This was the title of a recent presentation I gave at a large Benefits and Compensation conference in Raleigh, North Carolina.  This conference attracted an impressive array of Directors and Vice President’s of HR from worldwide companies.  I say this, because the questions they asked were some of the best questions I’ve ever had asked during a presentation.  Questions that I felt many people have, but don’t ever get a chance or sometimes think to ask.  I will outline several of these questions below, and invite those reading this post to post their questions as well.  Here goes:

1. How do you handle exempt vs. non-exempt Telecommuting employees?  This was a great question and one that doesn’t have a clearly defined answer, but a myriad of answers for various situations.  For some companies that have the technology to, systems need to be put in place that “dang near” keeps an employee from completing more work than agreed upon.  By this, I mean a system where an employee logs in to complete their work and after so much time isn’t allowed back in, until a new week as been set.  In the instance that you don’t have access to this technology, you should  consider some Policies and Procedures that offer consequences for working past the preset amount.  These could include reduced hours the following week or possible termination for repeated offen”ses.  It’s important to know that the employer is responsible for all over-time whether the employee signs the policies and procedures or not, so be careful and choose your words and employees carefully.  We believe that if the Telecommuting Program is set up in the right way, with the proper training, than most of these problems can be avoided.

2. How do you handle employees who are can’t Telecommute?  This was another great question because it got at the heart of what so many “stuck back in the office” feel.  When some are allowed to Telecommmute and others aren’t it can create a bit of resentment.  First, I suggest reconsidering those jobs that are “stuck back in the office,” and looking if a part of those jobs can be done remotely.  If so, allow those people to complete those tasks remotely and their other responsibilites in the office. 

3. What if a person is injured at home?  This question is best answered by telling people to be proactive.  If someone is injured while working at home, according the OSHA, the employer is responsible.  We work with clients to mitigate as many of these situations as possible.  By this I mean create a standards of safety and security.  We suggest creating a safety “checklist” that encompasses such things as surge protectors, fire extinguishers, escape plans, clear stairs, and other ergonomic issues.  Employees should be required to complete this checklist on a regular basis and employers should consider yearly inspections.  There is no way to completely protect oneself from liability, but employers must take steps to mitigate as many of these instances as possible.

4. What is the biggest issue/fear for  employees when working from home?  By far the biggest issue I encounter is “Isolationism.”  Employee’s get to work from home, but once there fear they may be passed up for promotions, special projects, and overall recognition.  Employee’s fear that those who are in the office will be advanced along their careers simply because they are the one’s in the office.  Many of these fears can be reduced, if managers are trained in the proper techniques and methods of remote management.  More on this to come as this blog develops. 

Thank you for reading and post a comment!