Pernod Ricard USA allows employees to choose when, where and how they work.
We believe maximum flexibility with minimum constraints to achieves better results.

 

Why?

In order to lead the U.S. Wine & Spirits Industry in both value and values, our workplace is focused on performance and results. Mere presence at the office does not equate with strong performance.

We empower employees with flexibility in their ways of working, defining when and where they work most efficiently and productively in order to deliver appropriate results.

We invest in our talented People. Agile Working supports better balance in the workplace and increases employee satisfaction and vitality.

Agility Allowance

In order to support our agile ways of working, employees are eligible for an agility allowance of up to $200 per calendar year. Agility allowance may be used to purchase items to facilitate agile working and establishment of a home office. This would include:

  • Computer accessories such as docking stations, keyboard, mouse and additional chargers.

  • Accessories for company provided iPhone or iPad such as case, keyboard and additional chargers.

  • Home internet access

  • Home office furniture such as a desk, ergonomic chair or file cabinet

Eligible items may be reimbursed up to the $200 annual limit through T&E in accordance with normal T&E practices, e.g., with a receipt, and using specific agility allowance line item.

What?

Anytime, Anywhere

Agile Working is having the flexibility to work outside of the usual times and places of work.

Performance Driven

Modern work is about what you do, not where you do it. Strategic use of technology enables us to work productively from many locations, including our home or office. Our focus is on employees’ performance and we hold employees accountable for producing results.

Balance

We recognize the importance of providing the means for all employees to balance the demands of their careers with other areas of their lives, including family commitments. Work /life balance is a key component of employee success, retention and satisfaction. We believe that this approach to working in a high performance environment supports building and maintaining well balanced teams.

 

Openness

Open feedback and mutual trust - Agile Working is a partnership between managers and employees – they must communicate openly about their ways of working, and managers must trust their employees to perform well with greater flexibility.

Collaboration

Employees must recognize when collaboration is fostered by meeting in person. Our office environment is a place to foster effective collaboration.

 

How?

• Enabling employees to work remotely or adapt their hours– the ability to work where and when you want – employees in eligible positions no longer require permission to work outside the office.

• Managers and Employees will foster an atmosphere of ongoing feedback and individual accountability, by ensuring they meet one on one, in person, on at least a monthly basis. Managers and their teams will also meet in person at least monthly.

• Eligible positions are defined by department SVPs and VPs at the onset of this Ways of Working or as new positions are created. The majority of positions are expected to be eligible positions, but some positions require work to be performed in the office and full Agile Ways of Working will not be available to those employees.

• Eligible employees don’t have set hours or set locations, but, in the Spirit of Conviviality, employees should have at least some weekly presence in the office in order to take time to collaborate and connect with peers (this does not apply to field based roles).

• While flexibility is available, employees should be reasonably reachable during the core business hours of 10 a.m.-3p.m., Monday through Friday, unless otherwise agreed with his/her manager, and keep their calendars up to date.

• Non-exempt employees in eligible positions are required by law to record their hours worked and entitled to take a meal break.

• Managers will need to focus on the RESULTS in managing performance, not the times and/or locations at which they are produced.

• Employees are encouraged to think about productivity when deciding on the most efficient location and time to complete their work.

• Managers will discuss Agile Working with their teams, and teams will adapt ways of working and communication styles as required.

• The office will be a space to foster collaboration and embrace conviviality while working together. It is appropriate to suggest to colleagues that an in-person meeting would be the most effective means to collaborate on a specific issue. However, be respectful of colleagues’ use of Agile Working and do not make this request when a teleconference would be effective.

• Technology fosters Agile Working – the Company provides laptops, iPhones, and monitors to foster productivity for anytime, anywhere ways of working. The office spaces leverage technology to facilitate productive collaboration.

Home Office Expense

Full-time, regular, US-Remote Pernod Ricard employees are eligible to expense office supplies and internet/online fees, according to guidelines below.

 

If within company guidelines, some office supplies, home office furniture, IT accessories, and Internet/Online fees required to conduct company business from an employee’s home office can be expensed through Concur.

 

Please refer to the PRUSA Travel & Entertainment (T&E) Policy and Concur Reimbursement Policy Listing on MyPortal, for further details, exclusions and financial guidelines.