For managers

Checklist for managers (location-independent work)

If a staff member comes to you and requests that he or she is allowed to work in other locations, go through the aspects listed below one by one:

  1. If a staff member comes to you and requests that he or she is allowed to work in other locations, go through the aspects listed below one by one:
  2. Have the staff member fill in the healthy telework workstation checklist. If the workstation does not meet the conditions, then the staff member is not given permission. Together with the staff member, look at the options for making the workstation meet the conditions.
  3. Do you think that the work (or a part of the work) is suitable for location-independent working? The principle is that a staff member spends a maximum of one third of work time teleworking, provided that the work and consultations at which the staff member needs to be present allow this.
  4. Is this staff member suitable for teleworking? The required competences include an independent and results-oriented attitude, the ability to communicate effectively, the ability to plan and organize, the ability to set limitations for oneself.
  5. Are the facilities provided by the UT suitable for the work being carried out as telework?
  6. Agree with the staff member which consultations that staff member needs to be present at.
  7. Will teleworking influence work processes? Are any modifications required?
  8. Teleworkers may be exposed to health risks as a consequence of not using their workstation correctly, not setting enough limitations, resulting in workdays that are too long, a vague distinction between work and home life and an inadequate amount of rest. Make clear agreements about this and regularly check if things are going well during work consultations, for example.
  9. Record the agreements made.
  10. Give the employee the information about healthy teleworking; see Healthy (home)workstation.