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As gas prices climb, employee requests to telecommute rise as well. Dallas employment lawyer Keith Clouse advises employers contemplating a telecommuting policy to consider the following points.
In addition to environmental gains, telecommuting may benefit an employer in several ways. For example, an employer can hire the best job candidate, even if the candidate lives far from the office, and the employer may be able to retain key employees. Second, overhead costs may decrease, especially if employees share work space and office equipment. Labor costs may also be reduced if employees are willing to work for less pay in order to avoid long commutes. Finally, employee morale and motivation may increase.
But disadvantages do exist. Many employees are not ideal telecommuting candidates and many homes are not well-equipped for office work. Some managers question their ability to manage from a distance and office workers may undervalue telecommuters’ contributions. Finally, not all work is conducive to telecommuting since some tasks require close interactions with others.
Advance preparation will help an employer create a successful telecommuting experience. First, the employer should choose the right employees—motivated, independent, and trustworthy “self-starters.” An employer should then clearly define its expectations regarding tasks and the telecommuter’s availability. Finally, an employer should maintain frequent communication with its telecommuting employees to foster productive relationships.
If you would like to discuss a telecommuting policy with a Dallas employment lawyer, contact the employment lawyers at Clouse Dunn LLP at info@cdklawyers.com.
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