Coronavirus: Tips for Remote Workplaces

The Coronavirus has flipped the “usual” course of business for most organizations. For some – this, unfortunately, means completely shutting down without the prospect of an alternative (i.e., sporting and recreational industries). However, a viable alternative for businesses that can adapt is changing to a remote workforce. Switching to a completely “virtual” workplace can maintain productivity – but presents several legal and logistical challenges. Consider the following tips when making the change:

1. Make sure that you’ve vetted cybersecurity risks.

For certain businesses, such as the healthcare field, data carries significant legal consequences if mishandled. Before permitting offsite work, make sure that both management and employees have adequate tools to minimize risk and maintain legal obligations.

2. Figure out how to track time.

Remote employees that are overtime-eligible must be paid in accordance with the law if they work over 40 hours per week. Make sure that you’ve clearly communicated how to track time offsite so that you can maintain expectations and compliance outside of the walls of the office.

3. Consider workers’ compensation.

Remote employees are eligible for workers’ compensation for injuries incurred during the course of their duties. Make expectations clear so that employees know the process for injuries that occur during the workday at home.

4. Communicate.

It might sound fundamental – however, communication is key to any successful organization, even those that have gone remote. Consider setting regular virtual meetings and related check-in parameters so that everyone is on the same page in such a dynamic situation.

It’s important to remember that during these uncertain times, these key rules of thumb can help maintain stability and consistency. Check out my upcoming webinar on the Remote Workforce for additional feedback and guidance.

If you have questions on this topic, please contact Theodora Stringham at [email protected] or 703-745-1849.

For more legal information in regard to the Novel COVID-19 outbreak, please check out our COVID-19 resource page here »