A-Z Policy Directory

Remote Working (CEO Staff)



Document Owner People and Culture
Approval Date 25 October 2022
Release Date 1 November 2022
Compliance Date 25 October 2022
Review Date 1 October 2023
Updated -
Version History


introduction and context


Policy in Catholic Education Diocese of Wollongong (CEDoW) is developed to support the implementation of consistent and comprehensive practices to guide quality Catholic learning and teaching in systemic schools in the Diocese of Wollongong.

Policy is developed within the context of specific documents and frameworks. These include:


Catholic Education Diocese of Wollongong (CEDoW) recognises that the health, safety and wellbeing of everyone in the workplace is central to the mission and success of our schools and offices. This Policy has been developed in response to the working operations during the pandemic and feedback from Catholic Education Office (CEO) staff regarding the benefits of a working model that offers flexibility to support their wellbeing. It supports Heads of Service and staff in the provision of a Remote Working model with a clear understanding that any work arrangements agreed upon will continue to provide the optimal delivery of our Lighting the Way Vision and Strategic Direction.


It is expected that Catholic Education Office (CEO) staff will take all reasonable measures to comply with the Remote Working (CEO Staff) Policy.

This Policy must be implemented in conjunction with the following policies and documents where relevant:

• CEDoW Code of Conduct in the Protection of Children and Young People

• CEDoW Maintaining Right Relationships Policy 

CEDoW Staff Responsible Use of Technology Policy

CEDoW Social Media Policy 

The overarching principle for a CEO Staff Remote Working Agreement  (between the employer CEDoW and a CEO staff member) is where the current duties undertaken by the staff member are able to be performed when working remotely. In certain circumstances, the inherent requirements of particular roles in the organisation are not suitable for the Remote Working model.

Important conditions:

  • There is no situation where a CEO staff member will be permitted to work AND be on any type of leave at the same time, including ex-gratia leave.
  • There is no situation where a CEO staff member will be permitted to work remotely while also acting as a primary carer for an ill family member (e.g., caring for a child or elderly relative).
  • When on leave (e.g., due to illness or medical direction or acting as a primary carer) staff will NOT be required to undertake any work.
  • Some CEO roles are purposely designed to deliver services on school sites and the expectations of these services will not be diminished or reconfigured to accommodate the Remote Working model. The needs of schools for these services will always be the first consideration.


The Catholic Education Office (CEO) will:

  • advise staff members that a CEO Staff Remote Working Agreement  is available to roles deemed eligible with the understanding that the inherent requirements of some roles will not be suitable to be undertaken in a remote way.
  • advise staff members that any acceptance of a CEO Staff Remote Working Agreement  does not alter their obligations and responsibilities and/or conditions of employment.
  • assess the inherent requirements of each role within the CEO to determine those that are suited to working remotely. The assessment of roles within Service Areas will be undertaken by the relevant Head of Service.
  • review on an ongoing basis the successes and challenges of the CEO Staff Remote Working Agreements  that occur across the Service Areas.

1   responsibilities of heads of service (in consultation with supervisors)

 1.1 advise staff of the outcome of the assessment of their role to be deemed suitable for consideration under the Remote Working model

for roles that are deemed suitable, meet with the staff member when they request to engage in the Remote Working model to advise them:

