Deloitte, one of the world’s largest professional services firms, recently announced a new remote work policy, allowing many of its employees to work remotely for up to two days per week. The policy has been well-received by workers looking for more flexibility, but it raises questions about the legal considerations, productivity, and career development opportunities that come with working remotely.

Legal Considerations

When transitioning to a remote work policy, employers have to consider the legal implications. For example, Deloitte’s policy states that employees must comply with “all applicable laws and regulations” when working remotely. This means that employers must follow the same labor laws for remote employees as for those who are on-site, including minimum wage and overtime regulations.

Additionally, employers must take into account the laws of the state where the employee is located, as these may be different from the laws of the employer’s state. For example, some states may require employers to provide workers’ compensation and unemployment insurance for remote employees. Employers should be sure to check the laws of the state where their remote employees are located to ensure compliance.

Productivity

One of the biggest challenges of working remotely is staying productive and engaged. Employers should provide their remote employees with the tools they need to stay on track. This could include setting up regular check-ins with supervisors and providing access to virtual team collaboration tools like Slack or Zoom.

Employers should also give employees clear expectations and deadlines to ensure that tasks are completed on time. Deloitte’s policy includes a section on productivity, outlining the company’s expectations and providing resources to help employees stay productive.

Career Development

Working remotely does not have to mean sacrificing career development. Employers should create opportunities for remote employees to grow and develop their skills. This could include providing access to online courses and podcasts, offering mentorship programs, and hosting virtual team-building activities.

Deloitte’s policy includes a section on career development, outlining the company’s commitment to providing remote employees with the same opportunities as on-site employees. Deloitte also provides resources on how to stay connected to the company and the work, as well as how to stay engaged and develop professionally.

Conclusion

Deloitte’s new remote work policy is a great example of how employers can create an effective and supportive environment for remote workers. By considering the legal implications, providing the necessary tools, and investing in career development opportunities, employers can create an environment that is both productive and supportive.