Telework Policy
1. OBJECTIVE
Groupe Marcelle is offering its employees the opportunity to work remotely to promote a
better work-life balance and to increase efficiency and flexibility, while contributing to the
achievement of organizational goals.
2. SCOPE
This policy applies to all Groupe Marcelle employees, except for makeup artists (MUAs) and
unionized employees1.
3. DEFINITIONS
3.1. Telework:
Telework is defined as a work arrangement that allows an employee to complete certain
tasks remotely using information and communication technologies (ICT).
3.2. Telework Location:
The telework location is defined as a remote location where an employee is allowed to
complete telework. It must be conducive to the accomplishment of the work, under optimal
conditions.
3.3. Place of Business:
An employee’s place of business or professional address is defined as their normal
workplace.
4. POLICY STATEMENT
4.1. Conditions
Before allowing an employee to telework, their manager must ensure that the following
conditions are met and respected:
4.1.1 Eligibility
The nature of an employee’s role and responsibilities must be conducive to telework.
The work to be completed must not require their physical presence at the place of
business.
In addition, a number of criteria must be used to determine an employee’s eligibility
to complete telework, including but not limited to: work arrangement, necessary
1
Except for “Key Account Managers” and “Territory Development Managers,” conditions agreed to in employment
contracts take precedence over this policy.
1
physical resources, level of autonomy and degree of supervision required, number of
in-person interactions and individual performance.
In the case of a recent hire, an employee must have achieved a satisfactory level of
autonomy to be functional in their role before being eligible for telework.
4.1.2 Performance
The manager must ensure that each employee meets their normal performance level.
4.1.3 Communication
Communication between employees and managers is essential to successful
telework. An employee must advise their manager of any changes to their work
schedule, including, for example, a need to leave their telework location (e.g. for an
appointment).
4.1.4 Presence at the Place of Business
An employee completing telework must be able to come to the place of business
when required, especially to attend meetings and trainings. When in doubt, an
employee must consult their manager to confirm whether or not their in-person
presence is required.
4.1.5 Work Hours
It is expected that each employee will continue to devote their time to Groupe
Marcelle during their normal work hours. In addition, they must be accessible to
others during this time.
An employee may telework on a regular or occasional basis, or for specific projects.
4.1.6 Equipment
Since telework is optional, each employee must ensure that they have the necessary
equipment to properly accomplish their work (e.g. home office, access to high-speed
Internet, phone, etc.).
An employee must use only Groupe Marcelle equipment when completing their
professional activities. In addition, the equipment provided by the business is for
employees only and cannot be used by a person who is not an employee of Groupe
Marcelle.
4.1.7 Health and Safety
Each employee must ensure that their telework location meets current health and
safety standards. It is the employee’s responsibility to ensure that his workspace is
ergonomic.
2
4.2. IT Security
Cyber security rules must be followed at all times, in accordance with Groupe Marcelle's IT
Security Policy.
Here are some important reminders:
• Public WiFi networks should be avoided, as they represent an additional security risk;
• An employee must never leave his devices unattended in public places (e.g. in a vehicle,
in a cafe, etc.).
4.3. Information Security and Confidentiality
Each employee has the responsibility to maintain the confidentiality of company documents
and information and to dispose of it safely as if the employee was at work. He is required to
perform his work with diligence and caution when it involves confidential information (e.g.
leaving confidential emails or documents open for others to see).
4.4. Telework Termination
Telework is a privilege that may be revoked based on trust between the employee and his
manager. The manager may end telework privileges at any time if he determines it is being
used inappropriately.
Telework must not continue if it is detrimental to work quality, customer service or the
business reality for the department or organization.
5. TELEWORKING REQUEST
Approval of telework requests and the number of days allotted are at the discretion of the
employee’s immediate manager based on the admissibility criteria listed in paragraph 4.1.1
and operational needs.
6. ACCESS AND INTERPRETATION
This policy is intended to be accessible to all employees. It can be found in the shared
directory (“S: Drive”) of Human Resources.
Effective Date / Date d’entrée en vigueur
May 1, 2020/1er mai 2020
Review Date / Date de la dernière révision
