Abolishing Work-at-Home Policies

Sign In Sign Up. There's no easy answer to your question, but our office just went to this model, and we're having good results. Employees could have been brought together for special business events and conferences to encourage more innovation. The IT manager tells us how hard they work but I have yet to see them finish a project on time, on budget, or on quality. Shipley Professor in Management and a School of Management professor of organizational behavior, about the potential benefits and negative consequences of a work-from-home ban for a company like Yahoo and its employees. Departments entering into this arrangement must maintain or increase service levels to their constituents. Members of staff will feel trapped and unsupported and this can only lead to conflict.

Work from Home Policy Sample This Work from Home Policy template can be tailored to your company’s needs and is designed as a starting point for establishing employment policies on working from home.

Work at Home Guidelines for Supervisors

Loaners must be returned upon request. Workspace The employee shall designate a workspace within the remote work location for placement and installation of equipment to be used while teleworking.

The employee shall maintain this workspace in a safe condition, free from hazards and other dangers to the employee and equipment. Employee is expected submit three photos of the home workspace to management prior to implementation. Any company materials taken home should be kept in the designated work area at home and not be made accessible to others. The company has the right to make on-site visits with 48 hours advance notice to the remote work location for purposes of determining that the site is safe and free from hazards, and to maintain, repair, inspect, or retrieve company-owned equipment, software, data or supplies.

Office Supplies Office supplies will be provided by the company as needed. Dependent Care Teleworking is not a substitute for dependent care. Teleworkers will not be available during company core hours to provide dependent care. The company will not provide tax guidance nor will the company assume any additional tax liabilities.

Employees are encouraged to consult with a qualified tax professional to discuss income tax implications. Communication Employees must be available by phone and email during core hours.

All client interactions will be conducted on a client or company site. Participants will still be available for staff meetings, and other meetings deemed necessary by management. Evaluation The employee shall agree to participate in all studies, inquiries, reports and analyses relating to this program.

This document is offered as a conceptual sample. Be sure to consult an attorney familiar with employment law before using any such document. This documents the understanding between the company and the teleworker or telecommuter.

This document the specifics of who, when, where, what and how of the a teleworkers offsite work including expectations for availability and communications. How to Pitch Your Boss on Telework pages. That said we have a very clear telecommuting policy that starts with treatment as an approved exception when needed.

As an example, the accounting department cannot process any credit cards externally as the only secure area is within our walls and through our secure fax line. As they might be restricted from getting all of their normal daily work done, they have to know how their working remotely will impact their colleagues who have to shuffle work to allow them to be productive. Additionally, clear guidelines about what constitutes a telecommuting day are communicated in advance and these include both what is accomplished and how communication to the home office works.

I know that Kmart corporation, whose HQ used to be in my hometown, still has a few hundred people working locally from home.

I have had to remind my current employer that those of us who 'leave on time' and then log-on from home are doing so to assist in getting work done and should not be assumed to do this all the time. That has been my biggest hurdle as I don't see my bosses understanding how this is counterproductive to improving employee morale. I have been lucky that the high turnover has not been in my department and am hopeful that my repeating this mantra will eventually help them discover one of the reasons they suffer this turnover regularly.

I agree that the key to success is setting annual goals and having frequent status meetings. The weekly meetings gives him a chance to measure my progress and communicate any change in priorities. I have a global position that requires frequent international conference calls early in the morning or very late at night, working from home and having a flexible work day makes these easier on me and my family which makes everyone happy.

In my last role, we were a dispersed company. The company was used to using telepresence and the like. Some employees many, in fact were full time remote, some part time, and some always in the office. It was always at the discretion of the manager; the manager was responsible for delivering results, and for having their people available during working hours. A "we can't find them, they're working from home" would not have gone over well and did not, when it seldom occurred. In California at least, if you went home to care for a sick child, and I called you with a question, I will have breached the PTO guidelines.

If you are getting charged with a PTO day, I can't have my cake not pay you and eat it too get some work out of you. Further, to your premise, you do not need to be "fair" in the sense of having the same policy for everyone.

