Telework

Here are ways to help employers and employees establish successful, mutually beneficial teleworking situations:

• Establish expectations. Set ground rules at the beginning so employees understand their responsibilities and tasks to complete while teleworking.
• Create an efficient workspace. Encourage employees to create an appropriate work area with all the necessary tools, including a computer, software, Internet connection, phone lines, etc.
• Set regular work hours. Require that employees maintain normal work hours and be accessible via email and phone while teleworking.
• Start small. Try allowing employees to telecommute one day a week to see how it works.
• Make it official. Ask employees to sign a simple document outlining your company’s expectations of employees while teleworking. Include guidelines such as minimizing distractions and interruptions and not taking care of family members during normal working hours.
• Be flexible. Ask that employees be flexible and willing to go into the office if needed. If an employee has to go into the office during a regularly scheduled teleworking day, consider allowing the employee to telework a different day that week instead.

Compressed Workweek

A compressed work schedule allows an employee to work normal workweek hours in fewer days. That means a full-time employee, who is required to work 80 hours every two weeks, is allowed to work those hours in less than 10 days. This arrangement results in fewer commuting trips.

Flextime

Flextime allows employees to start work earlier or later with a corresponding ending time to avoid driving during peak hours. In most situations, employers expect employees to work during predetermined “core hours” of the day, such as between 10 a.m. and 3 p.m. Flextime allows employees to find a better balance between their professional and personal responsibilities and commitments.