What are the pitfalls of having people work from home?

Many companies now allow employees to work from a home office, either on a part-time, full-time or temporary basis. With access to electronic data and the Internet, employees can connect to the office and communicate through email, telephone and text messaging.

To avoid pitfalls that might surface after putting someone to work in a home office, it is good to review various aspects of the employee’s job, job performance, operational considerations and the effect on other employees.

Questions to Consider

Consideration should be given to the following: 

• Are there any job performance issues? Is the employee currently doing a good job? Is the employee new, under any improvement plan or on probation?
• Is the employee following all company policies and procedures?
• Is the employee dependable, reliable and punctual in reporting to work?
• Is the employee able to work independently without direct supervision or monitoring?
• Does the employee’s job title/duties allow them to work outside the office?
• Does the employee have the necessary equipment to work at home? If not, who will pay for the set-up cost of equipment? Who will pay for monthly expenses such as the telephone, Internet access, equipment breakdowns, etc.? 
• Does the employee have an adequate place to work at home that is free from noise and distractions?
• Does the employee have a medical condition that requires an accommodation, such as reduced working hours, no travel or bed rest? Is the employee able to do the essential functions of the job with accommodation?
• How long will the telecommuting last?
• What information can help the company structure a relationship that minimizes the risk of a workers’ compensation claim?
• What will the company do about other employee requests to work from home?
• How will the employer communicate with the employee? And how will work hours be tracked?
• Will the employer have an understanding about terminating the option to work from home with notice? And if so, how much notice is adequate?
• Will employee performance suffer or improve from working at home?
• Is the lack of socialization from not being around other employees going to be a factor?
• Is a trial period anticipated before a decision is made about any long-term commitment?
• Will the employee have access to office space should he or she want to return to work in the office?
• Will confidentiality be compromised when information is accessed and retained off site?
• Will the employer be able to track employee performance? And if so, how will the employer address problems?

Check with Legal Counsel

Being flexible about employee needs in regard to work accommodation has helped companies retain experienced personnel who otherwise may not have been able to continue their employment due to a move, personal illness or that of a family member who needs care in the home. Before adopting any telecommuting arrangement, it is recommended that you check with your legal counsel.