You pay your managers to exercise their discretion, and so long as they follow the rules, "fairness" measured by "everyone has the same resources and constraints" is not a reasonable guideline.

The reasonable guideline, imho, is "is the manager accountable, and are they providing a reasonable structure so that employees are productive.

The bottom line for their system is that voluntary turnover plummets and involuntary turnover skyrockets because you can almost immediately do away with your deadweight folks who may spend the requisite time at the office but don't perform. There's no easy answer to your question, but our office just went to this model, and we're having good results.

I worked at two organizations that had very inflexible work from home policies. All they did was create resentement among myself and my colleagues.

In today's world an inflexible policy does not work. You are asking your workers to "do more with less" and any consideration that you afford them will "go miles" with them. I would advise a more flexible policy no matter how hard it will be "to sell" internally. I've been working from my home office since My first remote position lasted 3. And, yes, monitoring industry discussion boards like Proformative is part of my job. My first remote post was for an outsource accounting firm where the majority of the staff and some of the execs were remote.

My current employer, a non-profit focused on employee ownership and equity compensation, has the majority of the staff in the office and only my department the equity comp folks working remotely. Here are my observations after 4.

Keith Perry's comment above is right on point. Remote staff must be professionals in every sense of the word and must have demonstrated that they are capable of managing their own time, meeting deliverables, and working cooperatively before leaving the cube. Jim Schwartz is on the money, too, when he allocates responsibility equally to the managers.

Even the most seasoned professionals will feel abandoned if their managers are the "set it and forget it" type. Managers that know how to create relationships and that like mentoring will be much more successful in keeping remote workers engaged and on target. Face time and recognition. When I first started working remotely I went into the office only for our annual all hands week, when we would do training and team building.

My job was relatively independent of the rest of the team and time in office didn't really seem necessary. But about 1 year in, I had a family reason to be in town for a week, and arranged to spend working hours in the office. I took the time to get to know the office-based team, take meetings with my boss and the other executives, and after that week was over I found that communication with everyone had improved and my ideas were being solicited.

During my last 2. I also got some amazing work assignments, a great promotion and raise, and some challenging and enriching projects to manage during that period. During my last 1. I can honestly say that those 1. During my first year of relative isolation mentioned above, I pretty much worked "to the clock. Once I became an engaged employee, I stopped looking at the clock and would work to my projects.

Sometimes I worked 60 hrs a week, sometimes I worked In most states, the definition of an exempt employee often says something to the effect that if the work gets done then the hours don't matter, and that was how I worked. I more often worked hr weeks than 40 hr weeks and, for me, the real danger was burn out.

Fortunately my manager recognized that and worked with me to ensure that I got sufficient down time to stay healthy. By comparison, during the times that I would visit the office, my production usually plummeted because I could hear other staff having distracting personal calls, or standing in the cubeways visiting, or stopping by my cube for a visit, and to keep my projects on schedule I would go back to my lodging and work in the evenings, too.

In the end, it was much less of a distraction and much more productive for me to be working at my home office and occasionally changing a load of laundry during the week than to be at the office with unscheduled interruptions and regular break times.

Having a real home office setup is important for me. Here are my essentials: My first company provided all of those things to me, my current organization does not and I pay for everything.

Keith is also right on about the "fairness" issue. At the accounting firm we had a specific telecommuting policy that allowed any staff member to apply to work remotely and the decision would be made by the manager with the staff person based on the appropriateness of the person's job function and professional development. The managerial review process took care of the fairness issue.

I hope this summary of my experience helps you understand the requirements for having successful remote workers. Because of the projects I managed, I was pretty involved in many of the administrative details of the accounting firm, so I'd be happy to answer any questions you might have about how specific aspects of the situation were handled.

I love working remotely and, when appropriately managed, it really can boost a company's bottom line by reducing facilities costs and increasing staff productivity. I myself try to do everything in the office so I don't have to think about work on my personal time. However, this last winter of snowstorm in my home town made me realized the importance to keep such a policy open.

When you allow the work from home option at work, you are going to make sure the infrastructure supports that policy. That infrastructure will help in the case of business continuity such as the traffic issue in the snowstorm we have experienced.

