DAVID GROUP Hybrid Working Culture Policy
1. Introduction
DAVID GROUP is committed to fostering a hybrid working environment that balances flexibility with productivity. This policy outlines the principles and practices for our hybrid work culture, ensuring clarity and consistency across the organization.
2. Purpose
The purpose of this policy is to:
- Define the hybrid work model.
- Establish guidelines for remote and in-office work.
- Ensure alignment with organizational goals and employee well-being.
- Promote a collaborative and inclusive work environment.
3. Hybrid Work Model
The hybrid work model at DAVID GROUP combines remote work and in-office work, allowing employees to work from home or other locations part-time while maintaining regular office presence.
4. Eligibility
All employees are eligible for the hybrid work model, subject to:
- Job role requirements.
- Departmental needs.
- Performance and productivity considerations.
5. Work Schedule
a. Standard Hybrid Schedule:
- In-Office Days: Employees are required to be in the office 3 days per week/month, as determined by their team or department.
- Remote Work Days: Employees can work remotely 2 days per week/month, as agreed upon with their manager.
b. Flexibility:
- Managers and employees can adjust schedules to accommodate personal needs, subject to approval and team requirements.
- Any changes to the standard schedule should be communicated and approved in advance.
6. Communication and Collaboration
a. Tools and Platforms:
- Employees must use DAVID GROUP-approved communication tools (e.g., Slack, Microsoft Teams) to stay connected.
- Regular check-ins and team meetings should be conducted via video conferencing when remote.
b. Availability:
- Employees must be reachable during core working hours (WIB/WITA/WIT working hours), regardless of their location.
- Immediate response to urgent matters is expected, whether working remotely or in the office.
c. Inclusivity:
- Meetings should be scheduled considering both in-office and remote participants.
- Efforts should be made to ensure equal participation and engagement from all team members.
7. Performance and Accountability
a. Deliverables:
- Employees are assessed based on their performance, deliverables, and outcomes, not on the location of their work.
- Clear goals and objectives should be set and reviewed regularly with managers.
b. Productivity:
- Employees are expected to maintain productivity and meet deadlines as agreed upon.
- Managers will provide support and resources to facilitate effective remote work.
8. Health and Safety
a. Remote Work Environment:
- Employees are responsible for maintaining a safe and ergonomically sound work environment at home.
- DAVID GROUP may provide resources or guidance on creating a suitable home office setup.
b. Office Safety:
- Employees must adhere to health and safety protocols when in the office, including [any specific measures related to health and safety].
9. Support and Resources
a. IT Support:
- Remote employees will have access to IT support for any technical issues.
- DAVID GROUP will provide necessary hardware and software for remote work.
b. Employee Well-being:
- Access to mental health resources and employee assistance programs will be available.
- Regular surveys and feedback mechanisms will be used to gauge employee satisfaction and address any concerns.
10. Policy Review and Amendments
a. Review:
- This policy will be reviewed annually to ensure its effectiveness and relevance.
- Feedback from employees and managers will be considered during the review process.
b. Amendments:
- DAVID GROUP reserves the right to amend this policy as needed to address changes in organizational needs or external factors.
11. Compliance
All employees are required to adhere to this policy. Non-compliance may result in disciplinary action, up to and including termination, depending on the nature and severity of the violation.
12. Contact
For questions or clarifications regarding this policy, employees should contact [HR Department/Designated Contact Person].
Date of Implementation: May 5, 2021
Approved by: Pardomuan Sihaloho - The Board of Commissioners (BoC)
