TEMPORARY REMOTE WORK (TRAVEL & ENVIRONMENT CHANGE)
Purpose and Limitations
This provision is designed for employees who need to work remotely due to temporary personal travel, family emergencies, or a short-term relocation where the standard WFH schedule is inapplicable.
Not a Right: This is a privilege, not a right. Approval is granted strictly at Management’s discretion based on the employee's past performance and current project deadlines.
No "Status Change": This arrangement is strictly time-bound and does not convert the employee into a "Fully Remote" or "Hybrid" status.
Request and Approval Process
Employees seeking temporary remote work under this provision must:
Submit a Written Request
- The request must be submitted in advance (except in emergencies) to the Immediate Supervisor and Admin/HR.
- The request must clearly state:
Reason for travel or change of environment
Location (town/city and province)
Duration of the remote arrangement
Confirmation of reliable internet and power availability
Formal Approval: Only a written approval from the Immediate Supervisor and the President/Corporate Services Manager is valid. Verbal "okay" from a colleague is considered an Unauthorized Absence.
Duration
Temporary remote work approvals are time-bound and shall automatically expire on the approved end date. Extensions require a new written request and approval.
Right of Recall; Non-Precedent; and Policy Limitations
Notice of Recall: The Company reserves the right to terminate the temporary remote arrangement at any time due to business needs, performance issues, or technical failures.
Return Timeline: Upon receiving a formal recall notice via email or official messaging channels, the employee must report to the physical office within forty-eight (48) to seventy-two (72) hours (or the agreed-upon timeframe in the specific request approval).
Travel Costs: All expenses incurred to comply with a recall order (e.g., plane tickets, fuel, or re-booking fees) shall be the sole responsibility of the employee, as the remote arrangement was granted for the employee's convenience.
No Future Entitlement: Approval for one employee or one instance does not entitle others to the same arrangement. Each request is evaluated on its own merits.
No Category Override: Does not override, modify, or extend the existing WFH category limits or schedules assigned to the employee for regular operations. Once the temporary period ends, the employee must immediately revert to their original office/hybrid schedule.
Performance Baseline: Management reserves the right to deny requests based on the employee's current performance standing, regardless of whether similar requests were approved in the past.