[people] Covid-19 policy
It's important that you are healthy and happy, at Remote, your health and the health of your loved ones come before work. For this reason, you have unlimited paid time off at Remote. You are entitled to this even during your probation period. In practice, this means you don’t have to ask for permission when planning a vacation. However, you should over-communicate and inform your manager and peers to make sure that you and your team's responsibilities are covered.
We have a flexible working environment and want our team members to lean into our Ownership Value to take sufficient time off. There are crucial roles at Remote that could impact the business negatively if everyone is out of the office at the same time. We expect teams to plan along with their Manager, especially during holiday seasons. Over-communication and planning are always most ideal when scheduling your time off.
Remote is a people-first company and will go above and beyond the statutory or compliance minimums in each country. You can use your paid time off for anything you like, including resting, taking a break from work, taking care of yourself, taking a vacation, taking time off for your wedding, birthday, volunteering in your local community, etc. PTO is when you will be away from your desk for 4 or more hours. You do not need to use your paid time off to do things such as household chores, personal errands, going to a doctor's appointment, going to the gym, taking a nap, or helping a loved one. What's important is planning and communication with your team and manager. If you have an urgent or high-priority task that you can't get done, let your team or manager know so that you can coordinate how that task will get done.
In many countries, there are minimum statutory requirements for paid time off. To remain compliant, and also to ensure that you are taking sufficient time off work for you, everyone at Remote should and is expected to take, at a minimum, 20 paid time off days per year. If you manage people, make sure to check on this as well.
Because we have an unlimited time off policy, we do not pay out unused time off at the time a Remoter leaves Remote unless local jurisdiction requires us to do so.
While we have a flexible, async work policy we also understand there are moments where you are not able to work. With this in mind, kindly review the applicable leaves at Remote. If your local jurisdiction offers more, you are entitled to that. And if your local jurisdiction offers less, then you are entitled to our leave policy.
PTO is separate from our Extended Leave policies and if time off is taken within a month of your Extended Leave dates, please ensure there are 2 working weeks in between the time off and your leave dates or discuss with your manager prior to booking the time off.
Any questions or concerns, please reach out to your People Partner Team.
Should you need to take more than 7 consecutive work days off for sick leave, Remote may request that you upload a doctor’s note to your Remote time off submission. At a maximum, we would approve up to 2 months of paid sick leave, with valid doctor’s documentation. If your sick leave requires longer time off work, please speak with your manager and the People Partner Team. Applicable local jurisdiction legislation will apply.