Transitioning to a virtual workforce can be beneficial for nonprofits and for-profits alike. Consider these tips for making sure the process is a smooth one.
RA 11165 or An Act Institutionalizing Telecommuting as an Alternative Work Arrangement for Employees in the Private Sector encourages employers to adopt telecommuting - a work arrangement that allows an employee to work from an alternative workplace with the use of telecommunication and/or computer technologies.
The new law does not require employers to offer telecommuting, it simply requires that if they do, they ensure they are treated no differently than other employees. It specifically mentions having appropriate training, technology, and access to colleagues and advancement opportunities. These have proven critical to the success of work-at-home programs in the U.S. and elsewhere, so it's good to see them baked into law.
Reducing traffic and improving work-life balance are the primary drivers of the telecommuting law.
Finding the right balance between working from home and logging time at the office requires the right insight.
Everyone seems to try to make this a polar argument. The research is clearly showing a mix of working at home or a third place works best when combined with time in the office.
About 135 million Americans commute to work, and according to a 2016 survey by research firm Global Workplace Analytics (GWA), 50 percent of them have jobs they could do remotely at least part time. If all those workers skipped the commute just every other day, we could reduce greenhouse gas emissions as much as we would by taking 9 million cars off the road.
The article points to employer and employee benefits of remote work including reduced work-life conflict, lower greenhouse gas emissions, a reduction on the outbound migration of talent, and even...increased voter turnout!