We are living in a very unique time. Coronavirus, or COVD-19, has swept across the globe, making working on-site virtually impossible. Many businesses now offer remote work to their employees. This alleviates further business issues for both employer and employee.
Before you begin offering your employees remote work options, it is imperative you know the laws associated with remote work. They are as follows:
- Accurate time records
- Internet connections costs
- Lunch and general breaks
- Workman’s Compensation
Accurate Time Records
If you are offering remote work to your employees, keep time records. Choose working hours and then choose a tracking system to record working hours.
Create policies for employees to show record of hours worked. Assert that no overtime occurs without express permission.
Internet Connection Costs
Several states require employers to pay for internet connections costs. The FLSA states that if the costs of internet connections bring the pay of the employee under minimum wage, the employer must reimburse the costs.
Install a system that tracks internet usage. Monitoring employees helps deter employees from perusing the internet during working hours.
Lunch and General Breaks
This is dependent upon your state. Several states require each employee take rest or lunch breaks throughout their shift. Clearly state the times in which you want employees to take their required breaks.
Have employees “clock in/out” using a time tracking system to show times breaks taken. This tracks the work completed by the employee and shows if they are late in returning from breaks. This is the law.
Remote employees working can qualify for workman’s compensation if injured. If the employee experiences an injury during working hours, they can get compensated.
Choose specific working hours for your remote workers and enforce they do not work before or after this set schedule. This will remove confusion and unnecessary lawsuits.
Many people are under the assumption that remote workers must use direct deposit. This is not the case. In the majority of states, the employee chooses if they want direct deposit or not. Some employees may choose a paper check in the mail.
If you have any legal questions about remote work, call the law office of Richard Greenbaum. Mr. Greenbaum is a top business lawyer in California and also offers remote services.
He is knowledgeable of all local, state and federal laws to ease you into the remote working world and will ensure you and/or your business is in compliance with all associated remote work laws.