On a side note, my experience on why this doesn't work tend to be that companies haven't let it run it's course long enough. Just like any new product out in the market, there are going to be some wrinkles that need to be ironed out. A lot of times it really depends on how much the parties involved are willing to stand behind it. This discussion raises some additional considerations from a risk management perspective, whether the remote work is done because of an unusual situation child sick or as the standard work location.

If the work is done using a computer, and particularly the internet, what security is present on the employee's personal system?

Is it as comprehensive as at the work location? Do other people use the same computer, and are they as conscientious about not visiting "dangerous" sites as the employee hopefully is?

Is it possible the employee will save their work on a CD or flash drive and bring an infection into the company when they load their files to their work PC? Will the work be done using a wifi set-up? If so, will it be done at home or at a coffee shop? Is the coffee shop's wifi set-up secure? Is there a wifi next door that reaches into the coffee shop's premises and is used to "steal" sensitive information such as passwords, credit card information, or other personal information?

Will the employee have sensitive personal data? Will it be on a laptop, which is easy to lose or steal? In some cases, I understand that working from a non-company location can destroy the confidentiality protections that exist for an employee's work when done within the company's computer network. This can apply to both attorney-client privileged discussions as well as sensitive discussions about product development and "trade secrets.

Depending on the type of work the remote-worker performs, it might be a good idea to consult with an attorney on these these types of issues. One last unrelated comment. It should be made very clear to everyone what the corporate policy is.

If each manager can choose how and when to allow working offsite, then each manager should also make very clear - and be consistent about the application - the circumstances when off-site working will be allowed in their department.

A muddled policy at either level can create just as much resentment as an inflexible program. You raise good issues, Debra. Fortunately, the state of technology today has advanced to the point where there are effective, economic solutions to all of them. For example, at the accounting firm that I worked at, we implemented a VPN that exceeded even normal in-office security protocols.

Our laptops were configured to not allow copy or download of client data from our document management system, we had all client email routed through a secure system that pulled out all attachments and uploaded them to the DMS first, etc. And, of course, the laptops provided by the company were never used for personal activities or by family members - needless to say, that was the most challenging policy to enforce, but that's why a company is selective in which level of employee may be allowed to telecommute.

So, in summ, it can be done, and it can be done safely - a company just needs to be willing to do the research and make the investment to ensure proper security on off-site equipment. My husband works from home full time gave up his 4 hour commute as his company offered a full time work from home option. Guess what he does with this time, work more and has out performed his goals consistently for the past 3 years.

Initially their company started this to retain their women employees who had gone on maternity leave and requested for a flex arrangement, they found a spike in performance from all these employees that worked from home. Bottom line its the best thing ever to balance your life. My company allows work from home in extreme weather conditions and am very thankful for this. If you want a happy workforce this is the way to go. We had line employees working from home. For HIPAA privacy concerns we brought everyone in-house and found that productivity soared, no more people were sighted at the mall etc.

Sample Work From Home Policy – Is It Okay To Be Inconsistent?

Now it’s time to begin putting together a comprehensive strategy that works for your company. If you want your work-from-home policy to work, get very clear about both individual and team. Sample Work From Home Policy – Is It Okay To Be Inconsistent? or outsourced. Let me use an alternate example: granting corporate customers credit and collecting the resulting receivables. is the issue that surrounds worker's compensation issues. If the person working from home, trips and falls, and your policy says no work from home. Work From Home Corporate Policies PowerPoint Template is a professional presentation created to help organizations describe their Working from Home (aka WFH) policies and communicate them in a visual and practical way.. Todays office jobs more and more depend of digital assets, digital communications and remote interactions/5(5).


Telecommuting Policy Sample. Any company materials taken home should be kept in the designated work area at home and not be made accessible to others. The company has the right to make on-site visits (with 48 hours advance notice) to the remote work location for purposes of determining that the site is safe and free from hazards, and to. I was recently asked by an HR manager if I had a sample of a policy about working from home. My answer was: Do you want something more than "Get your Scrap Your Work From Home Policy. Set up an appropriate work space that is separate and distinct from your “home space” and conducive to working effectively without interruptions.

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