The trend of
employees who are telecommuting is picking up even more steam. In 2009, 34
million employees telecommuted in the United States, at least part of the week.
Estimates are that by 2016, 63 million workers, or 43 percent of the US work
force, will telecommute. The benefits of allowing telecommuting are numerous
and wide ranging: increased productivity; increased job satisfaction; reduced
absenteeism; lower employee turnover; reductions in traditional fixed expenses
such as energy costs, office rental, and parking; improved customer service;
improved employee morale; and reduced employee stress and improved wellness.
However,
there are important legal and HR compliance concerns that every employer who
permits telecommuting should know about.
1) Wage-Hour Laws. You are still
responsible for staying in compliance with all state and federal overtime laws
for telecommuting employees. Establish a policy that clearly states what work
is permissible and when. Also, you could chose to automatically record, by
computer, the number of hours worked online each week.
2) Workplace Safety Laws. The Occupational
Safety and Health Act which makes employers responsible for workplace safety
applies to telecommuters, even those working from home. Employers may require
telecommuters to have a designated workplace inspected and approved by the
company.
3) Confidential Information. Employers
can require telecommuting employee to follow certain protocols with regards to
passwords and secure protected networks.
4) Texting While Driving. With mobile
smartphones, employees can work from their phones anytime, anywhere. Employers
should institute the appropriate policies and procedures in regards to
prohibiting texting while driving.
For more
information on policies for telecommuters, call your Lowden & Associates
partner at 770.248.0401.
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