Remote Workers – Accountability

Toronto Labour Lawyer Brian Bell: There are many situations in the workplace where remote workers are cost effective and efficient. Mobile technologies and wireless communications, along with online work applications, make it easy for corporations to support this type of work arrangement.

Working from a remote location allows flexibility to be a great factor, which has pros and cons for both the employer and employee.

For the employee, working remotely can help with such things as travel costs and child care considerations. For the employer, remote work can be a positive recruitment and retention tool. Still, it is worth remembering, that employers should keep an eye on what remote workers are up to. In this case from the US, an employee was caught outsourcing various jobs to China:

While Bob physically reported to the company that hired Verizon to investigate him, he also padded his income as a contract worker for other local firms, for which he also relied on his Chinese outsourcing arrangement.

Setting rules and goals can help keep off-site employees accountable for their work. These provide the criteria for what is expected from the remote worker, and how they will be evaluated. Ongoing communication will allow for clarity on tasks, and keep remote employees in the loop. They will feel informed and still part of ongoing daily activities, thus keeping productivity at a high level.

Attendance of office events in person, especially to celebrate successful team projects, can also help off-site employees stay connected and not feel overlooked.

However you choose to stay in touch with employees, remember that constant feedback allows for a strongly connected workplace, and decreases the chances of miscommunication and trouble down the road.

Brian Bell is a Labour and Employment Lawyer with Pace Law Firm in Toronto.