Work From Home Policy

WORK FROM HOME POLICY
Master List Ref: Release Date: Last Review Date:
HR-WR-004 December 2018 January 2020
Version: Process Owner: Process Administrator:
7.1 Human Resources Human Resources
This document is the sole property of Firstsource Solutions Ltd., India, “Firstsource”. Any use
or duplication of this document without express permission of Firstsource Solutions Ltd. is
strictly forbidden and illegal.
INDEX
OBJECTIVE…………………………………………………………………………………………………………Page 2
ELIGBILITY…………………………………………………………………………………………………………Page 2
WORK FROM HOME ARRANGEMENTS………………………………………………………………Page 2
PROCEDURE………………………………………………………………………………………………………Page 4
RESPONSIBILITIES OF EMPLOYEE……………………………………………………………………….Page 4
RESPONSIBILITIES OF EMPLOYER……………………………………………………………………….Page 4
FACILITIES & REIMBURSEMENTS………………………………………………………………………..Page 5
SECURITY OF ASSETS & INFORMATION………………………………………………………………Page 6
TERMINATION OF WORK FROM HOME ARRANGEMENT……………………………………Page 6
FAQs………………………………………………………………………………………………………………….Page 7
© Firstsource Solutions Limited l Confidential | January 21, 2020 1

OBJECTIVE
The purpose of the Work from Home Policy (“Policy”) is to outline the principles of
working from home. It aims at providing a structure that will allow eligible employees of
Firstsource Solutions Limited (“Company”) to work from home on infrequent or irregular
basis.
ELIGBILITY
The following employees are entitled to work from home:
• Employees in grade D and above
• Should have completed at least 6 months in the Company and is a confirmed
employee
• The employee is not on a Performance Improvement Plan (“PIP”)
• E1 grade and below: This is only on specific approval from the functional head and the
Human Resource (“HR”) SPOC needs to be kept informed about it.
WORK FROM HOME ARRANGEMENTS

• Work from home arrangements are not automatically available and will only be
considered:
§ If the work does not require direct supervision
§ There is no face-to-face communication required with clients and other staff
§ There is no impact of the arrangement on co-workers
§ The work does not require access to confidential documents that should not be
removed from the Company office
§ The employee has demonstrated that he/ she is self-motivated, self – disciplined,
can work independently, is able to manage distractions and have the ability to
meet deadlines
• It is not an employee’s right to be able to work from home. There may be
circumstances when the Company is unable to accommodate the employee’s request
of working from home

• However, the Company will not refuse a request for working from home without
giving sound business reasons for doing so. Requests for working from home will be
considered and will be approved at the supervisor’s and functional head’s discretion,
taking into account the individual’s circumstances and the needs of the organization.
• Work from home arrangements may contain:
§ Regular days working from home - for example, every Tuesday and Wednesday
§ Flexible arrangements - for example, two days per week approved by the
supervisor
§ Certain employees as approved by their supervisor and functional head may be
given an option to permanently work from home.
§ Working for a few hours from home. For e.g.: An employee may choose to connect
in the first half from office and the latter half from home.
§ Working from a location different from the employee’s base location for a period
of time.
• All work from home arrangements including the schedule of days of working from
home or the required hours of work at home will have to be mutually agreed upon by
the employee and their direct supervisor and shall require approval from the
functional head who has control over the working of the employee
• The employee will be required to come into work once in every 30 days or as agreed
with the supervisors. The employee may be required to attend the work place on a
particular day scheduled as a work from home day to attend meetings or training
programmes or to give and receive information. In such a case the employee will be
required to work at the Company office that day. Such a requirement will be at the
decision of the immediate supervisor who will try and give as much notice as possible
• Meetings with other people in relation to the Company’s business should not take
place at the employee’s home. Current terms and conditions applying to employees
at the Company place apply to employees working from home
• Advance approval from the direct supervisor is required to attend personal
appointments during work hours on work from home days

