Nine 'Best Practices' For Telecommuting

Nine 'Best Practices' For Telecommuting

Executive Decision  Enterprise managers determine which jobs are appropriate for telecommuting, not employees.

Nine 'Best Practices' For Telecommuting

Qualified Privilege  Employees must meet performance standards to be considered, including the ability to work independently and productively with a high degree of accountability.

Nine 'Best Practices' For Telecommuting

Revoked Rights  Managers should allow for one week's notice if they decide to terminate a telecommuting agreement.

Nine 'Best Practices' For Telecommuting

Expense Report  Additional expenses incurred by telecommuting employees can be reimbursed if pre-approved by managers.

Nine 'Best Practices' For Telecommuting

Timely Concern  Telecommuting does not change the amount of hours that a staffer works.

Nine 'Best Practices' For Telecommuting

Parental Duties  If children are present in the place where a worker telecommutes, another individual must be present to provide care.

Nine 'Best Practices' For Telecommuting

Attendance Required  Telecommuters must be present at all mandatory meetings. Managers will determine if teleconferencing is acceptable on a meeting-by-meeting basis.

Nine 'Best Practices' For Telecommuting

Proprietary Interest  Regardless of whether the telecommuter uses his or her own computer or an enterprise-furnished one, all corporate data and sensitive information remains the property of the company.

Nine 'Best Practices' For Telecommuting

Footing the Bill  If the telecommuter uses his or her own equipment, the business is not obligated to repair or service it.