You work from home as a full- or part-time employee of a bona-fide business. Have you signed a telecommuting agreement?  Telecommuting agreements can be beneficial to both the employer and you, the employee.  Like any binding contract, telecommuting agreements are often designed to protect the rights and interests of both parties in the case of a future dispute or misunderstanding. 

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  The essential parts of most standard telecommuting agreements outline payment, work hours, leave, information security, and safety guidelines.

 

Other conditions set forth in your telecommuting agreement may include:

 

Work Location—You may be required to designate a primary “telework location”; identifying a work location grants important contact information to employers and others who may need to reach you during the work day; it also relieves employers of major liability in the case of your off-location injury or damaged equipment.

Overtime—As a telecommuter, you may be more likely to work off-hours, often leading to overtime.  Your telecommuting agreement may expressly prohibit overtime hours, or provide strict protocols for attaining approval to work overtime.

Reimbursement—The cost of operating a  home office vary from one employee to another; some employers cap incidental costs at some rate for all employees, and other employers vary the reimbursement rate according to rank and job role.  Still others claim no responsibility for any out-of-pocket home office expenses.  Standard expense reporting for travel, accommodation, etc. may be discussed in your telecommuting agreement as well.

Business Owned Equipment—If you have position of or access to any company equipment, your telecommuting agreement should offer direction as to its official procurement, maintenance, and use.

Dependent Care—A common concern of telecommuter’s and their employers is the issue of dependent care in the home. Should you have a dependent in your care, the terms set forth in your telecommuting agreement will clarify your employer’s position on the matter, as it pertains to your normal, scheduled working hours.

Federal Filing Regulations—Your telecommuting agreement may stipulate that any state, federal, or other tax or filing consequences as a result of your telecommuting status are your sole responsibility.

If your company has not yet drafted a Telecommuting Agreement, you might offer it as a suggestion to your Human Resources manager.  You may, together with colleagues, even be able to influence the conditions presented in the agreement.  After all, not knowing a company’s expectations of you as a telecommuter may not protect you in the case of your misinterpretation of the terms of your employment.