Offering flexible work policies to employees has countless benefits, including a 67 percent increase in loyalty and billions of dollars saved from resulting reductions in turnover.
Companies should keep legal considerations in mind, though, to ensure that they are protected from court rulings and lawsuits. These include:
- To ensure that flex-work options are available on a non-discriminatory basis, write clear and detailed policies that outline which jobs are available for such arrangements and which are not]. Consider establishing a committee to draft these policies, and seek input from every department
- Managers should discuss the intricacies of the flex-work option with employees, including expected working hours, how performance will be evaluated, and details of the transition. All parties should then sign documents with those elements expressed in writing.
- Consider a short-term trial period with regular check-ins before initiating any large-scale initiatives
- Be aware of the laws requiring employers to accommodate based on family status, such as the parent of a child with medical needs.
- Host frequent town hall meetings and workshops to discuss concerns arising from flex-work, and welcome any opposing viewpoints from non-participants. Open dialogue will help reduce friction and clarify misconceptions that may exist.
- Implement extra security measures for employees who obtain and transmit confidential data remotely, such as the creation of a controlled virtual network. Also, encourage employees to remain up-to-date on virus protection and computer security updates.
With these preemptive strategies, companies can remain safe from liability while still reaping the benefits of a mobile workforce.
