Your guide to working
at Twincrest.

For purposes of this Handbook, “Work-from-Home” (WFH) means performing assigned duties from a residence or other approved off-site location, in lieu of reporting to a Twincrest office, on a scheduled or ad-hoc basis. WFH is a privilege, not a right, and may be revoked by the Company at any time, with or without cause, upon reasonable notice.

Employees must perform WFH duties from the primary residence on file with People Operations, or from an alternative location previously disclosed and approved in writing by the employee’s manager. Working from a location outside the employee’s state or country of employment for more than ten (10) consecutive business days requires prior approval from People Operations and Tax due to payroll, tax, and immigration implications.

Twincrest provides each remote-eligible employee with: (a) a company-issued laptop; (b) one external monitor (up to 27"); (c) keyboard, mouse, and headset; and (d) an annual home-office refresh stipend of $750 USD (or local equivalent) for desk, chair, lighting, or accessories. Receipts must be submitted via Navan within 60 days. The Company retains title to all issued equipment, which must be returned within ten (10) business days of separation.

While working remotely, employees are expected to: (i) be online and responsive during core hours (10:00 AM – 3:00 PM local); (ii) maintain an accurate Slack status; (iii) join video meetings on-camera unless an exception applies; and (iv) acknowledge urgent (P0/P1) pages within thirty (30) minutes during business hours and within sixty (60) minutes outside business hours when on-call.

All WFH activity must comply with the Information Security Policy (Appendix C). Employees shall: (i) connect via the Twincrest VPN when handling Confidential or Restricted data; (ii) keep devices encrypted and locked when unattended; (iii) prevent the viewing of Company information by household members or visitors; (iv) not print Confidential or Restricted material at home except where expressly approved; and (v) report any suspected security incident to security@twincrest.com within four (4) hours of discovery.

Non-exempt (hourly) employees working from home must record all hours worked, including meal periods, in Workday by 5:00 PM Friday each week. Overtime must be pre-approved in writing by the employee’s manager. Working unauthorized overtime is grounds for discipline; however, the Company will pay for all hours actually worked.

Injuries sustained while performing work-related duties from an approved WFH location during scheduled work hours may be covered by Workers’ Compensation. Employees must report any such injury to their manager and to hr@twincrest.com within twenty-four (24) hours. Personal activities are not covered.

WFH is not a substitute for dependent care. Employees with primary caregiving responsibilities during work hours must arrange appropriate care. Occasional, short-term overlap (e.g., a sick child, a school closure) is permitted with manager notice. Twincrest provides up to ten (10) back-up care days per year through Bright Horizons.

Performance expectations for WFH employees are identical to those of on-site employees. Sustained failure to meet availability, responsiveness, or output standards may result in revocation of WFH privileges, reassignment, or other corrective action up to and including termination.

Mileage, parking, and commute costs between an employee’s residence and their assigned Twincrest office are not reimbursable. Travel to a different Twincrest office or client site follows the Business Travel Policy (§ 7).