As a result of the COVID-19 pandemic, many businesses have shifted to a remote or a hybrid work-from-home model. However, when it comes to implementing this style as a more permanent option, there are additional pain points. Have you considered how you will communicate company policies to your employees? Unfortunately, there is no exact methodology to follow when administering these policies.
Unsure where the best place to start is? Keep reading as we dive into the eight considerations to keep in mind as you move to a remote work environment.
What Roles Can Be Performed Remotely?
As you start, it’s a good idea to look closely at the job descriptions of each role within your organization. Some positions may be customer-facing and require face-to-face interactions. Other positions may require onsite monitoring.
Will You Use A Location-Based Or Value-Based Compensation Model?
Many businesses follow a location-based model when it comes to compensating their employees. Salaries range based on the geographic location of your employees. However, many businesses have considered a value-based approach due to the rise in remote work. This style of pay is strictly based on the value that the employee brings to the organization.
Are You Complying With pay Equity Standards?
There are multiple reasons one may want to pay onsite workers higher than offsite workers. This can be commute-related, encouraging in-person collaboration, or alleviating communication barriers that come along with working remotely.
Does Your Pay Policy Affect Employee Morale?
Many employees prefer on-site work, whereas others desire to work remotely. Perspectives may vary depending on the employee and how they view the workplace culture. Some employees may be more flexible about the idea and more willing to accept less pay to work remotely. Others may not be willing to trade flexibility for compensation. Before finalizing a policy, it’s important to consider not only employee morale but how this plan will affect recruitment and retention.
The Wage And Hour Rules To Consider
The Minimum wage and overtime rules for non-exempt employees, salary thresholds, and job duty tests vary throughout each state. Another consideration is expense reimbursement, meal and rest breaks, and more. It is vital to ensure that your pay practices for onsite and remote employees comply with the applicable federal and state wage and hour laws.
Labor Relations To Consider
Are your employees unionized? As collective bargaining agreements are being negotiated, it’s vital to have a written policy to address work arrangements and compensation for remote workers. Another consideration is to begin working alongside your labor counsel early in the process. This will allow you to build a plan within your bargaining strategy.
Local Tax And Insurance Requirements
Each state has different laws when it comes to managing employee leave and disability programs. These deductions must be completed properly. Consider looking into whether a business regulation is required when you have multiple remote employees within a state.
Building A Written Policy
After building your remote-work compensation strategy, it’s time to take those practices to your employee handbook. Following these clear guidelines will help maintain consistent pay practices, that employees can respect.
GMS' Support
Remote work and hybrid schedules may seem simple; however, many regulations come along with them. As a business owner, there is not enough time in the day to manage all these tasks on your own. That’s when GMS steps in to help. GMS has all the resources you need to remain compliant. Our HR account managers can help you develop and implement a work-from-home and hybrid strategy that works across the board for your business. Learn more today!