Remote work
Under certain circumstances, there may be an opportunity for remote work. Remote work is voluntary and is based on the employee’s wish to work remotely. The employee can initiate a dialogue with their manager about this. The manager assesses whether the work allows for remote work and, if so, to what extent. Remote work is often considered more suitable for certain tasks, functions, or employees, and less suitable for others. Therefore, it may vary between employees. If the employee and manager agree, a remote work agreement can be written. The agreement applies until further notice or for a limited period in dialogue with the manager.
Remote work refers to work that the employee regularly performs at home (the employee’s Swedish registered address). As an employee, one has a responsibility to be able to get to the workplace within the response time stated in the guidelines if the employer requires it. Temporarily, remote work may be carried out at another location within Sweden provided that the employee can get to the main workplace within the response time determined by the employer in each individual case.
Rules for remote work
The employee may work up to 40% per week remotely, if the work allows it. This means that last-minute changes may occur for those who work with event-driven tasks. Remote work must be voluntary and based on a written agreement between the employee and KTH. It must also be clear how and when the employee can be reached, for example by external contacts or colleagues. Regardless of the agreed scope, the employer may require the employee to come to the main workplace on a day that would otherwise be dedicated to remote work, without the employee being compensated with another day of remote work.
Work environment
Employees who wish to work remotely must ensure that the workspace is designed and furnished in a way that is appropriate from a work environment perspective. The employee must ensure they have a functioning connection in order to communicate digitally during working hours. KTH does not reimburse any costs that arise in connection with remote work.
The employer provides work tools in the form of a mobile phone and laptop. Other equipment and work aids provided by KTH must be kept at the workplace at KTH.
The employer and employee share responsibility for dialogue regarding the work environment at the remote workplace. The employee must report if work environment problems or risks arise at the remote workplace. The employer must ensure that the employee’s work environment is satisfactory. The employee needs to allow the employer, after contact with the employee, to examine the work environment at the remote workplace.
Operating costs
Costs for the use of, for example, a private phone, internet connection, and electricity are borne by the employee.
Temporary work from home
Temporary work from home refers to work carried out at home on a few occasions per year after written consent (e.g. by email) from the employer. Working from home is voluntary and is based on the employee’s wish to temporarily perform work at home.
Connection to KTH’s wireless network
If you need access to internal resources from home or while traveling, you can read more on the IT department’s website about Citrix KTH-Desktop and about Eduroam, which is a wireless network shared by, among others, universities around the world. Eduroam is also available at some hotels and airports.