Telecommuting–
How Our Program Works
An Employee Communication Presentation
Introduction
Telecommuting or telework is becoming a popular
alternative work arrangement as employers look for ways
to respond to soaring operating costs, possible
pandemics and other business continuity issues.
Many employers implemented short-term telecommuting
practices in response to the September 2001 terrorist
attacks and to Hurricane Katrina.
Other companies regard telecommuting as a way to
proactively balance their business operating needs with
employee work-life needs.
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Introduction (cont’d)
In light of these economically challenging times and as
technology has evolved, more employers are considering
starting or expanding telework arrangements.
A survey conducted by World at Work on telecommuting
practices found that the number of U.S. telecommuters
increased 39 percent, from 12.4 million in 2006 to 17.2 million in
2008.
This sample presentation is intended for presentation to all
employees. It is designed to be presented by an individual who
has knowledge of the employer’s telecommuting programs.
This is a sample presentation that must be customized to
include and match the employer’s own telecommuting program
and policy.
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Agenda
During this meeting, we will review:
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How our policy defines telecommuting.
Benefits of telecommuting to the employee.
Benefits of telecommuting to the company.
Criteria for selecting telecommuting employees.
Telecommuting application process.
Tips on being an effective telecommuter.
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How Our Policy Defines Telecommuting
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(Note to presenter: Customize for your company!)
Here at [Company Name], we define telecommuting as [fill in
your own company definition and description of the program.
The description should include information about working from
either an office in their home or a telework center which is
different than the company headquarters or other company
facility].
We may use the word telework to describe the telecommuting
work arrangement during our discussion today and in the
company policy.
Today you will receive your copy of our new telecommuting
policy. Be sure to add this policy to your copy of the employee
handbook. If you do not have a copy of the employee
handbook, you can obtain an electronic copy on the company
intranet. Look under [insert your company title and other
identifying information].
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Benefits of Telecommuting to the Employee
Survey data has indicated employees who telecommute benefit with
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Greater productivity.
Increased job satisfaction.
Less stress and better health.
Lower commuting costs.
More flexibility to balance and manage work and home
responsibilities.
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Benefits of Telecommuting to the Company
Survey data shows that companies benefit from
• Increased productivity.
• Increased job satisfaction, leading to increased
employee retention and lower recruitment costs.
• Relocation cost savings.
• Reduction of office space and corresponding
expenses.
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Criteria for Telecommuting
(Note to presenter: Customize for your company!)
According to our policy, the selection criteria for
telecommuting employees include employees who:
• Have demonstrated a thorough and productive
understanding of their job, which for some positions
can take up to 6 months of continuous employment
with our company.
• Have demonstrated a consistent and acceptable
level of productivity and quality by receiving a
“meets” or “exceeds” performance evaluation within
3-6 months of their telecommuting request.
• Demonstrate the ability to work independently with
minimal levels of supervision.
• Perform job duties which are not location-specific
(e.g., receptionists cannot be telecommuters).
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Criteria for Telecommuting (cont’d)
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Have a location with a dedicated workspace free from
distractions.
Working parents or those who have caretaking responsibilities
and will be working from a home office must have viable
childcare or caretaking arrangements. Telecommuting should
not be considered a substitute for these arrangements.
If there are numerous telecommuting requests within a
department, seniority may be used as a determining factor.
Telecommuting may be used in response to modified work,
light-duty assignments, or requests for reasonable religious
and/or ADA accommodations.
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Questions? Comments?
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Telecommuting Application Process
(Note to presenter: Customize for your company!)
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All requests to telecommute must be submitted in
writing to your immediate supervisor.
An explanation as to why you will be an effective
telecommuter must accompany all requests.
Allow 2-3 weeks for management to review
requests.
Immediate supervisors will review and recommend
further action.
HR will notify employees of decision.
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Questions? Comments?
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Tips on Being an Effective Telecommuter
• Create a productive workspace free from household
distractions if you are working from home.
• Verify you know how to operate all company-provided
equipment and that you have alternate plans should you
encounter problems. (The company provides
telecommuters with computer equipment and will
reimburse reasonable Internet access expenses.)
• Use company-provided communication tools to keep in
contact with your manager and colleagues on a regular
basis to manage feelings of isolation.
• Schedule in advance with your manager the day(s) you
will be in the office to verify that space is available.
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Questions? Comments?
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Summary
• Telecommuting is becoming a popular alternative work
option.
• It can be a win/win solution for both employers and
employees.
• Our company telecommuting program will start [insert
date here].
• Employees must apply to participate in our company
telecommuting program.
• Telecommuting is not a suitable option for all jobs or all
employees.
• More information and our company policy can be found
on the company intranet.
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Meeting Evaluation
Please be sure to complete and leave the evaluation sheet you
received with your handouts.
Thank you for your attention and interest!
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