Repost of WFH clarification email: AERO PEOPLE MANAGERS: REMOTE WORKING DATA COLLECTION – PLEASE COMPLETE BY OCTOBER 14
Dear Manager:
Please see the link below to provide requested data by Friday, October 14.
This data collection is a follow-up to Friday’s communication to all Aerospace employees regarding the Remote Working Policy.
To help managers and employees understand the requirements and expectations of the policy, I wanted to clarify a few specifics and provide additional guidance and information. The intent of the policy is to address remote working situations where employees work regularly or consistently from home or another non-Honeywell location as a standard practice during their business hours as defined by their local time zone.
The policy does not apply for partial out-of-office situations. Examples of these situations may include working remotely in the afternoon following an early afternoon appointment outside of the office, or leaving the office early to work remotely due to personal or family illness or emergencies. For these situations employees should seek permission from their managers. In addition, this policy does not prevent employees from participating in early morning or evening meetings with global teams from a location outside of a Honeywell.
The information you provide will help us to best gauge individual employee circumstances and arrangements and, if necessary, address any changes and exceptions to align with this policy. Employee categories who support Sales, Field Service, Field Quality Engineering, Supplier Quality Engineering and employees who work from customer or supplier locations have been pre-defined as exceptions to the policy.
Once the data is collected, Human Resources (HR) will compile the information and work with managers to discuss individual employee circumstances not pre-defined per above to find a solution that meets the policy, or pursue an exception that will be submitted to Aerospace and Corporate leadership for approval. As always, results from this data collection and the Remote Working Policy will be implemented in full compliance of local laws.
Finally, occasional, “one-off” requests to work an entire day remotely should be submitted by the employee to their manager and HR leader together for approval.
I realize there are some unanswered questions left to address. At this point, collecting the data regarding employees who are currently working remote is the first step in the process. I appreciate your support in helping us gather the information.
Thanks.
Steve Kelly
Vice President
Aerospace Human Resources & Communications