• Employees having a work from home arrangement will ensure that they have a
suitable environment in which they can focus on work. Employees should ensure that
they can work free from disruption, e.g. by having adequate care arrangements in
place for dependants who may be at home during working hours
• Employees will communicate with the Company and respond to their e-mail messages
as they normally would if present in the Company office.
PROCEDURE
• The employee will need to put a request to the supervisor requesting for the work
from home arrangement
• An employee can only work from home subject to the approval of the supervisor and
the functional head
• Duration for the work from home arrangement for the particular employee is at the
discretion of the supervisor
• HR business partner should be kept informed about this arrangement for the
particular employee
RESPONSIBILITIES OF EMPLOYEE
• Discuss and seek the approval of the direct supervisor for any work from home
arrangement
• Ensure continual contact with the Company office while working from home
• Ensure appropriate connections to the internet are in place at the home work place
• Arrange all day and dependent care requirements so that work from home can be
completed without interruption
• Ensure attendance/ leave details/ shift schedules are updated on Kronos
RESPONSIBILITIES OF EMPLOYER
• Review and authorize all work from home requests as appropriate
• Ensure that such arrangements do not negatively impact on required service levels

• Confirm the details, changes or discontinuation of all ongoing work from home
arrangements with the employee
• Employees should be treated no less favourably than those working within the
Company office. Supervisors must also ensure that the training needs of the employee
are fully considered and that they are offered training opportunities in the same way
as those working in the Company office/ site.
FACILITIES & REIMBURSEMENTS
TELEPHONE/MOBILE PHONE:
The Company will not provide a telephone/ mobile phone to employees if they are
working from home. Employees will be reimbursed their mobile expenses as outlined in
the Mobile Policy.
LAPTOP
The Company may provide the facility of a laptop depending on the role of the employee.
Please note this is subject to approval of the functional head.
BROADBAND
The Company will not purchase a broadband connection for the employee and will not
reimburse the expense towards the broadband purchased by the employee. In case of an
exception to the aforementioned point, the functional head on his/ her discretion may
advise an amount to be added to the salary towards broadband expenses. Please note
that this amount will be withdrawn as and when the employee discontinues working from
home.
OTHER EXPENSES
The Company will not pay for costs such as heating, lighting, electricity, gas, water, rent
or wear and tear at home for employees who have been granted permission to work from
home.

SECURITY OF ASSETS & INFORMATION
Security of assets and information will be as agreed for the employee as it is for Company
office based employment. It is agreed that the employee will take all reasonable precautions
necessary to secure the Company’s materials in accordance with the Company’s Information
Security Policy. This includes ensuring that paper and electronic files are suitably secured so
as to be accessed only by the employee and authorized personnel of the Company.
TERMINATION OF WORK FROM HOME

ARRANGEMENT
An employee’s approval to work at home may be revoked at any time by either the employee
or his/ her supervisor. The arrangement may be terminated:
• In situations where the arrangement is impacting the performance of the employee.
• Where there is a need for the employee’s performance to improve for reasons other
than their work location.
• Where the operational demands of the function can no longer accommodate such
arrangements.
Upon termination of the arrangement, the employee will ensure that all data from their
laptop/ desktop will be deleted in accordance with the Company’s policies and procedures.
FAQs
1. Is the Work from home facility a right of every employee?
It is not an employee right to be able to work from home. There may be circumstances
when the Company is unable to accommodate the employee’s request of working from
home.

2. If I want to propose a change in Policy, what is the process for change?
Please send a request, through your head of department, for any additions/
modifications that you may wish to propose to Head-HR/ C&B Lead stating:
• The proposed change in Policy
• Reason for the change proposed.
The proposed changes will be evaluated and placed before the Management Committee for
their consideration and approval. The Policy will take effect on the day the approved
changes are circulated to all Managers.
REVIEW
This policy shall be reviewed at least annually or when significant changes are proposed to
occur.

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WORK FROM HOME POLICY

Master List Ref: Release Date: Last Review Date:

HR-WR-004 December 2018 January 2020

Version: Process Owner: Process Administrator:

7.1 Human Resources Human Resources

© Firstsource Solutions Limited l Confidential | January 21, 2020 1

WORK FROM HOME ARRANGEMENTS

© Firstsource Solutions Limited l Confidential | January 21, 2020 2

© Firstsource Solutions Limited l Confidential | January 21, 2020 3

© Firstsource Solutions Limited l Confidential | January 21, 2020 4

FACILITIES & REIMBURSEMENTS

© Firstsource Solutions Limited l Confidential | January 21, 2020 5

TERMINATION OF WORK FROM HOME

© Firstsource Solutions Limited l Confidential | January 21, 2020 6

© Firstsource Solutions Limited l Confidential | January 21, 2020 7

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