Many employers are contemplating whether all employees will return to the worksite or to continue providing a work-from-home option. Here are some considerations.

1.Have a well-written work-from-home policy, also known as telecommuting.

2. Communicate telework expectations, work-from-home policy and remind employees all company policies and codes of conduct apply as if work were being conducted at employer’s physical location.

3. Non-exempt employees working remotely must agree to accurately record time worked and to take all meal and rest breaks mandated by law.

a. To prevent confusion, employees should work their regularly scheduled hours

b. Unauthorized overtime policy – have one. Employees should use the company’s software to clock-in and out and if your company prohibits unauthorized overtime, communicate to employees that any potential overtime should be approved prior to it being worked.

4. Exempt employees, exempt from FLSA provisions such as overtime, must be paid for any amount of work performed in any workweek.

5. Reimburse employees for “necessary work-related expenses”. Unavoidably, employees will use their Internet and cellphones for work. If this is the case, it is recommended that a stipend be provided.

6. Take corrective action for policy violations.