Why Is It Important To Offer Telecommuting?

Employers are beginning to incorporate telemedicine into the benefits package for their employees. Recognizing e-visits are beneficial to the employer, because the employee will not need as much time away from work to have non-emergent health conditions treated. In addition, the service is a cost savings to both the employer and employee. There are some employer groups covering these services at 100 percent for their employees’. E-visits are cheaper than clinic, and office visits.

The purpose of this brief is to determine wether to establish work-at-home policy for selected employees at the Q-tel Pty Ltd. Information and communication technologies (ICT) make it possible for employees to work at home and deliver their work output to the firm by those ICT. This work arrangement is called telecommuting (Sarbu, 2015).

Telecommuting has been shown to reduce absenteeism, improve retention, and reduce recruitment costs for the organization (Family, pg. 730). Increased employee moral is also a benefit associated with telecommuting (Professional Isolation, pg. 512). Offering this new benefit that is such a satisfier for employees will likely result in reduced turnover within the organization and higher productivity. A study found pubic employees who were satisfied with their telework/telecommuting benefits were less likely to leave their positions (Family pg. 732). With the reduction of office time, an increase in employee productivity is likely due to fewer interruptions from fellow employees (Lessons pg. 10). With telecommuting having benefits to both the employer and employee, this new policy should bring positive results to the

Many people work in telecommuting jobs where all they really need is a place to sit and a computer with internet connection. Other businesses allow workers to work from home or set them a set of working hours on site.

Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support

“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work

Today’s fuel costs have put a great deal of pressure on the commuting employee and they are looking for ways to cut corners. An alternative for work commute trips is telecommuting. It is obvious that there is a tangible savings by the employee if they are able to work from their home. The employer is concerned and rightfully so that managing resources through telecommuting is more difficult than managing traditionally.

• Patients who actually benefit from telemonitoring may not realize the benefits and hence are not willing to contribute to the

A revolution is spreading through the world of work because of changes in information, technology and communication. Information and technology has lessened the gaps between individuals and it is no longer necessary for people to be in close geographic location to enhance working capabilities. Telework means working at a distance and technology makes this possible. Teleworkers are defined as employees or contractors who work at least one day per month; they are also referred to as telecommuters. Research shows that teleworkers work nine days per month at home with three hours per week during normal business hours. Teleworkers seek to blend work responsibilities and personal benefits to enable them handle their work better and life responsibilities.

MedEx should roll out the telecommuting on a voluntary basis for employees with high performance evaluations. I feel this will show the employees the organization cares and has addressed their concerns based on the survey. If the telecommuting policy is implemented correctly, telecommuting can increase productivity and overall job satisfaction. If the policy is crafted to tied the privilege of telecommuting with positive performance evaluations, it will motivate employees to not lack off while working remotely. The option of telecommuting can work as a way to attract high performing top professional to the organization. Telecommuting should also reduce turnover and absences. Work life balance will always be a very important part of keeping

MedEx has reported having a high employee turnover rate and based on the employee survey, there are a lot of employees that are not happy with their work commute, lack of parking downtown, and the challenge of balancing their personal life with their work responsibilities. Telecommuting is a great way for the employer to address all these employee concerns. The incentive of telecommuting would eliminate the commute time and parking associated with the commute, allow an employee a comfortable work setting, and offer a more flexible schedule allowing for employees to deal with personal issues when needed (Young, 1991). As you can see, telecommuting would benefit MedEx since it would improve the employee- employer relationship by promoting employee

REDUCE WORK SCHEDULE: AND telework – without complicating things, it’s being taken slow and there is some push back. The idea still in discussion regarding reduced work hours. Janet asks about why SEO3s would be allowed to telework. Janet points out how SEO3s are getting paid extra money to answer for SEO2s, and they should be present in the office, rather than to call and e-mail them. Robin states that it depends on business needs and the supervisor will decide. As an example: There are two states Michigan and Minnesota that implemented teleworking and they have been doing this for a while. At this point one of the offices teleworks at least 50 % of the time M,W,F and then Tue, Wed, Thu. Equal coverage is important wen people at the office. Currently we’re testing things out and if it’s not working then

As we saw in class, teleworking has its pros and cons, and my point of view is neutral. Mostly because I’m not related to anyone who teleworks nor telework myself, so I might not see it in a positive or negative way.

Management Mistrust of Employees - management may be reluctant to offer telework options because they may not trust that employees are doing their work. “Managers fear the loss of direct eyes-on supervision will negatively impact their employees’ productivity, reduce their control over employees, or precipitate the loss of company spirit” (Cambridge Systematics, Inc. 2007). They may feel that they are unable to monitor since they are unable to see the employee. Managers may need to tweak their styles to adjust to teleworking as well

Majority of employees decide for teleworking mainly because of several benefits teleworking is offering. The first advantage is harmony of work and personal life. Employees have more free time they can spend with their children and family. Next advantage means higher flexibility as teleworkers may often chose the working hours and take the advantage for themselves. This allows them to choose the hours during which they are the most productive. Furthermore, teleworkers decreased everyday commuting to work saving their time, additional costs for travelling as well as stress (Mann and Holdsworth, 2003). In addition, not only employees benefit from teleworking. Company profits from teleworkers as well. Late research of the British Broadcasting Corporation showed savings of approximately 25 per cent. These savings are the results of decrease of bills in office space including heating, electricity (Loughran, 1998 as quoted in Mann and Holdsworth, 2003). Implications for increased productivity, loyalty and overall quality of work have been found among teleworkers (Baruch, 2000).