During the COVID-19 public health emergency there has been an increase in the number of businesses allowing, or even requiring, employees to work remotely. As a consequence, businesses are having to evaluate how to adjust their policies and procedures in order to continue to comply with employment laws when the parameters of the workplace have changed. Businesses are tangling with issues ranging from how to have employees properly track remote hours worked to how to protect confidential information when the information is regularly being accessed remotely. Williams Parker recently hosted a webinar addressing the forgoing issues and several others including:
Telework agreements help to set expectations for employees work i ng remotely. T hese agreements can emphasize confidentiality, time keeping requirements, and productivity requirements.
Just because employees are working from home does not relieve employers of their responsibilities under various employment laws. Employers may have to find new approaches to ensure legal compliance. Further, the Family and Medical Leave Act, the Emergency Paid Sick Leave Act, and the Emergency Family and Medical Leave Act all apply to remote workers.
With changes in how employees are providing services, there may be a need to review and update policies to ensure that policies are reflective of the “new” normal.
For example, employers may want to update vacation/PTO policies to specifically confirm employer discretion and expectations for use of PTO moving forward.
The webinar, which also includes discussion of workers’ compensation issues relating to telework and COVID-19, is available to view on-demand at www.williamsparker.com/business-solutions.