Employers are taking various steps to help offset the economic repercussions of the Coronavirus pandemic, such as providing employees with the use of paid sick leave, paid vacation time, and telecommuting.

A well-written telecommuting policy permits managers and rank-and-file workers alike to know where they stand. It should minimally address these points:

• Identifying the equipment to obtain and/or bring home as well as instructions for reimbursement of reasonable and necessary business expenses, such as cell phone minutes, office supplies, and utilities.
• How and when employees should record all hours worked, including all off-duty meal breaks and paid rest breaks.
• Cautioning employees to minimize background noise and distractions when interacting with others on work conference calls, etc.
• Instructing managers how to manage and adjudicate productivity remotely.
• Protecting any company equipment or confidential information from loss, damage, misuse or theft.
• Communicating the company’s expectations of privacy, confidentiality and safe workplace practices when working remotely. For example, consider including a statement that telecommuting is not a substitute for appropriate child care.

See also:

• Order Our 2020 Model Employee Handbook and Hire-to-Fire Forms (February, 2020)
• Are Shoes Reimbursable Business Expenses? (August, 2019)
• Ain’t No Such Thing as a “Free Call” (August, 2018)
• Wage Deductions (August, 2016)

For further assistance drafting a work-from-home policy or any other Coronavirus workplace concerns, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.

Cindy Bamforth

March 18, 2020