Establishing the Arrangement

Establish clear expectations. Supervising work from a distance comes with unique challenges, as it can be difficult for an employer to see how busy an employee is when the supervisor cannot physically see the employee. Determine the amount of work an employee can reasonably accomplish in a given amount of time, and quality measures should be established to ensure that the quality of the work meets corporate standards. Employees and supervisors should also have opportunities for supervisory review, whether it is regularly scheduled or spontaneous, to help bridge the distance and manage expectations.
Determine a schedule. Supervisors and managers need to be aware of when the employee is going to be working, and will want to verify that the employee is available during standard hours of operation. Communication is critical, as both the employers and employees need to be aware of when the employee is expected to be available via phone, email or online.
Address dependent care. Although many look to teleworking for flexibility so that they can be around to provide care to dependents in a time of need, employers should consider establishing a policy concerning dependent care (whether it is children or adults) while teleworking. Many employers employ policies that requires remote workers to not provide care to dependents while teleworking, ensuring that the employee is focused on business during work hours. At the same time, it is important to consider the employee's needs in a teleworking arrangement. Allowing care for a relative on a temporary basis could be allowed in certain situations, but for those teleworking full-time, employers should consider prohibiting dependent care over an extended period. No matter which policy employers decide to implement, it is something to be considered when laying out the rules.

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9 Tips that Establish a Teleworking Policy

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