Use a formal telecommuting agreement that clearly articulates the terms of the arrangement. It should cover company expectations, who is responsible for equipment and appropriate workspaces, scheduling, etc. Most importantly, it should establish telecommuting as an accommodation, not an entitlement, that can be modified at-will by the employer, should company requirements change.
Want to test the telework waters? There are all kinds of good reasons for introducing a telework program, ranging from reducing real estate costs to giving employees a better work-life balance, which often results in increased productivity. But there are some keys to rolling out a program the right way, such as utilizing a trial period to make sure it’s the best option for both employers and employees. Read Ann All's post with a list of tips on introducing a telework program, from companies who have been there and from Ann herself, who’s been telecommuting regularly for more than a decade.