Remote work, clearly bounded — authorised, not promised everywhere.

The policy

Seven sections, in plain language.

1. 01

   What this policy covers — and what it does not

   Kayanin is a three-sided trust platform: Kayanin operates the trust layer, the directory of Workers / Members, Employers / Businesses, and Agencies, and the scorecards that keep each side honest. Kayanin does not employ Workers and does not control independent employers' workplaces.

   This policy is a Kayanin-team statement and a baseline we expect participating Employers and Agencies to follow. For any specific workplace arrangement, the controlling document is the contract between the Worker and the engaging party (Employer or Agency intermediary) — not this page.

2. 02

   Remote work is an authorised working arrangement

   Remote work is an authorised working arrangement on Kayanin. The default posture is location-flexible when the role allows it: a Worker can perform a role from a place of their choosing when the role does not require a fixed location, on-site presence, or access to regulated physical infrastructure.

   Every remote arrangement is subject to four practical constraints that apply equally across the three peers:

   • Role requirements — the chosen location must allow the Worker to perform the duties of the role without material functional loss.
   • Security — the device, the network, and the physical environment must allow the Worker to meet the security baseline the Employer (or the Agency intermediary) sets for the role.
   • Availability — the Worker must be available within the working-hour overlap the role requires, and reachable on the response-SLA the team operates on.
   • Performance — performance is judged on output, reliability, and the seven-dimension trust rubric on /methodology — not on seat-time or presenteeism.

   Authorisation is the default; the four constraints above are the boundary.

3. 03

   When remote work may not apply

   Not every role suits remote work, and not every location makes a remote arrangement workable. Kayanin does not promise that every role can be performed from every location.

   The arrangements below are remote-by-exception rather than remote-by-default:

   • On-site or hybrid roles — operational, in-person, or customer-facing roles that require the Worker to be physically present at a designated workplace.
   • Regulated-data roles — roles that require access to hardware, secure rooms, or regulated infrastructure that cannot be replicated outside a controlled environment.
   • Customer-site roles — roles that place the Worker on a third-party site (a hospital, a construction site, a manufacturing line) where the third party controls the workplace.
   • Cross-border telework — roles that span jurisdictions (Worker in country A, Employer in country B, host country C) where immigration, tax, social-security, or labour-law rules apply on both sides.

   Where any of the above applies, the role description on the listing is the controlling document — the Worker and the engaging party work out the arrangement from there.

4. 04

   Security, availability, and performance baselines

   A remote arrangement is acceptable on the platform when the Worker can meet the same security, availability, and performance expectations an on-site Worker would meet. The baseline is not lowered by working remotely.

   • Device + endpoint posture — the device must be capable of the security posture the role requires (managed-device controls, full-disk encryption, current OS, current browser). A consumer-only device is acceptable when the role does not require a managed config.
   • Network posture — the network must allow the Worker to reach the tools the role requires without routine bypasses (no required-VPN work over a free-public Wi-Fi-only network, no routine reliance on personal hotspots).
   • Working-hour overlap — the Worker must keep a working-hour overlap with the team or the Employer long enough to support the team-async rituals the role depends on.
   • Response-SLA — the Worker must honour the response-SLA the role sets (typically minutes for live-role, hours for async-role). A response-SLA that cannot be met from the chosen location is a signal the role is not suited to that location.

   When a baseline above cannot be met from the chosen location, the Worker is expected to flag the gap and to switch location, switch mode (async / live), or escalate — not to silently under-deliver.

5. 05

   What remote work is not

   Remote work on the platform is a working arrangement, not a substitute for the legal obligations Workers and Employers carry under the laws of each place work is performed from.

   • Remote work is not a substitute for immigration, tax, social-security, or labour-law compliance. Workers and Employers remain responsible for the laws of every place work is performed from.
   • Remote work is not an entitlement to a specific timezone, a specific working-hour pattern, or a specific availability window. The arrangement lives where the Worker and the engaging party agree it lives.
   • Remote work is not a workaround for a regulated or restricted workplace. A role that requires on-site presence does not become a remote role by declaration.
   • Remote work is not an indication that an Employer has waived a responsibility. The Employer-side obligations on taxes, benefits, statutory leave, occupational safety, and worker protections carry across the remote arrangement unchanged.

   Kayanin does not police these obligations — that is the role of the relevant authorities in the relevant jurisdictions. The platform surfaces the trust signal so two peers can decide whether the basis for a conversation exists.

6. 06

   Three brand-aligned benefits

   The remote-work posture above produces three brand-aligned benefits. They are the reason Kayanin treats remote work as the default when a role allows it; they are also the reason remote work is bounded the way it is.

   • Location flexibility — Workers and team members choose where they work for roles that do not require a fixed location. This widens the pool of people who can participate in the platform (parents, caregivers, rural residents, people with mobility constraints) and reduces the friction of joining a team that does not share a city.
   • Wider access to Filipino and global talent — the same flexibility opens the Employer side to candidates an on-site-only constraint would have excluded. A Manila-based small business can hire a Cebu-based Operations lead; a Sydney-based startup can hire a Davao-based Customer Success specialist; the geographic constraint stops being the binding one.
   • Outcome-based trust over presenteeism — performance is judged on output, reliability, and the seven-dimension trust rubric (see /methodology), not on seat-time or on whether a Worker is visible at 9:00 AM in the team's timezone. The shift is from "who showed up" to "what was shipped, and how reliably".

   These benefits are bounded by the four constraints above. A benefit that requires Kayanin to waive a role requirement, a security baseline, an availability expectation, or a piece of applicable law is not a benefit Kayanin offers — it would be a regression on the trust layer.

7. 07

   Review, changes, and contact

   We update this page when the remote-work posture changes — for example, when a new category of role moves to remote-by-default, or when a baseline is tightened against a new cross-border telework pattern. The "Last updated" date at the top of this page is the source of truth for the current revision.

   Material changes are also announced on the home page. Continuing to work through the platform after a change takes effect signals acceptance of the new posture.

   Questions about this policy go to the contact address on /contact. Kayanin is a trust platform, not a workplace — questions about a specific employment relationship go to the engaging party, the relevant labour authority, or a qualified legal practitioner in the relevant jurisdiction.