Affinity HR Group Q&A
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Q: In the northern States, this is the time when we get snowstorms. We have a new office network which enables access to the network remotely. Some of our Customer Service Representatives live far away. There’s nothing about it in our handbook—can we let them work from home on an ad-hoc basis?
A: Sure, flexible work arrangements are increasingly prevalent and can help minimize the office disruption that can occur with inclement weather occurrences. A couple of things to keep in mind, though. First, always require approval for ad-hoc work changes. You will need to decide if this new flexibility is a right or a benefit. If the latter, it should require approval and be well managed. Second, hourly, non-exempt employees (which is how most Customer Services Representatives should be classified) will need to be paid for all time worked—even after hours. Be sure to arrange in advance how you will track each CSR’s hours when working from home. Finally, you should take the time now to establish what your work from home policy is so that you are not inconsistent in your approach or management going forward.
