Remote working is slated to be the future of our global workforce. You might be more familiar with its old name: “Telecommuting”. Whatever you call it, the flexibility to work outside an office is the logical next step in a world with smartphones and wi-fi.
2019 has been a big year in remote working, with about 66% of companies in the US employing remote workers. Working outside the office is no longer just for the self-employed or contract employees.
Around the world, 70% of professionals in traditional office jobs work remotely at least once a week. Technology is advancing and, with that, there’s a trend towards an increasingly mobile business model. Both employees and employers benefit from remote working.
With telecommuting arrangements, employers must monitor carefully the work hours of employees who are not exempt from federal Fair Labor Standards Act (FLSA) overtime requirements in order to avoid a violation of unpaid overtime. With employees in compressed workweek schedules, employers must adjust the defined workweek so no employee overtime is incurred; they must make sure that their timekeeping procedures incorporate any state daily overtime requirement and maximum hour limitation.
What other compliance risk does telecommuting bring for Employers:
- Employer’s resistance to telecommuting options
- Overtime Violations
- Off the Clock Work
- State Taxes
- Workplace & Remote Posters
- Employee Handbook & Stand-Alone Policies
- Evaluations & Performance
- Disciplinary Actions
- Discrimination Allegations
- Department of Labor (DOL)/Equal Employment Opportunity Commission (EEOC) Compliance Violations
- How will Foreign employees change Employers business status with remote workers?
- Are Remote Certifications required in some states?
- What privacy & data security concerns are impacted when working remotely and telecommuting?
- How can Employers mitigate workers compensation requirements
