---
title: "Telecommuting – Should Employers Provide?"
description: "Here are the 8 things employers should consider when implementing a Telecommuting Policy: 1. Define the Telecommuting Policies, Procedures and Expectations Eligibility requirements, e.g., must have wo..."
url: https://www.dashrconsulting.com/telecommuting-employers-provide/
date: 2015-02-23
modified: 2015-03-09
author: "Dr. Di Ann Sanchez"
image: https://www.dashrconsulting.com/wp-content/uploads/telecommuting.jpg
categories: ["Human Resources", "Talent Management"]
type: post
lang: en
---

# Telecommuting – Should Employers Provide?

### **Here are the 8 things employers should consider when implementing a Telecommuting Policy:**

#### ![telecommuting](https://www.dashrconsulting.com/wp-content/uploads/telecommuting-300x188.jpg)1. Define the Telecommuting Policies, Procedures and Expectations

- Eligibility requirements, e.g., must have worked at the company/in that job for a minimum amount of time, say, 12 months; have satisfactory performance evaluations; and have no attendance or disciplinary issues.
- Types of telecommuting available
  - Full-time telecommuter
  - Telecommute on certain days
  - Option to telecommute as needed
  - Only when emergency warrants
- Procedure for employees to request and company to approve/deny telecommuting
- Hardware, software, internet connections, phone service, etc.
  - What is provided by the company vs. employee
  - Who pays
  - Responsibility for limiting access, damage, theft
  - Return of all company property on demand and upon termination
- Home office requirements
  - Must be separate from living space
  - Who pays for office furniture, locked file cabinets, lighting, home office space, office, supplies, etc.
- FLSA Compliance
  - Tracking time worked and days off
  - Overtime approval procedures (nonexempt)
  - Off-the-clock limits
- Require confidentiality of company information
- Work-related injuries must be reported immediately
- Consequences of failing to follow policy
- Termination of telecommuting arrangement
  - At company’s discretion
  - Upon performance issues

#### **2. ****Define what positions will be eligible for Telecommuting**

#### 3. Determine if the employee is suited for Telecommuting

- Self-motivated/self-starter
- Ability to manage time
- Organizational skills
- Strong knowledge of job duties
- Limited supervision needed
- Not easily distracted
- Able to handle technology issues
- Comfortable working alone

#### 4. Written Telecommuting Agreement and Acknowledgment of Policy

- Establish days/circumstances when that particular employee is permitted to telecommute.
- State expectation for work product output (metrics, deadline review of performance, etc.).
- Indicate how often employee must communicate with supervisor.
- Acknowledge understanding of telecommuting policy.

#### 5. **Involve Telecommuting Employees in Regular Company Activities**

- Keep telecommuters involved in day-to-day updates.
- Schedule regular conference calls to keep telecommuters in contact with team/department.
- Use Skype, video conferencing, etc., to facilitate face-to-face interactions.

#### 6. Train Management How to Manage Telecommuting Employers

- Monitor telecommuters’ work.
- Evaluate job performance for remote workers.
- Handle pay, benefits, and recordkeeping.
- Enforce policies.
- Keep telecommuters on radar for advancement.

#### 7.    **Comply with State and Federal Laws**

#### **8.  ****Address Technology Issues for Telecommuting**

- Establish protocols for updating hardware, software, virus protection, firewalls, passwords, etc., for telecommuters.
- Consider backup solutions if one type of technology is temporarily unavailable.

###### Reference: 10 Tips for Making Telecommuting Work. HR Daily. http://hrdailyadvisor.blr.com/2015/01/21/10-tips-for-making-telecommuting-work/#