.
We encourage you to reach out to your manager or HR with any questions, concerns, or feedback. We can't promise that we'll get everything right on day one, but we do promise to remain consistent with our hybrid-first principles.
All office-based employees are eligible for hybrid work. The organization may require employees to come into the office for certain events, training, or meetings. Specific arrangements for an employees' remote work schedule should be coordinated with their manager. If an office-based employee wants to transition to a permanent remote working arrangement they need to request this through their HR manager. Eligibility for permanent remote work will be evaluated on a case-by-case basis.
The office has been re-designed to meet the needs of a hybrid-first environment. The following changes have been made:
Determine if your hybrid work policy will change how you recruit or retain talent. Will you allow fully remote employees? How does it fit into the talent strategy?
Maestro & Co will provide employees with a laptop, mouse, and headset that can be used both in the office and remotely. External monitors and other equipment will not be provided unless required for a documented medical accommodation.
Maestro & Co will install a VPN and company-required software (which may include productivity analytics software). All information collected and stored on any company owned device is company property.
Employees are expected to keep their hardware in a safe and clean environment and follow all information security policies.
We acknowledge that this Hybrid Work Policy may not be viable for all teams in the organization. As a result, we've empowered departments and individual managers to adjust certain policies for their specific teams. The following table outlines which policies are universal across the organization, can be variable by department, or can be set between a manager and direct report.
|Policy||Requirement / Recommendation||Org Wide||By Dept||By Manager|
|Core working hours||Employees should be available for meetings between 10am and 2pm local time Monday through Friday.|
|Frequency of coming into the office||Employees should come into the office 1 day per week at their discretion.|
|Remote work||There is no limit on the number of days employees can work from home. Employees may work remotely (away from their home) up to 4 weeks per year.|
|Flex time||Employees have the option to flex their non-core working hours within a week. Employees should generally not flex hours across weeks.|
|Home office subsidies||Maestro & Co will provide employees a $40 per month stipend.|
|Workplace safety protocols||See details in section above.|
|Hybrid work principles||See details in section above.|
|Vaccine requirements||Maestro & Co is encouraging all employees to get fully vaccinated (including any recommended boosters). Employees that are not vaccinated must submit to weekly testing at their own cost.|
|Mask requirements||Masks are not required for employees that are fully vaccinated. All others must wear masks 100% of the time.|
|Required days in office||The company may require employees to come into the office for certain meetings, events, or training.|
|Communicate intent to come into the office||Teams are encouraged to use Hybrid Hero to coordinate what days they plan to work in the office.|
|Responsiveness||The company expects employees to be available during core working hours. Employees should work with their manager on communication expectations for their role and team.|
There is no company limit on how often an employee may work from home throughout the year. The frequency of working from home should be aligned between the employee and the manager.
Employees are permitted to work remotely for up to 4 weeks per year (does not need to be taken at the same time). Employees that wish to work remotely for longer than this must get approval from their HR manager as it may have tax and/or compensation implications. Compensation is based on the local market that an employee is based.
Employees are responsible for all expenses related to working remotely including office supplies, internet service, printing, and office furniture. Maestro & Co will provide each employee with a $40 monthly stipend to cover home office expenses.
Hybrid Hero does not assume any legal liability that may arise from the use of this policy. This policy template is meant to provide general guidelines and should be used as a reference document only. It may not take into account all relevant local, state or federal laws and is not a legal document. We strongly advise consulting legal counsel or a certified consultant before implementing policies in any organization.
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