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 Welcome to the 2019 NCHR Holiday e-newsletter.
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WORK FROM HOME ARRANGEMENTS: HANDLE WITH CARE
Work from Home arrangements are on the rise in Ontario and across Canada, and at NCHR we have seen a substantial increase in the number of related inquiries from our clients over the past year.
In addition to the benefits of reduced travel (to work), and greater overall flexibility that many employees enjoy, studies also suggest Work from Home arrangements may trigger higher overall production levels, fewer sick days, and higher employee job satisfaction.
Keep in mind that Work from Home arrangements can be full-time, part-time or occasional in nature, and may include coffee shops or summer cottages as the location where work is performed.
But this isn’t going to work for everyone…
Some jobs simply cannot be performed offsite, and some employers just aren’t ready to take this substantial leap of faith, and that’s ok. As well, providing this option to some employees may dis-engage others who aren’t provided the same opportunity, regardless of the reasons why.
So, if your organization is contemplating Work from Home arrangements for staff, please keep the following suggestions in mind:
1. Establish a clear Work from Home policy that emphasizes employer discretion in making decisions about which work-groups and/or which employees are eligible for consideration.
2. Confirm the terms of the Work from Home arrangement with your employee in writing, including clear requirements in the following areas in particular:
- Hours of work, employee availability requirements, and how to reach the employee when necessary.
- Confirmation of job duties, output/production expectations, and how often/when they will be required to attend your work site.
- If applicable, confirm the employee is able to meet internet availability and speed requirements at their new work site.
- Attestation from the employee that their new work environment is ergonomically sound, safe from hazards, contains smoke and carbon dioxide alarms, adequate first aid and other safety requirements.
- Confirmation of the employers’ right to visit the work site if/as required, the right to monitor IT equipment used on employer platforms, and the employee’s requirement to maintain privacy and confidentiality of all company property and proprietary information.
- Clear parameters about what is and what is not permissible as an ‘office expense’.
- The right of the employer to make unilateral and fundamental changes to this flexible work arrangement, including discontinuing the arrangement at its discretion based on the needs of the business and/or when it is deemed an employee should no longer be provided these privileges.
3. Managers are encouraged to maintain constant communication with their ‘remote workers’, including providing opportunities for collaboration and teamwork, either using technology and/or by requiring the employee to attend meetings at the work site from time to time.
Work from Home arrangements can mutually benefit employers and employees to a great extent when executed properly, and in these times of intense competitiveness for talented employees, offering this flexible benefit to a future star may be the deciding factor in their decision to join your organization.
If you have any questions about implementing your Work from Home program, give NCHR a call. We will be happy to assist you.
Wishing all of our clients and friends a very Happy Holiday and New Year filled with Peace, Joy and Prosperity.
Happy Holidays from NCHR!
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Contact us for more information: info@nchr.ca - 905-818-NCHR - http://www.nchr.ca
This e-newsletter from NCHR Consulting & Recruitment Services contains important information about HR related legislative updates and other best practice suggestions and lessons learned, to help you better manage your business and employee situations.
NCHR e-newsletter: #23, December, 2019
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