Remote Work Policy - Information Security Template
Remote Work Policy - Information Security Template

Remote Work Policy - Information Security Template

To make remote work successful, HR needs to think through risk mitigation policies, especially if it’s new to your organization. One of the biggest issues to consider is information security. It’s important that your remote workers know what to do in case of a security breach or data loss.

Download Remote Work Information Security Policy Template

Why Information Security is Important for a Virtual Workforce

Protecting your company’s data (and the data of your clients) is hard enough when everyone’s working in the same office. It gets more difficult in a distributed, virtual environment. When an employee is offered the opportunity to work remotely, you may want them to sign an initial work from home agreement covering the general expectations of what this means and then a more in-depth remote work policy covering a range of information security policy issues.

What an Information Security Policy Has to Include

There are a range of information security issues that need to be addressed depending on your business and an individual employee’s role. However, many best practices will apply to everyone. It’s important to assess whether it may be worthwhile creating different policies for those who work remotely full time and those who only do so occasionally. Here are some issues to consider:

  1. Where Work Happens
  2. Probably the most important point to clarify in a remote work policy is where an employee is permitted to work. Are they limited to a home office or can they work in any location they choose? Are they required to use an official VPN? If they work primarily at home, what happens if they have an internet outage? And if they are permitted flexibility, does this also apply for all meetings or are there limits to ensure client confidentiality? Employees may be required to seek approval or inform their manager when changing location.

  3. What Devices are Used
  4. Businesses must decide if employees can use their own personal devices and if so whether there will be limits on downloading and storing client information (or sharing credentials). Check out our BYOD policy template. Alternatively, you may want to mandate that employees only use official company devices.

  5. What Software and Technology are Used
  6. You may want to limit the software remote workers can use. Certain tools may be mandatory, such as those for security and debugging. Other tools and technologies may be simply recommended, while others are banned completely.

  7. How Data is Stored
  8. It’s crucial to consider how data is stored. Businesses should require that employees take as much care with data security at home as they do in the office. Confidential information should be backed up securely in the cloud and there should be guidance on whether printing (and storing) documentation is permitted at home.

  9. Reporting Data Breaches
  10. Most importantly of all, employees need to know what to do if things go wrong. In the event of a potential data breach or if any equipment containing company or client data is stolen or lost, employees must know who to contact.

  11. Annual Assessments
  12. To ensure full information security, a lot of rules need to be applied and understandably it can be hard for employees to remember them all (in addition to their day jobs). It may be a good idea to require employees to pass an annual assessment on rules and best practices, so they retain the knowledge they need to keep your company and clients’ information secure.

Get a Customizable Remote Worker Information Security Policy Template

It’s important to get the details right, especially when it comes to information security. To help, Paycor is sharing this sample Information Security Policy for Remote Workers. Once downloaded, you can adapt the language to fit your business.

Access Remote Employee Security Policy Template

More to Discover

What are Supplemental Unemployment Benefits?

What are Supplemental Unemployment Benefits?

Reductions in force are unavoidable in economic downturns, but are traditional severance packages the way to go? They can be a big hit to your company’s cash flow and are subject to payroll taxes. The tax-friendlier option, Supplement Unemployment Benefits plans (SUBS), can spread out costs and deliver the same value for the employee, too. How Do Supplemental Unemployment Benefits Plans Work? SUBs got popular in the ‘50s as a way to help workers in industries with cyclical employment patterns get a more steady income. SUBs were often fought for in collective bargaining agreements. They’re growing in popularity again across industries. Under a SUB plan, in the event of a Reduction in Force (RIF) or temporary unemployment due to training,...

Take Our HR Benchmarking Quizzes

Take Our HR Benchmarking Quizzes

Paycor's research shows that 75% of high-functioning HR teams spend their time on mastering key pillars of HR excellence. Want to know how your team stacks up against others? Take our benchmarking quizzes to find out and get customized action plans based on your results. Recruiting Benchmark Quiz Benefits Benchmark Quiz Labor Costs Benchmark Quiz People Management Benchmark Quiz Compliance Benchmark Quiz

COVID-19 ADA Requirements

COVID-19 ADA Requirements

UPDATE JUNE 22: Updated EEOC guidance states that “requiring antibody testing before allowing employees to re-enter the workplace is not allowed under the ADA”. What is the ADA? The Americans with Disabilities Act (ADA) is a federal law that provides protection to disabled workers. The ADA prohibits employers from discriminating against employees on the basis of a physical or mental disability. This legislation applies to any business with at least 15 employees and prohibits discrimination against those with disabilities in all aspects of employment. How does the Coronavirus pandemic impact ADA compliance? Short answer, we don’t know yet. The Americans with Disabilities Act (ADA): The Basics The ADA broadly prohibits discrimination in...

Webinar: Best Practices for Conducting Internal Investigations of Employee Misconduct

Webinar: Best Practices for Conducting Internal Investigations of Employee Misconduct

Employee misconduct is a top concern for many HR professionals. With more than 75,000 EEOC charges filed in 2018, employment litigation is the most popular type of lawsuit being filed in federal and state courts today. To avoid becoming a statistic you need to know and apply best practices for conducting internal investigations of alleged employee misconduct. Watch this webinar today and mitigate tomorrow’s risk. Speaker: Peter Newman Peter Newman is an experienced lawyer who practices in the areas of Employment Law and Litigation, Traditional Labor Law, Business Litigation, HR Consulting, Corporate Compliance, Risk Management, and Business Ethics. He is also an experienced workplace investigator and a well-received workplace trainer.In...