Adapting employment contracts to a hybrid working model – Top Tips

This is an excerpt from my chapter in IR Global‘s latest publication ‘Exploring a Hybrid Future’, which you can download here.

The majority of workers in the United States are employed at-will and do not have employment contracts.

In the absence of an individual employment contract, we recommend establishing a written document setting forth the conditions and expectations for hybrid work arrangements. 

This includes the anticipated schedule for office/ remote work, timekeeping practices, reporting structure, confidentiality and privacy expectations, channels of communication and avenues to address job concerns.

It also should address the specifics for the employer’s payment of business expenses associated with hybrid work, including remote Wi-Fi access, printing costs, phone service, any required travel, uniforms as applicable and other recurring costs as required by law. 

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