In the last post, we discussed some of the top ways to help you prepare your new telecommuting employees for success. However, it’s important to have all your bases covered before implementing any type policy that allows employees to work remotely. Here’s part two of our guide that will explore some more tips for employee telecommuting success.
Don’t Neglect Safety
Many employers don’t quite realize the extent to which they have to concern themselves with telecommuter safety, but whether they’re on business premises, working productively in space office solutions, or even from the comfort of their own home, their safety is always your concern.
“Just because your employees are not in your physical business workspace does not mean that you can ignore their safety. Both federal and state laws may obligate you to provide a safe working environment. To that end, consider whether it’s necessary to conduct a home visit to evaluate the working conditions of the employee, following up as necessary. You should also notify your workers’ compensation carrier of the working conditions of the telecommuting employee to determine how coverage is impacted,” writes Lauren Sobaski on Lexology.
Don’t forget to set aside some time to go over the liability insurance coverage you have set in place for your employees, and consider whether or not it needs adjusting based on new telecommuting policies.
Use Technology To Your Advantage
If you still want to have a flexible office space in which to conduct employee meetings and consultations, space office solutions are ideal. One of the things a virtual office can provide is the on-demand use (hourly, daily or weekly) of conference rooms and offices for meetings, so you’ll never be left without a meeting room or required technology.
Manage Relationships Properly
Finally, it’s important to have all telecommuting employees sign a written agreement to make sure they understand the terms of their telecommuting employment opportunities. Make sure to outline the main points, which should be that the employment relationship status is still ‘at-will.’ Employees should also be aware that they’re still subject to the same rules and procedures they would be when working from their traditional environment.
These tips should give you some guidance when forming a telecommuting policy that has productivity in mind for employers and employees alike.
