Developing an effective telecommuting program

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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.

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Developing an effective telecommuting program

  1. 1. Economic Telecommuting How Stay-at-Home Workers Can Help See You Through a Tanking Economy© Hampton Resources 0510 Proprietary, All Rights Reserved Slide 1
  2. 2. 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
  3. 3. IntroductionTelecommuting, once merely a growing trend, has become a veritablelife raft for employers in these days of skyrocketing gas prices andplummeting employee morale. Plus, given the increasingly troubledeconomy, telecommuting is seen as a valuable employee benefit thatdoesn’t cost a lot to provide – and one that, done right, can even saveyou money.Don’t be fooled – while telecommuting and shortened workweeks canindeed become win-wins for you and your workers, they need to beimplemented and managed the right way in order to be effective. Todaywe will have an in-depth discussion on the pros and pitfalls of“economic telecommuting.© Hampton Resources 0510 Proprietary Slide 3
  4. 4. 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© Hampton Resources 0510 Proprietary Slide 4
  5. 5. 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© Hampton Resources 0510 Proprietary Slide 5
  6. 6. Telecommuting Options• Expanding telecommuting to teleworking demonstrates more options not limited to home based work: – Satellite offices – Hotelling – Virtual/ Mobil Offices – Teleservices© Hampton Resources 0510 Proprietary Slide 6
  7. 7. 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© Hampton Resources 0510 Proprietary Slide 7
  8. 8. Key Employer Benefits• Saves office space• Reduces overhead costs• Increased productivity• Additional recruitment and retention options• Reduces business disruptions• Increased profits© Hampton Resources 0510 Proprietary Slide 8
  9. 9. 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© Hampton Resources 0510 Proprietary Slide 9
  10. 10. Common Pitfalls• Technical Support• Continued on next slide: – Communication – Supervision – Expenses – Liability – Disclaimers© Hampton Resources 0510 Proprietary Slide 10
  11. 11. Common Pitfalls, Cont. – Communication – Continued on the next slide: • Supervision • Expenses • Liability • Disclaimers© Hampton Resources 0510 Proprietary Slide 11
  12. 12. Common pitfalls, cont.• Supervision – Continued on next slide: • Expenses • Liability • Disclaimers© Hampton Resources 0510 Proprietary Slide 12
  13. 13. Common pitfalls, cont.• Expenses• Liability• Disclaimers© Hampton Resources 0510 Proprietary Slide 13
  14. 14. 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© Hampton Resources 0510 Proprietary Slide 14
  15. 15. Legal considerations cont.• OSHA• IRS• Zoning• Workers’ Compensation© Hampton Resources 0510 Proprietary Slide 15
  16. 16. Determining Suitability• The right jobs• The right workers• Assessing candidates© Hampton Resources 0510 Proprietary Slide 16
  17. 17. 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© Hampton Resources 0510 Proprietary Slide 17
  18. 18. 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© Hampton Resources 0510 Proprietary Slide 18
  19. 19. 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.© Hampton Resources 0510 Proprietary Slide 19
  20. 20. Questions Cathleen M. Hampton Hampton Resources Cathleen.hampton@hamptonresources.com www.hamptonresources.com (703) 794-9442© Hampton Resources 0510 Proprietary Slide 20

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