  1.2.1 that a CEO Remote Working Agreement  expires after 12 months at which point a staff member may apply for another Agreement 
  1.2.2 that the maximum number of days available to work remotely will not exceed two (2) days per week
  1.2.3 of the need for mutual agreement on the specific days of the week they will work remotely bearing in mind that staff can be directed to attend the office or a designated location on a particular day
  1.2.4 of the requirement to complete the annual CEO Working Remotely Checklist  prior to the commencement of the Agreement and following each review
  1.2.5 that they are to attend key scheduled meetings, gatherings and retreats at the designated location when requested
  1.2.6 that specific individual desk space may not necessarily be provided when working in a CEO office location
  1.2.7 that individual car parking spaces may not necessarily be provided when working in a CEO office location
  1.2.8 that they will be supported to adopt a safe working environment, including resources and technologies, when working remotely
  1.2.9 of their responsibility to take reasonable care for their own safety and wellbeing when working remotely
  1.2.10 that all other policies and procedures continue to apply when working remotely
  1.2.11 that all other contractual obligations continue to apply when working remotely
  1.2.12 of the expected level of communication, accessibility and other accountabilities required according to the needs of the particular role and the Service Area
1.3 complete a CEO Staff Remote Working Agreement
1.4 monitor the work of staff to maintain consistency of service delivery

2   responsibilities of CEO staff

CEO staff must:
2.1 meet with their Head of Service/Supervisor to request to engage in the CEO Remote Working model, to:
   2.1.1 be advised of the terms and expectations of a CEO Staff Remote Working Agreement
   2.1.2 complete the CEO Staff Remote Working Agreement  template
2.2 work remotely according to the Agreement including:
   2.2.1 performing their duties to the best of their abilities and in a focused way that meets equivalent work volumes and deadlines
   2.2.2 maintaining a safe work environment (e.g., design a specific work area, move furniture to allow comfortable access, ensure adequate lighting, ensure there are no trip hazards)
  2.2.3 maintaining equipment in good working order and using any equipment issued to them as per instructions
  2.2.4 managing their own safety (e.g., maintain electrical equipment, install and maintain smoke alarms) when working remotely
  2.2.5 reporting changes that may affect their health and safety when working remotely
  2.2.6 having access to the internet or hotspot data and not use publicly available WiFi, or advising their Head of Service/Supervisor for alternate arrangements if this is not possible
  2.2.7 advising their Head of Service/Supervisor, as soon as possible, if they experience technical issues when working remotely and contacting the ICLT Helpline on 1 800 DOWHELP (369 4357) or DOWService
  2.2.8 following the regular procedure if they are unable to work due to illness or personal care responsibilities
  2.2.9 when engaging in video conferencing on the days they are working remotely: dressing professionally having cameras on and using supplied CEDoW background filters being in an environment that limits background noise and distractions as best as possible 
  2.2.10 completing the annual CEO Working Remotely Checklist  prior the commencement of the Agreement 
  2.2.11 working the usual contracted hours and times during the day unless otherwise approved by the Head of Service/Supervisor
  2.2.12 being available during core business working hours, by phone and email, unless otherwise approved by their Head of Service/Supervisor
  2.2.13 maintaining the confidentiality and security of records, including personal information
  2.2.14 notifying their Head of Service/Supervisor or relevant person as soon as possible if records or resources belonging to CEDoW are lost, compromised or accessed without authority
  2.2.15 complying with all policies and procedures and existing contractual obligations 



There are no CEDoW Procedures for this Policy. 





  • The Remote Working (CEO Staff) Policy was released to Catholic Education Office (CEO) staff on 1 November 2022 and is subject to change at any time. 


  • CEO Staff are expected to fully implement the Remote Working (CEO Staff) Policy from 25 October 2022. Anyone that determines they are unable to implement all expectations at any time must contact the Senior Professional Officer: Education Policy 
  • Compliance with the Policy expectations occurs through CEDoW compliance processes


  • Personnel in CEDoW People and Culture are responsible for providing advice to the Senior Professional Officer: Education Policy of any changes to compliance requirements
  • A formal evaluation of the Remote Working (CEO Staff) Policy will be conducted in October 2023. 


  • The Remote Working (CEO Staff) Policy is published on the CEDoW website under Education Policy. The Senior Professional Officer: Education Policy is responsible for ensuring the Policy’s version currency and accuracy.
  • CEO Staff should contact the Team Leader, Workplace Safety and Wellbeing for any clarifications regarding Policy.


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Support Material

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