Frequently Asked Questions on Telework

Q: What is telework?

A: Telework, also known as telecommuting, is an innovative business solution that gives both employers and employees flexibility by allowing employees to work outside the office. Modern technology such as phone, fax, and the computer connect the teleworkers to their place of employment. Employees may work at home and/or at a local telework center.

Q: Are businesses really using teleworking?

A: Yes. Telework, because of its many benefits, is one of the most rapidly growing trends in business management. Nearly two-thirds of Fortune 1000 companies have telework programs in place and sixty percent of the companies who do not, plan to start programs. Nationwide, the number of telework employees increased from 4 million in 1990 to 11.1 million in 1997. Experts predict that number will reach 14 million by 2000.

Q: Is telework a full-time arrangement for everyone?

A: No. In fact, few teleworkers work entirely from home. The amount of time teleworkers spend outside the office can vary greatly depending on the circumstances of each job and company. Some employees perform certain tasks outside the office, while coming in on an as-needed basis for meetings. Most often, teleworkers spend one to three days a week outside the office.

Q: Why would I want to use telework?

A: Properly implemented, telework can pay real dividends for participating companies. Telework increases employee productivity and can contribute to improved employee morale and retention. Telework can also help reduce a company's bottom line costs. For example, a company can significantly reduce overhead expenses by instituting shared office space and parking for telework employees. And, by helping cut down on traffic congestion and environmental degradation, teleworking companies gain public recognition as innovative businesses and good corporate citizens.

Q: How will I know that my employees are properly supervised?

A: With the right training and management, telework is a win-win situation for employers, employees, and communities. By determining beforehand which tasks could be performed outside the office and which employees are good teleworking candidates, management can eliminate any potential for abuse. Because of the increased flexibility and enhanced quality-of-life telework employees enjoy, abuse is seldom a problem. Telework also acts as an effective time management tool by requiring employees and supervisors to work more efficiently, better clarify work assignments, and adhere to strict deadlines.

Q: How will I reach my employees when I need them? What if a crisis comes up?

A: Managers can set the hours that employees are available or require teleworkers to call in at specified times. Since both supervisors and teleworkers learn to manage their time more effectively, prioritize their tasks, and communicate better, when a crisis happens, managers know where employees are and can usually reach them by phone or e-mail. Many managers say the planning that goes along with teleworking eliminates some of these crises entirely.

Q: Will this require a large initial investment in computers and other office equipment?

A: No. Again, teleworking programs can vary greatly from company to company and the type of work performed from remote locations can vary greatly as well. While the trend is toward using computers for tasks and communication among work groups, many teleworkers do not use computers or other technology on-site or at home. Others save the work that requires a computer and advanced office technology for their days in the office. For many tasks, a pencil, pad, and phone are all that's required.

Most companies take a gradual approach to both establishing their telework programs and making the investments necessary to implement the policy over the long term. Some companies do decide to buy additional equipment; others do not. Many employees are willing to use their own computer equipment or purchase equipment in order to work from home.

Q: Can an employee still telework if he or she doesn't have the requisite office equipment or office space at home?

A: Yes. Telework can be done in a variety of ways and in a variety of locations. Working at home is one option, but for some area workers a conveniently located telework center may be an attractive alternative. These full-service centers provide a professional work environment in a variety of settings (cubicles, shared work stations, and private offices), computer and telecommunications equipment, and other support services, such as photocopier and fax machines.

The local telework center gives employers the security of knowing that their employees can still get the job done when they're out of the central office while providing the work environment that many teleworkers need.

Q: What about ensuring the confidentiality of company materials?

A: A company's materials may actually be more secure in a home office than they are on-site. Few offices are truly secure--items are stolen, people can walk out with material in their briefcases, and visitors can read confidential documents lying on desks. By using logs for documents taken out of the office and locked files in the home office (practices many firms already require for work taken home) materials may be safer with the teleworker.

Q: What about basic employment concerns like worker's compensation, tax requirements of at-home employees, and union considerations?

A: An organization interested in instituting a telework program needs to do its homework. On key issues such as worker's compensation and tax requirements, a company needs to thoroughly investigate applicable legal provisions and spell out responsibilities in a formal telework agreement with participating employees. On more basic issues such as compensation and benefits, the general rule is that these fundamental terms of employment do not change because an employee begins to telework.

Posted August 22, 1997