Work From Home Policy

1. Purpose and Application

Strictly Savvy recognises that there may be circumstances where it would be beneficial or convenient for an employee to work from home. Strictly Savvy may therefore, at its sole discretion, and on a case-by-case basis, allow employees to work from home (temporarily or otherwise).

Working from home arrangements are discretionary and do not constitute a contractual entitlement or create an expectation of permanency, unless such arrangement has been expressly contractually agreed between Strictly Savvy and the particular employee. Strictly Savvy sets the following conditions:

• Strictly Savvy may, at its sole discretion, determine whether or not an employee’s duties are suitable to be conducted temporarily from the employee’s home (or some other location away from Strictly Savvy’s premises);

• Strictly Savvy reserves the right to vary, modify or end any working from home arrangement at any time for any reason (in consultation with the employee);

• Employees working from home are required to comply with all of Strictly Savvy’s policies and instructions, including but not limited to its health and safety policies, procedures and instructions; and

• Strictly Savvy may take disciplinary action, up to and including termination of employment for breaches of this policy and/or obligations related to this policy.

Strictly Savvy and its employees recognise their respective obligations under the Employment Relations Act 2000 (and any other relevant provisions in Strictly Savvy’s policies and/or employment agreements) in respect of working from home requests and arrangements.

2. Responsibilities

It is the responsibility of Strictly Savvy/relevant manager to ensure that:

• Due consideration is given and timely responses to requests for working from home are provided;

• Where a request for flexible working arrangements (including working from home requests) pursuant to Part 6AA of the Employment Relations Act 2000 is received, the request is fairly considered and responded to in accordance with the relevant obligations under Part 6AA of the Employment Relations Act 2000;

• Where a request for short-term flexible working arrangements by a person affected by family violence (including working from home requests) pursuant to Part 6AB of the Employment Relations Act 2000 is received, the request is fairly considered and responded to in accordance with the relevant obligations under Part 6AB of the Employment Relations Act 2000 (Strictly Savvy’s family violence leave policy, if any, applies in this respect);

• Employees who are approved to work from home are not disadvantaged and not unjustifiably offered adverse terms and conditions than those Employees based in Strictly Savvy’s office premises; and

• Appropriate steps are taken to ensure that employees who are approved to work from home are not working excess hours on a regular basis.

It is the responsibility of the employees to ensure that:

• Where a request for working from home is made pursuant to Part 6AA of the Employment Relations Act 2000, such request satisfies the requirements set out in that Act;

• Where a request for working from home is made pursuant to Part 6AB of the Employment Relations Act 2000, such request satisfies the requirements set out in that Act (Strictly Savvy’s family violence leave policy, if any, applies in this respect);

• They accurately record their actual hours of work and that they do not work excessive hours outside their contractually agreed and nominated hours of work on a regular basis;

• They must be available to be contacted during the agreed/nominated hours of work;

• They take appropriate rest and meal breaks in accordance with the Employment Relations Act 2000 and any corresponding agreement between the employee and Strictly Savvy;

• They perform their duties and obligations to the best of their abilities and do not mislead Strictly Savvy in any way while working from home.

3. Terms and Conditions

Employees who work from home are managed by Strictly Savvy in the same way and are subject to the same terms, conditions and policies of employment, unless the particular arrangements/circumstances warrant and or/justify different treatment.

Due to the remote nature of working from home arrangements, and Strictly Savvy’s reduced ability to control the employee’s home working environment, additional arrangements must be finalised before the employee can commence working from home, and specific terms, conditions and obligations also apply, as set out in this policy.

4. Health and Safety

Employees must ensure that they comply with and abide by their obligations under the Health and Safety at Work Act 2015, its subsequent amendments and any substituting legislation.

Employee will ensure that they comply with and abide by their obligations under all policies, procedures, directions and instructions from Strictly Savvy regarding health and safety and will take all reasonably practicable steps to ensure that in the performance of their duties, they do not undermine their own health and safety or the health and safety of any other person.

