Q. I recently allowed one of my hourly employees to telecommute full time. What actions must I take to ensure proper payment of her wages?
A. If the employee is nonexempt, it is crucial for both of you to maintain precise records of her work hours, including meal and rest breaks. You must determine how you will monitor these hours and breaks, and also how wage payment will be made. Mail or direct deposit may be more fitting for telecommuters.
You should also have a policy regarding off-the-clock work and unauthorized overtime.
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