Developing an effective telecommuting program

Economic Telecommuting

How Stay-at-Home Workers Can Help
See You Through a Tanking Economy

© Hampton Resources 0510 Proprietary, All Rights Reserved Slide 1

Inform vs. Interpret
• The purpose of this webinar is to inform you about the
regulations and provide ideas for discussion within your
recruiting, compliance, legal, and HR teams. This webinar does
not contain legal advice.

• Your corporate legal and compliance team must interpret these
regulations and:
– Review and approve all policies and procedures for compliance
– Identify areas of uncertainty or ambiguity
– Provide clear guidelines and protocols.
– Monitor changes in the regulations and their interpretations
– Answer any specific questions you have about the regulations
and how they apply to YOUR company.

© Hampton Resources 0510 Proprietary Slide 2

Introduction
Telecommuting, once merely a growing trend, has become a veritable
life raft for employers in these days of skyrocketing gas prices and
plummeting employee morale. Plus, given the increasingly troubled
economy, telecommuting is seen as a valuable employee benefit that
doesn’t cost a lot to provide – and one that, done right, can even save
you money.

Don’t be fooled – while telecommuting and shortened workweeks can
indeed become win-wins for you and your workers, they need to be
implemented and managed the right way in order to be effective. Today
we will have an in-depth discussion on the pros and pitfalls of
“economic telecommuting.


Today’s Session
• How a well-run telecommuting program can save you and your
workers money
• Why telecommuting has become a key retention strategy for smart
companies
• The pros and cons of a 4-day workweek, and how to decide whether
it’s right for your organization
• Common telecommuting pitfalls – and how to avoid them
• How to make sure your stay-at-home workers are safe and
productive
• Why you need to consider wage/hour and workers’ compensation
laws when implementing a telecommuting program
• How to effectively handle workers who want to work from home but
aren’t good candidates for it


Telecommuting as a True
Workplace Alternative
• Variety of Forms Depending on the Needs of
both the Employers and Employees
• The Availability of more Affordable Technology
has led Companies to Consider Telecommuting
as an Alternative Work Arrangement


Telecommuting Options
• Expanding telecommuting to teleworking
demonstrates more options not limited to home
based work:
– Satellite offices
– Hotelling
– Virtual/ Mobil Offices
– Teleservices


Key Retention Benefits
• Include:
– improved work environment;
– increased productivity;
– more autonomy;
– greater lifestyle flexibility;
– reduced stress;
– work satisfaction;
– motivation; and
– decreased transportation, food, and clothing costs


Key Employer Benefits
• Saves office space
• Reduces overhead costs
• Increased productivity
• Additional recruitment and retention options
• Reduces business disruptions
• Increased profits


Challenges
• Social isolation for the telecommuter
• Workaholism can lead to burnout
• Inability for the teleworker to separate personal
from work or business needs
• At least the perception of reduced career and
promotional opportunities
• Supervisory challenges including control of work
and coordination of workweek
• Security of information and files
• Lack of group stimulation and impromptu
discussions


Common Pitfalls
• Technical Support
• Continued on next slide:
– Communication
– Supervision
– Expenses
– Liability
– Disclaimers


Common Pitfalls, Cont.
– Communication
– Continued on the next slide:
• Supervision
• Expenses
• Liability
• Disclaimers


Common pitfalls, cont.
• Supervision
– Continued on next slide:
• Expenses
• Liability
• Disclaimers


Common pitfalls, cont.
• Expenses
• Liability
• Disclaimers


Legal Considerations
• Americans with Disabilities Act of 1990
• Fair Labor Standards Act
• Family Medical Leave Act
• Continued next slide:
– Occupational Safety and Health Act
– IRS
– Zoning
– Workers’ Compensation


Legal considerations cont.
• OSHA
• IRS
• Zoning
• Workers’ Compensation


Determining Suitability
• The right jobs
• The right workers
• Assessing candidates


Policy Considerations
• Supervisory and Office interaction
• Qualifications for the teleworker
• Select and properly train teleworkers and
supervisors
• Plan for technical equipment and support for the
teleworker network
• Develop a written agreement between the
teleworker and the employer
• Regular review and evaluation


Policy Considerations,
continued
• Be Prepared for the onslaught of requests to
telecommute and how to handle them
• Develop Consistent program standards
• Results Oriented performance management
system


Summary
• Identify tasks suitable for remote work
• Establish the ground rules
• Be prepared to enforce the policy
• Practice effective meeting management
• Provide effective support
• Manage all direct reports by results.


Questions

Cathleen M. Hampton
Hampton Resources
Cathleen.hampton@hamptonresources.com
www.hamptonresources.com
(703) 794-9442


Developing an effective telecommuting program

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