Hybrid Working Clause Samples
The Hybrid Working clause establishes the terms under which employees can split their work time between remote locations and the employer’s premises. It typically outlines expectations regarding attendance in the office, communication protocols, and the provision or use of equipment for remote work. This clause ensures both employer and employee have a clear understanding of their responsibilities and helps facilitate flexible work arrangements while maintaining productivity and accountability.
Hybrid Working. You may use Your designated office for hybrid working (excluding Coworking desks). Hybrid working is defined as having more individuals registered with access to Your office than the specified maximum allowable occupants for that office at any one time. The management of individuals accessing your office is Your responsibility and should be managed through Your online account. At no time may the number of individuals working in Your accommodation exceed the maximum number of occupants allowed. A hybrid supplemental monthly fee will be payable by You for each individual registered above the maximum occupants allowed. This fee can be found in the House Rules.
Hybrid Working. The parties to the CAO have established the following frameworks: - For employees, hybrid working is an option, not a right. - With permission from their manager, employees work at the location(s) where they are most effective (and satisfied). - Individual (working) agreements are made between manager and employee, partly with application of the frameworks for working from home as applicable at WUR. - The manager will include possibilities for facilitating hybrid working, such as hybrid meeting facilities. - On the basis of health and safety regulations, if work is carried out at home, the employer bears responsibility (and has monitoring powers) with respect to the home workstation. - The employer may choose to provide the home office equipment or to reimburse the costs thereof, for example, on the basis of an expense claim form. - Reimbursement is only possible if the employer can test whether the home office meets the health and safety requirements. - As for employees who do not live in the Netherlands, a customised arrangement is made locally, taking into account the tax and social security situation. - Employees, excluding on-call workers are entitled to a home working allowance. The amounts are: - € 2 per home working day (fixed appointment or on a claim basis); - € 4 per week for two home working days; - € 25 per month internet allowance; - allowance for commuting in accordance with the WUR Travel Expenses Implementation Regulations (on these days, there is no entitlement to the € 2 allowance for homeworking days).
Hybrid Working. The Manager has adopted a hybrid working policy. Your normal place of work will be AND/OR your home address OR agreed remote working location from time to time, currently [insert address]. These arrangements are subject to the Hybrid Working Policy which maybe updated from time to time.
Hybrid Working. Hybrid working refers to a blend of in-person and online working at the office, at home or at other locations. It means you are largely free to decide where and when you work, unless the work you perform is location-specific. You agree clear arrangements regarding this with your line manager and your team. In agreeing these arrangements, due consideration is given to the bank's interests, the team's interests and the requirements relating to the type of work involved. In addition, you must in principle be physically in the Netherlands when you perform your work. If you wish to perform some of your work outside the Netherlands, the bank's Global Mobility Centre will decide what possibilities exist for this.
Hybrid Working. We provide a Hybrid Work policy where you have the flexibility to work 3 days from office and 2 days from home in a week.