There are many benefits to adopting a remote work policy. It can save on overhead, increase employee retention and can actually improve productivity. Recently, businesses have been forced into managing a remote workforce due to COVID-19. While there are many legal issues to consider regarding your remote workforce, there are also operation and management based considerations.
Productivity
Did you know that remote employees work an estimated three additional weeks per year than their onsite office coworkers? While that sounds great, managing a remote worker requires a bit more planning due to the lack of personal access. Remote workers can become “out of sight, out of mind.” If you are concerned that some employees may be mismanaging their time, here are a few tips to consider:
- Ask that they accurately record their working time every day.
- Monitor email and other correspondence as long as it complies with your existing company policies.
- Be flexible. Employees may have unexpected issues come up such as a sick child coming home from school early. Try to be understanding, but clearly outlining work vs. family/break time is key to understanding and maintaining worker productivity.
- Consider implementing an expected response time for off-site employees.
Data Security
Remote working can happen anywhere or on any device. It will be up to the employer to identify processes and protocols regarding sensitive company information. To control and reduce any potential data breaches, you could restrict the ability to download or print certain documents.
You could also consider utilizing an IT solution called desktop as a service. Desktop as a Service is a cloud-based IT solution that gives your employees the ability to log into a secure server for all necessary documents and workflows. Using this IT solution allows your remote workers to seamlessly transition from home to work without ever truly leaving your network.
Resources and Expenses
As the employer, you are tasked with providing the necessary resources for a remote worker including technology like computers, phones, office supplies and potentially even covering portions of cell phone or internet costs. In your remote working policy, clearly outline all resources you will be providing, resources you won’t be providing and what is acceptable for reimbursement.
Leave No Stone Unturned
Building a work-from-home policy can be challenging. Like a traditional employer-employee work relationship, trust must be at the forefront in order to lead and manage a productive workforce.
Running a business or business unit comes with many responsibilities. From company formation to business litigation, the experienced attorneys at Cipparone & Cipparone are here to assure that your business is safe from liability and set up for future profitability.
**This blog is for general informational purposes only. Cipparone & Cipparone, P.A. does not distribute legal advice through this blog. As such, this blog does not constitute legal or other professional advice, and no attorney-client relationship is created between the reader and Cipparone & Cipparone, P.A.
Tags: remote working, Retail BusinessCategorized in: Cipparone & Cipparone Posts