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Last reviewed: [Date] — Next review due: [Date] — Policy owner: Human Resources

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Purpose

Blevins Holdings supports flexible and remote work arrangements where they are compatible with business needs and role requirements. This policy sets out the eligibility criteria, expectations, and responsibilities that apply to employees working remotely on a regular or occasional basis.

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Scope

This policy applies to all full-time and part-time employees who have an approved remote or hybrid work arrangement. Contractors should refer to their individual agreements for applicable terms.

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Eligibility

Remote work arrangements are granted based on role requirements and manager discretion. To be eligible, an employee must:
  • Have completed their introductory period (typically 90 days from hire)
  • Have demonstrated the ability to perform their role independently and meet performance expectations
  • Have a suitable, safe, and private work environment at their remote location
  • Have reliable high-speed internet access
Roles that require in-person presence (e.g., on-site operations, client-facing work at specific locations) may not be eligible for remote work. Your manager or HR can confirm whether your role qualifies.

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Types of arrangement

ArrangementDescription
Fully remoteEmployee works from a non-office location all or nearly all of the time
HybridEmployee splits time between the office and a remote location per an agreed schedule
Occasional remoteEmployee is primarily office-based but may work remotely on an ad-hoc basis with manager approval
All formal remote and hybrid arrangements require written approval from the employee’s manager and HR. Occasional remote days may be handled with informal manager approval per team norms.

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Requesting a remote work arrangement

To request a formal remote or hybrid work arrangement:
  1. Discuss the request informally with your manager first
  2. Submit a written request to HR that includes:
    • Proposed arrangement (fully remote, hybrid, schedule)
    • Your remote work location and time zone
    • How you plan to meet role requirements and availability expectations
  3. HR and your manager will review the request within 10 business days
  4. If approved, a Remote Work Agreement will be issued and must be signed before the arrangement begins
Remote work arrangements are reviewed annually during the performance cycle. Either Blevins or the employee may request to modify or discontinue the arrangement with reasonable notice.

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Expectations for remote employees

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Availability

  • Be available during your agreed working hours and respond to messages within a reasonable timeframe
  • Attend all required meetings — camera on unless there is a specific reason otherwise
  • Communicate proactively with your manager and team about your schedule, particularly if you are unavailable during expected hours

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Performance

  • Deliver work on time and to the standard expected of your role
  • Remote employees are held to the same performance expectations as in-office employees
  • If you are struggling with productivity or focus in a remote environment, speak with your manager early

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Communication

  • Default to over-communication: share progress, flag blockers early, and stay visible to your team
  • Use agreed team channels (Slack, email, project tools) consistently
  • See the Communication guide for full norms

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Equipment and workspace

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Company-provided equipment

Blevins will provide the equipment necessary to perform your job remotely (laptop, peripherals as needed). Company equipment must be:
  • Used primarily for work purposes
  • Kept physically secure — not left in public places unattended
  • Returned to the company upon request or at the end of employment

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Personal equipment

Using personal devices for work must comply with the Acceptable Use Policy. Personal devices used for company work must have:
  • Up-to-date operating system and security patches
  • Approved endpoint security software (check with IT)
  • Company data stored only in approved systems — not on local personal drives

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Workspace requirements

Your remote workspace must be:
  • Private enough that confidential information (call content, screen, documents) is not visible or audible to others
  • Ergonomically safe — Blevins encourages employees to report any ergonomic issues; home office equipment support may be available (check with HR)
  • Secure — Use a VPN when accessing company systems on any non-company network; do not work from public Wi-Fi without the VPN

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Security requirements

Remote employees must follow all IT security policies, including:
  • Using the company VPN whenever accessing company systems from outside the office
  • Not connecting to public or unsecured Wi-Fi networks without the VPN active
  • Locking their screen when stepping away from their workstation
  • Not allowing household members or others to use company-issued devices
For the full list of security requirements, see the IT Security Policy and Acceptable Use Policy.

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Travel and international remote work

Working from a country other than your country of employment may trigger tax, employment, and immigration obligations for both the employee and Blevins Holdings. Do not work internationally without prior written approval from HR and Legal, regardless of the duration. If you plan to travel and work remotely from abroad — even briefly — notify HR in advance.

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Changes and termination of arrangement

Blevins Holdings may modify or revoke a remote work arrangement if:
  • Business needs change and in-person presence is required
  • Performance issues arise that a manager believes are related to the remote arrangement
  • The employee no longer meets the eligibility requirements
  • The arrangement is not working for the team
In most cases, Blevins will provide reasonable notice of any change. For immediate safety or security reasons, a remote work arrangement may be suspended without notice.
Policy owner: Human Resources