Overview: Telecommuting (also called flexiplace, telework, working from home and flexible working) aids in retaining employees and engenders positive employee relations. Employers may offer telecommuting as a reasonable accommodation to employees with disabilities. In addition, telecommuting can be a valuable tool in retaining workers with caregiving responsibilities.
Telecommuting options allow employers to ensure business continuity when faced with a natural disaster or other business interruptions. In addition, telecommuting can be viewed as a valuable recruitment tool for hard-to-fill positions.
However, telecommuting can pose management challenges for supervisors seeking to comply with health and safety regulations in remote locations. In addition, fines and penalties await an employer that misclassifies a telecommuter or that fails to accurately record and pay any hours worked.
Trends: Telecommuting agreements continue to evolve. Employers should ensure their internal telecommuting policies and procedures offer optimal protections against regulatory hurdles, while promoting compliance with work rules regarding time theft and other abuses.
Author: Marta Moakley, JD, Legal Editor
Ogletree Deakins employment attorney Kathy Dudley Helms and veteran HR leader Lin Hearne share key insights on changing policies as a practical matter during the COVID-19 crisis.
An employer may use this survey form to gather feedback from employees on their experience working remotely. Data collected can be used to gauge the success of remote work arrangements and to gain insights into how the remote work experience may be improved.
An employer may use this survey to gather feedback on workplace safety from employees who have returned to the workplace during the COVID-19 pandemic. Survey data will help HR determine if additional safety measures, training or communication is needed to ensure employees feel safe at work.
An employer may use this survey form to collect input from employees during the development and implementation of return-to-work plans after a COVID-19-related shutdown or temporary remote work assignment. The information collected will help HR identify and address employee concerns and incorporate this feedback into return-to-work policies and procedures.
Enhanced with information on business expense reimbursement requirements in Massachusetts; New Jersey; North Dakota; South Dakota; and Seattle, Washington.
A recent survey by Littler reveals that a large majority of employers anticipate reopening their businesses in the next three months. At the same time, these employers are proceeding cautiously and taking numerous steps to maintain employees' safety.
This letter may be used to to communicate the employer's decision to deny an employee's request to work from home and to document the decision.
This form may be used to communicate an employer's decision to approve an employee's request to work from home and to document the decision.
An employer may use this form to gather the information needed to make a determination on an employee's request for a work-from-home arrangement and to document the decision.
This podcast examines the fundamental changes that will occur when employees return to physical worksites. It features a conversation with Kate Lister, the president of Global Workplace Analytics.
HR guidance on the legal risks and benefits of telecommuting.