However, there are conditions that employees must meet in order to enjoy the flexibility
The government of the Northwest Territories (GNWT) is introducing a new Remote Work Policy for employees - but it comes with a couple of conditions to those who want to avail it. GNWT Finance Minister Caroline Wawzonek said in a statement that the policy came about after discussions with staff.
"Through the new Remote Work Policy, the GNWT can now embrace that flexibility within the culture of public service and ultimately improve employee engagement, retention, and performance in the process," Wawzonek added.
However, the introduction of the new policy comes with "safety and performance conditions," according to the government's media release. In order to take advantage of the plan, employees must have a dedicated workspace, such as a home office which should be free from tripping hazards and is mindful of good ergonomic practices. Employees should also ensure that their home workspace is clean and safe, and they must be able to provide the same or better performance than on-site.
"If productivity and/or work quality declines, the Remote Work Agreement will be revaluated to determine if changes can be made, or if the Agreement should be terminated," said the government.
Read more: Remote work: Will it really kill productivity?
Employees will also be responsible in protecting GNWT property, records, and information from theft, damage, or misuse while they are working remotely. They will also be shouldering service charges while working from home, including phone line and Internet fees, cost of home utilities, and renovation costs related to their remote workspace. Staff approved for remote work will still need to comply to the same GNWT policies and procedures applicable in the GNWT's worksite, including the government's Employee Vaccination Policy.
Remote work will be considered on a case-by-case basis and will need the approval of the employee's supervisor and their deputy head. A formal Remote Work Agreement will also be required for the setup for over 21 business days. According to the announcement, remote work is not a "replacement for child or elder care, and employees are expected to arrange for child and elder care that does not disrupt their remote work."
The government said the policy was made to support employees working from other locations within the Northwest Territories.
"It allows an employee to work remotely from any NWT community for a job based in Yellowknife, but it does not allow a person residing in Yellowknife to fill a regional job. Out-of-Territory Remote Work will only be considered in rare and exceptional circumstances," it said.
Breach in employment conditions, lapses in performance, and potential safety risks could see the revocation of the Remote Work Agreement.
With the introduction of remote working in GNWT, employers need to up their game when it comes to hybrid management. Brian Freese, Sr., HRBP at DocuSign, commented in a webinar hosted by HRD that companies who go out of their way to engage with their remote workers will gain in the long-run.
"Employers who're going above and beyond in building personal relationships with their people, putting employees first, are the ones which will reap the rewards," Freese added.
Joel Rethore, group head of rewards, performance & people analytics at Healius, said in a panel discussion with HRD that it’s important for leaders maintain human connection despite working virtually.
"We want people to feel that they are part of a bigger whole — because that's the way we perform better," Rethore said. “The way [things are] are now, [leaders] talk to people in a way they would like to be listened to. So, there is much more awareness that there are people on the receiving end of the channel.
“And unless you make that conscious effort to talk like you will be understood, it’s very easy to lose people’s interest.”
