
Nine 'Best Practices' For Telecommuting
By Dennis McCaffertyNine '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.