Policy for Remote Working
November 6, 2025 2025-11-06 4:42Policy for Remote Working
| Approved | Board of Management on 12th January 2019 |
| Notification | Notified by Registrar vide notification No. SRHU/Reg/OO/2019-04 (i) dated 15th January 2019 |
| Reviewed / Revised | Board of Management on 29th March 2022 |
| Notification | Notified by Registrar vide notification No. SRHU/Reg/OO/2022-58 (i) dated 5th April 2022 |
| Next Review | 2025–26 |
- Short Title & Commencement
- This Policy shall be called the “Policy for Remote Working” of Swami Rama Himalayan University.
- This Policy shall be deemed to have come into force from the date of approval of the Board of Management of the University.
- Purpose
- To provide a framework for flexible work arrangements during exigencies (e.g., natural disasters, public health emergencies, or other exceptional circumstances) while ensuring productivity, employee well-being, and organizational continuity.
- The policy aims to:
- Support safe and flexible working conditions.
- Maintain business continuity during emergencies.
- Ensure fair treatment and equal access to remote work opportunities.
- Align with SDG 8: Decent Work and Economic Growth by promoting adaptive work arrangements.
- Scope
- All employees eligible for remote work based on role and responsibilities.
- Temporary arrangements during exigencies (e.g., pandemics, natural disasters, emergencies).
- Goals
- Voluntary Participation: Employees may work remotely during exigencies as authorized by management.
- Role Suitability: Remote work eligibility is determined by job function, operational feasibility, and organizational needs.
- Productivity and Accountability: Employees are expected to maintain productivity, adhere to deadlines, and report work progress while working remotely.
- Equal Access: Remote working arrangements must be equitable and free from discrimination.
- Data Security and Compliance: Employees must adhere to organizational IT security, confidentiality, and compliance policies while working remotely.
- Implementation Measures
- Work Arrangements
- Employees may be allowed to work remotely fully or partially, as decided by management.
- Work hours, availability, and communication channels must be clearly agreed upon with supervisors.
- Technology and Tools
- Employees are responsible for having adequate internet connectivity and necessary equipment (laptop, software, VPN access).
- The organization may provide equipment or technical support where feasible.
- Communication and Reporting
- Regular check-ins via video calls, emails, or project management tools.
- Maintain daily or weekly work progress updates as required.
- Performance and Accountability
- Employees are evaluated based on output, quality of work, and deadlines, not solely on physical presence.
- Supervisors monitor performance and engagement while providing necessary support.
- Health, Safety, and Well-being
- Employees are encouraged to maintain a safe, ergonomic, and distraction-free workspace.
- The organization promotes mental health support and work-life balance.
- Work Arrangements
- Monitoring and Evaluation
- Track work output, attendance, and engagement through digital tools.
- Conduct periodic feedback sessions to identify challenges and improve arrangements.
- Review and update the policy annually or after each exigency period.
- This policy shall be reviewed every three years or earlier if required to accommodate new educational practices, regulatory requirements, or emerging student needs.
- The University reserves the right to interpret, alter, amend, modify, cancel or withdraw any or all provision mentioned herein above in this policy without any notice.
- In case of any dispute, the decision of the Vice Chancellor of the University shall be final and binding.
