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Working from home has become very popular in the past decade thanks to the ever-advancing technology that is shaping how people work. There are numerous reasons that most people are opting for remote jobs. Some include being in control, setting own time and schedule, being with children and ailing family members, and traveling the world among many others. Research shows that organizations that have work from home options are at a much better competitive advantage. It is therefore important for business owners to come up with strategies that will work for both the business and the staff. Below are some of the considerations employers should make so as to achieve work from home option success.
Despite the maturity and abilities of an employee, there are roles that must stick in the office. This is why some industries have federal and state mandates that require specific policies for remote workers. Others even scrap remote positions altogether. Some of these roles include those in sensitive and confidential departments such as finance, medical records, and banking among others. However, not all roles are sensitive and there are numerous that allow for the work-from-home arrangement. Companies need to train their employees and offer them data encryption software that will ensure cyber safety. Evaluating the local tax requirements for the remote positions is also a key factor.
It is important for employers to know that not all remote work arrangements are similar. The three most common modern working arrangements are Flex-space, Flextime and Alternative Work Schedules. Flex-space involves a complete work from home setup or an office space that is near the employee’s home. Flextime is the arrangement where workers can select working times or hours that are outside the traditional 9-5. Alternative work schedules normally fit standard work week into non-standard hours so as to fit the individual needs of the business and employees as well.
One cannot give all employees the responsibility of self-driven remote positions. As an employer, have clear criteria for the performance evaluation and other benchmarks that warrant for a remote arrangement. The criteria should be available to all workers and should be evaluated on a performance basis. This will make them more focused and dedicated to meet the qualification criteria.
The agreement should be formal just like any other employer-employee contract. There should be clear terms and conditions for the arrangement and should include set hours, expected work conduct and any other in-office time. If more detailed, the more the terms and conditions, the better.