In particular, in order to meet their responsibilities under the Health and Safety at Work Act 2015, employees who work from home are required to ensure that:

• They have or make available a suitable work space to enable and ensure the effective and safe performance of their duties, and their work activities are kept separate from domestic/family activities;

• They take all reasonably practicable steps to ensure their safety while working from home. This includes identifying, managing, eliminating, isolating and/or minimising potential hazards, as well as immediately reporting such actual/potential hazards to Strictly Savvy;

• All work equipment is properly installed and used in accordance with the manufacturer’s and/or Strictly Savvy’s instructions (for example, ensuring that electrical sockets/plugs are not overloaded, and that wires and cables are tidy and controlled);

• They take all reasonable steps to keep Strictly Savvy’s technology and equipment safe and in working order;

• The seating and lighting available to them is appropriate and sufficient for the safe and effective performance of their duties, and any potential health and safety risks in this respect are immediately notified to Strictly Savvy;

• Any work-related hazards or materials are stored securely and are not accessible to family members or others who might be in, or have access to, the home-based workplace;

• They manage their working time effectively, including taking appropriate rest and meal breaks;

• They are aware of the risks associated with working alone and take steps to manage them, including bringing any concerns to the immediate attention of Strictly Savvy;

• Any sickness or injury or work-related health issues are immediately reported to Strictly Savvy, as if the employee was working in Strictly Savvy’s office;

• They have reasonable access to an appropriate first aid kit; and

• They immediately communicate any concerns or problems in relation to the above, or in relation to working from home in general, with their manager and/or another representative of Strictly Savvy.

5. Work Location (Home Office Equipment, Utilities and Travel)

Strictly Savvy and the employee will agree what (specifically what areas of the employee’s home, for example home office, spare room, kitchen, bathroom) will be considered to constitute the workplace for the purposes of the performance of the employee’s work duties, and also for the purposes of ACC and occupational health and safety considerations. Areas not covered by that agreement will be deemed not a workplace for the purposes of any ACC claim and/or occupational health and safety considerations, unless the particular context requires otherwise.

Unless expressly agreed otherwise, Strictly Savvy will not be responsible for meeting or contributing to any costs associated with the setting up, maintenance and operation of the home-office (for example, furniture and utilities), except for the provision of necessary equipment (e.g. IT) to enable the employee to perform their duties. If Strictly Savvy provides any such equipment, the employee must take all reasonable steps to keep the provided equipment safe and in working order.

The employee may be required to travel to and from Strictly Savvy’s new head office at 12 Vista Cres from time to time (for example, to attend meetings, etc.). Such travel time does generally not amount to work time and the employee will meet all costs associated with such travel/commuting requirements, unless expressly agreed or the context requires otherwise.

The employee must immediately notify Strictly Savvy of any changes to their home/home- office address and contact details.

6. Hours of Work

The employee and Strictly Savvy/the employee’s manager will agree to the hours that the employee can/will work from home, and will document this.

Any work from home hours should not exceed the employee’s usual and agreed hours of work on a regular basis.

You must track your actual hours of work (including time worked outside of and/or in addition to standard office hours and/or agreed hours) in real time in Strictly Savvy’s time- tracking tool.

7. Security Considerations

All Strictly Savvy policies and instructions regarding the protection of confidential business information continue to apply in the context of any working from home arrangement. Business/work-related information and data is to be kept secure by restricting access to work-related files on computers by ensuring the laptop password is kept confidential.

The employee will safeguard all passwords by logging out of LastPass when the Employee finishes work for the day or goes away from the Employee’s workspace.

The Employee will safeguard all business/work-related information by not allowing any children, other members of the household and/or visitors to use the company laptop or any other company equipment.

The employee will safeguard all business/work-related information and documentation from access by other members of the household and/or visitors.

8. Risk Management

For insurance purposes, both Strictly Savvy and the employee must be able to distinguish between work and personal time in the home. To reduce Strictly Savvy's potential liability for ACC claims, Strictly Savvy along with the employee are to set standard parameters for hours to be worked at home, this may include the employee recording their breaks, among other work related things.

To prevent liability on the part of Strictly Savvy and maintain appropriate professionalism, employees are not permitted to have clients or other business guests meet at their home. Such meetings should be scheduled in the client's office or Strictly Savvy’s head office, unless agreed otherwise on a case-by-case basis.

The employee with a standard schedule of working at home should maintain appropriate levels of homeowners or renters insurance coverage to protect individual and Company assets.

The employee must ensure that they do not have other commitments outside of Strictly Savvy’s business at the time they are working from home (for example, it is not appropriate to combine home-based work with caring for dependants during work hours unless agreed otherwise).

9. Policy Amendments

Strictly Savvy is entitled to amend and vary its policies from time to time at Strictly Savvy’s sole discretion and all employees are required to observe such policies.