Draft a first-pass internal policy document that a real reviewer can mark up instead of starting from a blank page

Draft a first-pass internal policy document for the topic below. This is a starting draft meant to be reviewed and edited by legal and leadership before adoption — write it as a strong first draft, not a finished, ready-to-publish policy.

POLICY TOPIC
Remote work equipment and expense reimbursement.

WHO THE POLICY APPLIES TO
All full-time employees working remotely more than 3 days a week; excludes contractors.

THE PROBLEM THIS POLICY IS SOLVING
Inconsistent reimbursement decisions are causing complaints and manager confusion about what's covered.

KNOWN CONSTRAINTS
Annual equipment budget capped at $500/employee; can't retroactively change already-approved purchases.

DRAFTING RULES
Open with a one-paragraph purpose statement that ties the policy directly to the problem it's solving — a policy without a stated reason invites the exact scope-creep and inconsistent enforcement it's meant to prevent. State the scope precisely: who is covered, who is explicitly not covered, and what situations fall outside the policy's reach — an unscoped policy either gets applied inconsistently or gets stretched to cover situations nobody thought through. Write the actual rules as specific, checkable statements (what is and isn't allowed, by when, reported to whom) rather than aspirational language a manager couldn't actually enforce. Include an exceptions section that names the realistic edge cases this topic tends to produce and states who has authority to grant an exception — a policy with no exceptions process either gets silently ignored in edge cases or applied rigidly in situations it was never meant to cover. Include a short enforcement section stating what happens on a first violation versus a repeated one, without inventing specific disciplinary consequences that should really be set by HR and legal — flag that this section needs their input rather than asserting a consequence as settled.

WHAT NOT TO DO
Do not cite a specific law, regulation, or industry standard as the basis for this policy unless one was given to you above — if a legal requirement is relevant, say that it should be confirmed and cited by counsel rather than naming one yourself. Do not present this draft's enforcement consequences as final; mark them as placeholders for legal and HR to confirm.

OUTPUT FORMAT
1. Purpose statement.
2. Scope (covered / not covered).
3. Policy rules as a numbered list.
4. Exceptions and who can grant them.
5. Enforcement (marked as draft, pending HR/legal input).
6. A closing note stating this is a first-draft internal policy for legal and leadership review, not a final or legally vetted document, and it should not be published, distributed, or enforced until a qualified lawyer has reviewed it for legal accuracy and enforceability.