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Frequently Asked Questions

Considering a telework program? Then the following answers to some common questions may be helpful:

What does Teleworking offer me, the manager?
A successful telework program can enhance results with increased efficiency, improved quality and quantity of work, higher employee morale and job satisfaction, and lower employee retention costs — all of which make you look like a better manager.
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How productive are employees when they are not in the office?
Many teleworkers report that they are able to focus on work better without the distractions of the office. Managers have been pleasantly surprised to find employees more accessible, because they know where they are at a given time. Meeting times are reduced, and employees spend less time socializing.
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How do you know that teleworkers are working?
From their results. If a teleworker is not finishing assignments or meeting deadlines, you’ll know. Set objectives, trust that your teleworkers are spending their time wisely, and then review how each one is able to meet his or her goals. Most importantly, pick the right people for the program. If an employee performs well in the office, most likely they’ll perform well away from the office.
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Will I ever see the teleworker?
The manager decides when and how often a teleworker is away from the office. Most teleworkers aren’t away from the office more than one or two days a week.
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How difficult and costly is it to establish and administer the program?
This depends on several factors:

  • Size of company and number of teleworkers
  • Type of Information Technology used
  • Goals of program

Large-scale programs include a major commitment to planning and implementing. The involvement of the IT Department is extremely important. In general, a telework program could require continued investments of money and staff, but these costs are quickly recovered in other savings (i.e., real estate, parking, improved efficiency, reduced retention/recruitment costs). In some cases, no expenses are involved if the telework tasks do not require a home office set-up.
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How does working at home affect dependent care issues?
Teleworkers should understand that teleworking is not a substitute for dependent care. Although teleworking may be attractive to people who want to be closer to home for personal reasons, dependent care arrangements still need to be made. This principle should be included in your program’s telework agreement, which all teleworkers sign.
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Who pays for charges such as increased electricity and phone charges?
Many employers pay for company phone calls but not for increased electricity from computer use. This should be noted in the telework agreement.
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Is there an ideal percentage of employees who should telework?
This depends on the nature of your business, the type of work performed by employees, the suitability of an employee to work away from the office, the corporate culture, the technology available and the interest of your employees.
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Will everyone want to telework?
Most likely not all of your employees will want to telework. Some employees prefer to keep their home and workplace separate, others prefer the social contact with work colleagues, and some may have jobs that are not suitable for teleworking. We recommend managers offer several options for teleworking full or part time, even if it is only once a month. Keeping an open mind and selecting the right candidates for your program will ensure success.
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How does teleworking affect morale and productivity among workers who continue to work on-site?
This depends on the number of teleworkers, their roles within the company, how each teleworker’s work affects other employees, and how supervisors manage the transition to teleworking. If the transition is not managed carefully, jealousy and resentment can arise from on-site workers who mistakenly believe teleworkers are not really working. In other instances, co-workers are not interested in teleworking but respect those who do. Managers need to ensure that all employees (teleworking or not) are treated equally. Teleworkers should be encouraged to visit the office to maintain personal relationships with colleagues and supervisors.
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Will teleworking cause extra work for other colleagues? Will they be burdened with teleworkers’ work?
This is a common myth, but launching a telework program should not cause any extra work for non teleworkers.
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Do I need to have a pilot program?
A pilot program can offer your company a test-run on teleworking, without full immersion. It’s a great way to experiment with how a telework program will affect your company, helping you find out what works and what doesn’t, and allowing you to improve shortcomings before a full-fledged execution. We recommend a cross section of positions, staff and systems for pilot programs.
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Will employees and supervisors need training before beginning a teleworking arrangement?
Introducing a telework program is a major change and has some risk management concerns, so training is strongly recommended. Training can be as simple as setting up a simulation lab on-site for a few weeks. This method tests the employee and supervisor on how to work without face-to-face contact.
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How do I ensure safety and ergonomic issues?
The company is liable for the safety of employees, wherever they are working. We recommend asking all teleworkers to complete a checklist of their needs before they start teleworking. Ideally, the company would do an ergonomic review of each workplace, provide or reimburse any ergonomic tools needed, and be certain they are set up correctly.
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Can I require employees to telework?
Private sector employers can require teleworking as part of their working arrangement, but most experts do not recommend it unless it is advertised as such up front. Forcing an employee to telework may be counterproductive. And while a job may be suitable for teleworking, some employee's personalities are not. Some people feel out of the loop and isolated working off-site. Others have difficulty managing their time independently or are not able to block out distractions in a remote office environment.
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What if teleworking doesn’t work?
Sometimes teleworking doesn't work. If a teleworker's quality of work declines, treat it as you would any performance issue. Review the telework agreement and give your employees a chance to improve. Your telework agreement should include a clause stating that either the employer or the employee can cancel the telework agreement for operational or performance issues. If projects or environments change, then the teleworking program might have to change too.
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Are there any government incentives for doing a telework program?
In some localities, there are tax credits or funds available to start or expand a telework program. Click here to find out about money available from Telework!VA. You can also check with your local or state government for more information.
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Are there any union issues concerning teleworking?
Unions are most concerned with two telework issues: equality and productivity. The first concern of unions is that they consider teleworking an inequitable employee benefit. Not all employees are allowed to telework, so unions view telework as an unequal benefit.

The second concern for unions is that telework will encourage longer hours and increasingly higher production goals, without equal increases in compensation.

For a successful telework program, companies with unions recommend approaching and working with your unions from onset of your program.
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