What are wage-and-hour implications of tracking time for telecommuters? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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What are wage-and-hour implications of tracking time for telecommuters?

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in Human Resources,Overtime Labor Laws

Q. We recently started permitting two of our employees to telecommute on certain days of the week. We are concerned with tracking these employees’ hours. What are the wage-and-hour concerns we should be aware of for telecommuting employees?

A. Telecommuting has recently become a popular work option. It gives employers and e­mployees alike more flexibility in terms of hours worked. For two-earner families, telecommuting can make child care easier. For almost everyone, it’s a practical way to cut commuting costs. In a sluggish economy, telework—which reduces office space needs—has emerged as a way to avoid layoffs.

However, allowing telecommuting is not without risk under the Fair Labor Standards Act (FLSA).

FLSA complaints from home-based workers often center on working through breaks and meal periods, travel time to attend meetings, responding to after-hours phone calls and emails and general waiting time.

To limit the potential liability associated with telecommuting, employers should consider the following:

  • Identify jobs and employees best suited for possible telecommuting arrangements, because not all jobs are appropriate for telecommuting.
  • Do not reclassify a nonexempt employee to exempt or reclassify the employee as an independent contractor simply because the employee is choosing to work outside the office.
  • Require strict recordkeeping of hours worked, breaks and all overtime.
  • Develop a policy to ensure the security of computer files and other company-related materials.
  • Require a written agreement or written terms of em­­ployment that set specific restrictions on work hours. Require advance approval for all overtime work.

In short, it is important to remember that nonexempt telecommuting employees must be paid for all of the same “hours worked” as employees who don’t telecommute.

{ 1 comment… read it below or add one }

anna May 21, 2013 at 7:38 am

In order to track the time and hours worked, we use Worksnaps (http://worksnaps.net). A unique service that tracks the project time of your team with verifiable work evidences. It helps you to improve the visibility and accountability of how time is spent. It is simple, automatic and effective. Worksnaps also helps you visualize how your employees work in real time, ensure your contractors stay on task and pay for actual hours.


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