Home working charter for medical communications

Work never stops and after the findings of our ground breaking survey in the EMWA magazine (Challenges of working from home during the COVID-19 pandemic: A survey to inform working practices) during the first lockdown we have been seeking a solution to working practices in 'the new normal'. We could be seeing the greatest change in working practices since the Industrial Revolution [1}. How should we handle the change? Here is a suggested charter that we'd love to hear your thoughts on. The charter came about after Steven Walker (St. Giles Medical), Catherine Lee (Bedrock Health), and I talked about the poll results. Both of us have managed medical communications staff and writers before.

Now we want more people in the industry to get involved. Did we forget anything? Is it too much to ask? Is there something you think companies will do? This voluntary partnership agreement is for workers who work from home at least three days a week, as well as their bosses and line managers. It aims to give a basic structure to improve daily homework.

The line manager/employer will by mutual agreement:

• Provide suitable equipment to fulfil the role. This may include hardware, chair, regular supply of consumables, contributing to a reliable broadband connection, and equipment insurance.
• Arrange/conduct yearly PAT testing on all electrical equipment supplied.
• Encourage regular communication regarding company matters and participation with company and client meetings during reasonable working hours.
• Offer support for work and personal matters.
• Offer constructive feedback and be prepared to receive honest comments in return.
• Treat all team members with equally respect in the absence of favouritism, bias, ageism, and sexism.
• Encourage regular breaks and selfcare.
• Provide and encourage training to meet agreed educational needs.
• Without intrusion, seek to identify personal and/or health issues and address these early in confidence and without fear of the individual being disadvantaged. This may involve a ‘buddy’, mentor, senior colleague or external support.

The employee will by mutual agreement:

• Provide a safe and appropriate working environment and enable the employer to confirm suitability e.g., onsite visit or video recording.
• Take good care of equipment supplied by the line manager/employer.
• Work their contracted hours during agreed time intervals.
• Be available for company and client online meetings/calls during agreed working hours.
• Provide line managers and employers with reasonable reassurance as to project delivery and hours worked.
• Support their company and clients through loyalty the delivery of good work to the best of their ability.

References

1. Hardman et al. Challenges of working from home during the COVID-19 pandemic: A survey to inform working practices. Medical Writing 2021; Volume 30, Issue 1