Rules for Telecommuting

Telecommuting, both for company employees and for the increasing number of full-time gig workers, is becoming the norm and not the exception. If you own a business, how you deal with the day-to-day implications of this new normal, not to mention its financial aspects, can make a world of difference in making telecommuting successful.

Telecommuting Explained

While some people may see working from home in their pajamas as the stereotype of telecommuting, it is quite different, often involving employees who work out of a satellite office or on the road. With technology that includes email, video conferencing and smartphones, working remotely can involve significant interaction with customers and other employees.

Still, telecommuting can be a relatively solitary existence, so it is important that you select telecommuters carefully. You should be confident that the employees or contract workers selected are capable of working on their own, while agreeing to predetermined work hours and availability. Review this arrangement after the first month and again after three to six months to ensure it remains a viable solution.

Making it Work

Employers will want to make sure they understand state and local rules governing remote employees, especially when multiple states are involved with different tax and employment rules. If you work with remote freelance or gig workers, understand those rules that differ by state so that you understand all your obligations thoroughly before entering into any agreements.

To protect your company, secure all its technology according to the latest standards. This means virus and malware software on phones, computers and other equipment, which your company should issue to all employees to help prevent security problems. If you work with remote contractors, require the same protections from them to protect your company.

Your jurisdiction may also require additional financial protection in the form of various types of insurance. If you work with remote contractors, you may require certain types of coverage, including liability insurance. If your employees work remotely, they will need the same mandatory insurance, including unemployment and worker’s compensation insurance, as in-house employees receive. Talk to your insurance professional to learn more.