{
  "$schema": "https://clarusclm.com/schemas/policy-rollout/v1.json",
  "template_id": "remote-work",
  "version": {
    "body_text": "REMOTE WORK POLICY\n\n1. ELIGIBILITY\nRemote work eligibility is role-based, not tenure-based. Roles whose responsibilities require in-person presence (lab work, customer-facing field roles, hands-on equipment) are not eligible. All other roles are eligible.\n\n2. WORK SCHEDULE\nFully remote employees commit to four hours of overlap with the team's primary time zone unless an alternate schedule is approved in writing. Hybrid employees follow the in-office cadence agreed with their manager.\n\n3. EQUIPMENT AND STIPEND\nThe company provides a laptop, monitor, keyboard, mouse, and headset. A one-time home-office stipend of $500 covers ergonomic furniture or accessories. Equipment is returned at separation.\n\n4. SECURITY BASELINE\nRemote employees must use the company VPN for non-public systems, enable full-disk encryption on company-issued devices, and report any device loss within 24 hours. Personal devices are not permitted for company data.\n\n5. CROSS-BORDER WORK\nWorking from a country other than the country of hire requires HR approval at least 30 days in advance. Work from a country for more than 30 days in a calendar year may trigger tax nexus and is reviewed individually.\n\n6. EXPENSE REIMBURSEMENT\nHome internet and phone are not reimbursed by default. Employees in California, Illinois, and other states with mandatory reimbursement statutes are reimbursed at the rate published in the expense reimbursement policy.\n\n7. PERFORMANCE\nRemote work is a privilege contingent on meeting performance expectations. Documented performance issues may result in a return to in-office work.",
    "change_summary": "Initial 2026 remote work policy."
  },
  "rollout": {
    "audience": {
      "jurisdiction_codes": [],
      "department_ids": [],
      "employee_group_scope": "all"
    },
    "mandatory": false,
    "acknowledgment_required": true,
    "comprehension_check": {
      "enabled": true,
      "questions": [
        {
          "prompt": "Working from a country other than the country of hire for how many days requires HR approval in advance?",
          "answer_type": "single_choice",
          "options": ["Any duration", "Over 7 days", "Over 14 days", "Any duration requires 30-day notice"],
          "expected_index": 3
        },
        {
          "prompt": "Personal devices are permitted for company data when full-disk encryption is enabled.",
          "answer_type": "single_choice",
          "options": ["True", "False"],
          "expected_index": 1
        }
      ]
    },
    "ai_classification_hints": {
      "summary": "Eligibility criteria, equipment stipend, time-zone overlap expectations, security baseline, and cross-border tax nexus rules for remote and hybrid roles.",
      "regulatory_citations": [
        "CA Labor Code 2802 (necessary expense reimbursement)",
        "IL Wage Payment and Collection Act 9.5 (reimbursement)",
        "OECD model tax convention (permanent establishment)"
      ],
      "key_terms": ["time-zone overlap", "home-office stipend", "VPN requirement", "cross-border nexus", "device return"],
      "manager_briefing": "Confirm role eligibility before approving remote arrangements. Route cross-border requests to HR 30 days early. Document performance issues that justify a return-to-office before initiating that change.",
      "exception_examples": ["medical accommodation", "caregiver responsibility", "extended family bereavement", "approved sabbatical"]
    }
  }
}