Since COVID started a lot of companies have sent their employees to work remotely from home. It worked so well with us that this will be a permanent move. We still have our office space, which is a small space to allow for those times we all need to be together, or if their internet or power is out.
Telework can reduce costs like office space, furniture, and utilities. It also gives the employees the freedom to work from home.
Some employees feel that they are not compensated for this additional time spent working off-site. This can lead to them feeling resentful towards their employer and the company culture in general.
Companies need to make sure they compensate these teleworkers appropriately for their work done away from the office. They need to give teleworkers the same pay as on-site workers on an hourly basis or a per-project pay rate that is adjusted for time spent working remotely.
There are various ways in which employers can offer additional compensation for employees working from home. These include health insurance, childcare, and training for remote work. Or simply a work from home allowance to cover the additional cost of electricity, computers (if a company computer is not provided), and business use of their personal cell phone.
Some companies provide a cash allowance to cover the cost of a commute to and from the office. Others provide a lump sum payment at the end of a set period of time or as a one-off payment. This is usually done on an annual basis, but some offering it as an employment incentive with a one-time payout at the start of employment.
How we have handled this, is by a flat amount per pay, which is specifically stated on their pay as Work From Home Allowance. This will help to increase employee loyalty, especially when loyal employees that are a good fit can be difficult to find at times.
Remember, your most important asset, is not on your balance sheet. It is your team!!
Until next time,
Tanya Hilts
