GNWT introducing the option of remote work

The Government of the Northwest Territories (GNWT) is announcing a new Remote Work Policy, allowing employees the opportunity to work at a location other than their official worksite.

The Remote Work Policy contains several safety and performance conditions. To be eligible to work remotely, an employee must be in a job that is suitable for remote work. They must have a dedicated and safe workspace like a home office, and they must provide the same or better performance. Remote work is not a replacement for child or elder care, and employees are expected to arrange for child and elder care that does not disrupt their remote work. Remote work is voluntary and subject to approval. A request to work remotely must be approved by the employee’s supervisor and their deputy head.

The Remote Work Policy is designed to support employees working from another location within the Northwest Territories. The policy also protects regional positions. It allows an employee to work remotely from any NWT community for a job based in Yellowknife, but it does not allow a person residing in Yellowknife to fill a regional job. Out-of-Territory Remote Work will only be considered in rare and exceptional circumstances.

Detailed employee information is available on MyHR. This new policy does not alter or replace the terms of the existing employment relationship. Interested employees would still need to comply with all GNWT policies and procedures that would apply if they were working at the regular GNWT worksite. Employees working remotely must still comply with the GNWT’s Employee Vaccination Policy.

The GNWT recognizes the incredible work employees have done throughout the pandemic – both from the office and remotely – and the Remote Work Policy will give some employees the opportunity to continue to work remotely while still being valuable members of their immediate team and the government as a whole.

In the event of a breach in employment conditions, lapses in performance, or potential health and safety risks, the Remote Work Agreement can be ended, and the employee would return to their originally designated workplace.

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“One of the many things we have learned over the course of this pandemic is that a percentage of employees want to choose how and where they perform their duties as GNWT employees. Through the new Remote Work Policy, the GNWT can now embrace that flexibility within the culture of public service and ultimately improve employee engagement, retention, and performance in the process.”

- Caroline Wawzonek, Minister of Finance

Quick facts

A formal Remote Work Agreement is required for Remote Work over 21 business days.
The employee must provide a dedicated office space for use during the Remote Work Agreement and is responsible for maintaining the office space in a clean and safe condition (e.g., free from tripping hazards and mindful of good ergonomic practices).
The employee agrees to take reasonable steps and necessary precautions to secure and protect GNWT property, records, and information, which may include documents, files, etc., from any theft, damage or misuse while working remotely.
Employees are responsible for any service charges for the Remote Work Site including phone line and Internet, as well as the cost of any home utilities, and any renovation costs associated with the Remote Work Site.
The employee must maintain the same or improved level of productivity and work quality while working remotely. If productivity and/or work quality declines, the Remote Work Agreement will be revaluated to determine if changes can be made, or if the Agreement should be terminated.
Remote Work will be considered for employees on a case-by-case basis, and exceptions to the Policy and guidelines may be authorized by the Deputy Head, where operational requirements permit.
Departments may only consider Out-of-Territory Remote Work for employees in rare and exceptional circumstances.

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