Tasmanian Office of the Anti-Discrimination Commissioner 03 www. Why make flexible working arrangements? With a little hard work and creativity, you can create amazing opportunities from conditions that seem to make remote work impossible. Order by newest oldest recommendations. DropBox, OneDrive and other third-party products simplify the process of creating and editing documents in real time, eliminating complications such as redundancy that often occur while collaborating via email. If they work from home, you are exempt from claims….
There are many reasons employees request to work from home: long commutes or scheduling issues can make it an appealing option. Sometimes, it's easier to get focused work done at home than in a busy or loud office environment.
What is flexible working?
How often are the occurances? If your office is in Portland, Maine and your remote worker is in San Diego, is a different issue than 20 minutes away average commute distance. You have to make agreements that anything contained on that computer is property of your company. If they want to start their own competitive business using your computer, you can take the computer at any time.
An account I frequently deal with has this already set up company is in So. California and works from Montana. Many companies are moving to entirely remote and there are solutions out there. If they work from home, you are exempt from claims…. I have tried a lot and never made any money. I wondered is there any real work from home jobs, not Internet scams?
Is it possible to make money from home for real? Until I have been involved in the Social Financial Network called — mmm For the second year running, I got constant profits for two years now. Community banking — people start to help each other by helping with money directly. We are just a small little more than people , successful part of this network. Total network boasts more then 35 people.
Get twice-a-month updates from the blog and occasional subscriber-only tips and giveaways. Work Awesome Work Better. If All Else Fails None of this may work in succession — or at all. Things To Keep In Mind Be prepared with a list of how working from home will benefit your boss and the organization lowering carbon footprint, no commute means more time to work, morale boosting, less downtime, etc. Be ready to move on. Be sure that you have all the fortitude needed to work from home.
Some people need to be at an office to do their best work. Some people prefer not to bring their work home, regardless of how passionate they are about it. Be ready to work. The success of the venture is all on you and how you make it work. Be ready to take that on. Be dressed for work. Mike Vardy an editor on Work Awesome.
We could tell you where his personal productivity parody site, Eventualism and all of his other projects reside on the web, but you'd be best served going to Vardy. Dan Davies on the 25th May. Tahsin on the 25th May. JP Giunta on the 27th May. Already have an account? Log in now to save this page to your account.
Download the best practice guide: Employees are eligible to request flexible working arrangements in the following circumstances: Why make flexible working arrangements? Common flexible working arrangements include: Making your request Setting out a formal written request for flexible work is a good way of starting a discussion with your employer. Here are some tips for writing your letter: If your workplace has a human resources area they might be able to offer you advice and assistance explain your situation and your needs clearly think about how the needs of the business may also be met and suggest options to make it easier for your employer to accommodate your request identify how your proposal might help the business.
For example the change to working hours would allow clients to contact the business at later or earlier hours or allow more staff to be on at peak periods talk to colleagues who might be affected. They may be able to suggest ideas on how to manage the work. For instance, someone else might be prepared to start early and finish early if you want to start late and finish late remember that your proposed change needs to be realistic and workable for everyone ask someone to read over your letter and give you feedback make it clear that you are committed to ensuring that the arrangements work effectively for everyone.
Discussing your request with your employer Here are some tips for talking through your proposal with your employer: Write down a list of the points you want to make and note down any agreements reached in the meeting.
Formal requirements A formal request under the Fair Work Act must be in writing and be given to your employer. Your written request needs to clearly outline: What happens after you make your request? Reasonable business grounds include, but are not limited to: Back to top Related entitlements The Fair Work Act also provides other entitlements that assist employees with caring for children and improving work and family balance. Back to top Right to request checklist Identify flexible working arrangements that would assist you Think about the needs of the business Put your ideas down in writing Consider talking to your employer and colleagues to refine your ideas Make your formal request in writing.
Back to top Case Study Charlotte has been working for Rococo Interior Designs for 3 years as a book-keeper and front desk clerk.
After their discussion, Charlotte provided her request in writing for Felix to consider. Back to top For more information Fair Work Ombudsman 13 13 94 www. Want to save this information for later? Did you find what you were looking for? Stay up to date: YouTube Twitter Facebook Subscribe to email updates. The Fair Work Ombudsman is committed to providing advice that you can rely on.
Make sure that the employee understands applicable policies and understands the criteria for performance reviews. You should also regularly schedule appointments that give both of you a chance to share feedback concerning the new experience. You also must assess your own preparedness before approving a remote-work request. Business owners, managers and supervisors must make a solid commitment to their telecommuting policies and their remote workers to ensure success.
While working daily in the office, you might tend to forget about the employees who work from home. As a result, your traditional employees might begin feeling as though they carry an unfair share of the workload. Similarly, you might have a tendency to choose on-premises employees for raises, bonuses and promotions while ignoring your remote labor force. Also, home-based employees might lose the bonds that they developed with coworkers during their tenure in the company office.
