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What are the pros and cons of telecommuting.

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  1. 1. Telecommuting Alternative Work Schedules
  2. 2. Telecommuting Compensable Work Time <ul><li>Waiting time is compensable if the following factors are considered: </li></ul><ul><li>The degree of control the employer is exercising over the employee during this time </li></ul><ul><li>Whether the employee is able to use the waiting time for his/her own purposes. </li></ul>
  3. 3. Travel Time <ul><li>You do not have to compensate for travel time between home and work. </li></ul><ul><li>However if travel occurs from job site to job site within the same work day then travel is compensable. </li></ul><ul><li>Activities considered preliminary and postliminary are not compensable these can include: organizing materials, turning on or off computer. </li></ul>
  4. 4. Telecommuting Policy <ul><li>The best jobs for telecommuting are those that require minimum physical activity, low overhead requirements, have definable and measurable goals and long term deadlines. </li></ul><ul><li>Employees who would be good candidates for this would be those who are highly productive, have a high level of job skills, are steady under pressure, are well organized, meet deadlines and do not need a lot of supervision. </li></ul>
  5. 5. Policy…. <ul><li>3. Working from home is not a substitute for dependent care </li></ul><ul><li>4. What equipment will be needed and who will provide it. </li></ul><ul><li>5. The employer should retain the right to inspect a home work place for safety </li></ul><ul><li>6. Ensure all proprietary information and documents are protected. </li></ul><ul><li>7. Determine minimum technology employee will need to have. I.e. dedicated phone line, fax machine, dependable internet. </li></ul><ul><li>8. Work hours, performance and communication. </li></ul>
  6. 6. The positives of Telecommuting <ul><li>There is no travel time/saves on gas </li></ul><ul><li>More time with family </li></ul><ul><li>Reduces absences </li></ul><ul><li>Reduced stress/better able to balance work/home life </li></ul><ul><li>Can better accommodate those with disabilities </li></ul><ul><li>No late or non arrival employees </li></ul><ul><li>Relocating is not a consideration </li></ul><ul><li>Employers can appeal to a larger pool of applicants. </li></ul><ul><li>Costs less for company in heating/cooling and office space. </li></ul>
  7. 7. The Negatives of Telecommuting <ul><li>More work for employer to keep track of hours/productivity </li></ul><ul><li>Security of company files </li></ul><ul><li>Is the employee able to separate work from home </li></ul><ul><li>Less time spend with team/no access to resources that may be only found at work </li></ul><ul><li>Potential for jealousy from other co workers </li></ul><ul><li>Less access to your employees </li></ul><ul><li>Expenses for telecommuter to set up home office </li></ul>
  8. 8. Real Life Examples <ul><li>British Telecom saw a 31 %rise in productivity amongst its 9,000 teleworkers </li></ul><ul><li>AT&T found 2/3 of its workers stayed even if offered jobs by competitors due to their telecommuting policy </li></ul><ul><li>JD Edwards found that teleworkers are 20-25% more productive than their office counterparts. </li></ul><ul><li>American Express teleworkers produce 43% more business then their office counterparts </li></ul><ul><li>Best Buy: With ROWE, (Results only Work Environment) salaried employees are required to put in only as much time as it actually takes to do their work. Hourly employees in the program have to work a set number of hours to comply with federal labor regulations, but they get to choose when they do it. </li></ul>
  9. 9. Alternative/Alternate Work Schedules
  10. 10. Definition <ul><li>Allowing full-time employees to eliminate at least one work day every other week by working longer hours during the remaining days . </li></ul><ul><li>Flextime - employees are allowed flexibility in their daily work schedules. </li></ul><ul><li>Compressed Workweek- Employees work fewer but longer days. </li></ul><ul><li>Staggered Shifts- Shifts are staggered to eliminate the number of employees arriving and leaving a worksite at one time. </li></ul>
  11. 11. Examples of Work Schedules <ul><li>5/40 The traditional 5 day 40 hour work week, usually eight hours a day, Monday through Friday. </li></ul><ul><li>4/40 Work is scheduled over 4 days a week, taking one regularly scheduled day off each week </li></ul><ul><li>9/80 Work is scheduled over a nine day work period as opposed to a ten day work period, taking a flex day off every second week </li></ul><ul><li>5/40 Variation Work longer hours for four days, and work a half a day on Friday. </li></ul>
  12. 12. Negatives of Alternate Work Schedules <ul><li>These schedules place more responsibility on both the employee and the supervisor </li></ul><ul><li>Requires a greater measure of trust between both parties </li></ul><ul><li>You will have to decide policy on how you will deal with holidays, and time off. </li></ul><ul><li>The employee’s performance can be affected (mentally and physically draining) </li></ul><ul><li>Stress for the employee having to juggle long work days and family life. </li></ul><ul><li>The U. S. is behind other nations for allowing flexible work schedules of the 21 high income countries studied the U.S. finished last. </li></ul>
  13. 13. Positives of Alternate Work Schedules <ul><li>Saving travel time and gas expenses </li></ul><ul><li>Better retention of employees because of the flexibility of work schedule </li></ul><ul><li>Ability to focus on projects long term without interruption </li></ul><ul><li>You can make your personnel available outside normal working hours </li></ul><ul><li>Drop in absenteeism </li></ul><ul><li>Improved job commitment by employees </li></ul><ul><li>In general it gives employees 52 extra day off a year for personal commitments </li></ul><ul><li>Employees do not feel they are in rigid environment </li></ul>
  14. 14. Requirements <ul><li>Have core hours that need to be covered and be flexible with the rest </li></ul><ul><li>Review on a recurring basis to see if it is working for the employee and the organization </li></ul><ul><li>Run a pilot program (1 or 2 departments) to try it </li></ul><ul><li>Some departments may not lend themselves to this but have a criteria set up to determine who can participate </li></ul><ul><li>Have a form employees must fill out to request this type of schedule </li></ul><ul><li>Determine if break periods will be allowed to be used to shorten the work day </li></ul><ul><li>Make sure hours/days are evenly distributed so coverage is adequate </li></ul><ul><li>Any employee may chose to not participate with no penalties. </li></ul>
  15. 15. Alternate work schedules gains attention from lawmakers <ul><li>December 2007 (D) Edward Kennedy and Carolyn Mahoney introduced a bill called Working Family Flexibility Act “it would grant employees the right to request reduced hours or an alternate work schedule.” </li></ul><ul><li>May 2008 (R) Catherine McMorris Rodgers introduced the Family-Friendly Workplace Act “private sector employees would be able to work overtime and bank those hours as paid time off.” </li></ul><ul><li>California in August 2008 proposed allowing employees to voluntarily work 10 hour work days without overtime. </li></ul>
  16. 16. Sources <ul><li>United States office of Personnel Management </li></ul><ul><li>United States Department of Labor </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li>www.eafinc </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul><ul><li> </li></ul>