Answer:
The primary problem with permitting employees to work from theirhomes is lack of supervision control. When an employee (especially one inan hourly or non-exempt position, like the job position you describe) worksat home, the employer loses the opportunity to verify hours worked,productivity, demeanor with customers, etc. It takes a highly motivated anddiligent employee to remain formal with customers and productive in therelaxing (and, sometimes, distracting) environment of the home.An additional problem arises with respect to workers' compensation issues.An employee who works for an employer at home is entitled to the sameworkers' compensation coverage as other employees. However, the employer'sability to control the safety of the environment, and the ability of theemployer to document the work-relatedness of injuries, are entirely lostwhen an employee works at home.
On the issue of equipment, most employers that allow employees to work athome do provide some reimbursement for expenses and equipment necessary tothe performance of the job. Employers are not, however, legally compelledto provide such reimbursement.
As to setting a precedent, an employer may treat an employee differentlyfrom another, similarly situated employee, so long as the employer'smotivation for the different treatment is not unlawful.
One additional thought. How is the employee at issue going to be calledby customers when he or she does not reach them and must leave a message?It may be that taking return phone calls from home does not permit yourorganization to project the kind of professional image you desire.
First published on BankersOnline.com 6/4/01
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