Prepare yourself for the challenges that lie ahead by creating a culture that includes traditional, remote and hybrid workers in every part of your business.
Whenever possible, have your remote workers visit the office on a weekly or monthly basis, to help them keep pace with changes. By creating an inclusive framework, you can prepare yourself to meet the needs of your employees and your firm as you embrace the new employment model.
When you have properly prepared yourself, the deliberate effort required to integrate a new telecommuter into your business will, with practice, become natural. Companies can save substantial amounts of money by using remote workers rather than traditional employees. You can, for example, reduce overhead by renting less office space. Similarly, you can reduce your utility bills and the expense of maintaining HVAC equipment. The use of technology-based management tools can give you a chance to reduce your payroll by consolidating managerial positions.
Remote workers also give your company intangible benefits. When you get your employees off the road during the daily commute, you instantly build eco-friendly credentials that can give your brand a marketing boost.
Also, your company can produce more as expenses decline, resulting in increased profitability. Remote workers enjoy reclaiming time that they previously spent sitting in traffic going to and from work, so they often enjoy a healthier work-life balance than traditional workers.
Being happy and satisfied, your telecommuters can accomplish more and feel a greater sense of loyalty to their employer. Offering telecommuting options to your workers can reduce employee turnover in other ways.
Suppose you have an employee who either has health problems or needs to care for a loved one. In the past, that worker would have to quit their job to accommodate their new circumstances. By allowing such employees to work from home, you let them continue their career and you continue to benefit from their expertise. The ability to satisfy and retain your staff can, over time, reduce recruiting and training expenses and add further to your bottom line.
Although you lose the chance to physically look over the shoulder of your new remote worker, you should have policies, procedures and tools in place that help you ensure accountability from your entire team.
Of course, preparing for a new remote worker is your responsibility. Make sure that you and your telecommuters have a clear understanding of your mutual expectations to avoid misunderstandings. Keep each other accountable by putting your agreement in writing. You can mitigate the impact of the transition from traditional to remote work by creating a trial period.
Such an option allows new telecommuters to gradually increase their time spent working from home, giving everyone involved time to adjust. Monitor performance and satisfaction levels during the trial period and cancel the arrangement if either you or the remote worker underperforms of feels uncomfortable. Companies that embrace remote work have access to global talent pools and have a chance to reduce costs and increase productivity.
Still, you should resist the temptation to adopt telecommuting for the simple reason of keeping up with trends. Your company has particular needs that make it unique, so you should carefully consider if you can benefit from remote workers. Your thorough assessment of your firm will help you begin to understand what jobs you have that employees can do from home.
Moreover, you will also have a chance to learn what jobs require on-premises workers. The evaluation process will help you prepare yourself to wisely respond to telecommuting requests. After all, as the world continues adopting remote work as the new employment standard, you should expect your employees to want to join that trend. At first, you might think that including remote workers in your labor force could disrupt your operation, an open mind will help you recognize opportunities to reduce overhead while boosting employee morale and loyalty.
In fact, if you regard telecommuting as a win-win scenario, you can accept it and then evaluate your employees based on their merits and the reasons for wanting to work from home. Investing in a thorough review of organizational workflows gives you and your team opportunities to improve efficiency and to determine the feasibility of remote employment.
By choosing workers who have shown good work skills, intrinsic motivation and the ability to work without supervision, you can improve the chance of success for your telecommuting program. After validating the quality of a candidate, you can assess other factors that affect their request to work remotely. A person who has good reasons for wanting to telecommute along with the tools and space needed to do their job, you might want to allow your employee to work from home.
After granting a request, you and your employee should be flexible and honest enough to alter or rescind your agreement if the new arrangement fails. Also, knowing that remote employment is a privilege, you can use it in your firm as an incentive for employees to develop the work habits and personal responsibility that can qualify them for telecommuting opportunities.
Working remotely is a great way to improve the lives of your employees while boosting the profitability of your business. Jill Phillips is a freelance writer from Buffalo, NY. She is an aspiring entrepreneur who loves to share her insight on various business topics. When she is not at her desk, Jill enjoys taking long walks with her dog. You can get in touch with Jill jillphlps. Evaluate the Employee You have already learned to evaluate every job within your firm to see if they can be done from home.
What are the new rights?
When you work from home, you. Give up social interaction with co-workers; Lose visibility with management; Must become extremely self-disciplined; Blur the line between work and home; Employees that work from home–either by choice or because their . The letter mentions that the employee has been working part-time from home on an informal basis. It goes on to request a formal work-from-home arrangement on a part-time basis. If you would prefer to work from home on a full-time basis, here's an example of a request letter to review. Convincing Your Boss to Let You Work From Home consider a reasonable accommodation request to work from home one or more days a week. Although as an individual with a disability, you have the right to request a reasonable accommodation (see the accommodation section on our website), your employer needs to agree.