Remote & Flexible Workplaces

Remote and flexible workplaces involve offering employees the option to work from locations other than the traditional office, and to have more control over their work schedules. HR professionals play a pivotal role in designing, implementing, and managing remote and flexible work policies that align with the organization’s needs and employees’ preferences. This includes defining remote work guidelines, providing the necessary technology and support, and measuring productivity. These initiatives are essential for attracting and retaining top talent, promoting work-life balance, and increasing overall job satisfaction. HR’s role is to strike a balance between the organization’s goals and employees’ desires for greater autonomy and flexibility, ensuring that remote and flexible workplaces remain productive and aligned with the company’s values.

Work From Home Policy

This is a policy from 2021, reflective upon the COVID-19

Avoid Privacy Pitfalls When Remotely Monitoring Telecommuter Productivity

You can track their productivity but you can’t spy on

Policy for Remote Monitoring of Telecommuters

POLICY In consideration for being allowed to work from home

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Return-to-Office vs. Remote Flexibility

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Family Status Accommodation and School Schedule Conflicts in Canadian Workplaces

School Schedule Conflicts Are Not Always Just Personal Problems School schedules rarely fit neatly [...]

Supporting Working Parents During School Transition Periods Without Losing Operational Control

School Transitions Are Predictable, Even When the Problems Feel Personal Every September, HR teams [...]

Family Status Accommodations Policy

The key to managing the risk is to get out in front of it by implementing a policy establishing [...]

Glenn Commandments: Six Ways to Avoid Attendance Management Program Disability Discrimination Liability

Attendance management programs (AMPs) have proven effective in helping get absenteeism under [...]

Why Your EAP Isn’t Enough and How Canadian HR Can Measure Whether It’s Actually Working

The EAP Shouldn’t Be Where the Conversation Ends In many workplaces, the Employee Assistance [...]

Managing Cross-Border Talent Mobility When Remote Work Has Outgrown the Policy

Cross-Border Work No Longer Looks Like a Traditional Assignment Cross-border talent mobility used [...]

Clocking Out And Cashing In: When An Employee Side Hustle Becomes Your Competition

The Ontario Court of Appeal (“ONCA”) has issued a timely reminder that when it comes to employee [...]

Remote Work Without Borders—But Not Necessarily Without Tax Consequences: OECD Guidance For A Post-Pandemic World

Remote work is now a permanent feature of the global business landscape. Employees can perform [...]

Business Travel to Dangerous Destinations Safety Policy

The key to managing the risk is to get out in front of it by implementing a policy establishing [...]

How to Create a Safety Policy for Business Travel to Dangerous Locations

The Mexico City drug cartel violence is a reminder of employer’s duty to protect employees who [...]

Supporting Caregivers: Leave and Flexible Work Arrangements

Caregiving responsibilities look different to everyone. An employee may be supporting an aging [...]

EI Sickness Benefits And Long-Term Disability In 2026: How To Avoid Gaps, Offsets, And Denials When You Can’t Work

When you stop working for medical reasons, the first question is often practical, not legal: how do [...]

Alberta Extends Long-Term Illness And Injury Leave To 27 Weeks

With the new year comes new considerations for employers, particularly as they relate to the [...]

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Remote & Flexible Workplaces

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