Working from home | Consulting & Orientation
The Acas guidelines help both employer and employee to manage the impact of work from home. Homework can be a challenge for both employer and employee. In the case of an employer, this can also cover the management of personnel who work alone and outside the core group. It can involve breaking through the barriers of separation and crossing the line between private and professional lives.
So what is homework? Home work or teleworking can involve a wide range of measures: Home working is a form of work that can also be used in connection with other regulations such as flexitime, part-time work, temporary work or employers' working hour, according to the agreements between employers and employees.
But homework and other types of flexibility need not be shared. A company could, for example, require a home worker to have the same working behaviour as an clerical worker. A first step for an employers is to check whether the position is suited for homework or teleworking.
Companies may find that they are considering home work because of savings or the need for a broader geographic diversification of people. A few other determinants to consider are whether the roll is needed: Whilst homework can be seen as an appealing choice, it will not be suitable for everyone. An outworker must be able to work independently and with little oversight.
In the ideal case, it must be homeworkers: Executives find it more complicated to manage home workers than to manage clerical work. A few areas that executives should pay attention to are: Confidence can be the greatest obstacle to success in working from home. This can be a challenge for a manager who prefers personal attention. Executives should ensure that employees know what is required of them in their roles and how they should work with superiors and co-workers to share information and exchange information.
Home worker benefit should be managed in line with those in the field and should be subject to periodic personal review to help evaluate improvements or voice concern. More often, business professionals interact face-to-face with business professionals. It is important, however, to keep up the communications with the home workers. You can do this by e-mail, phone or videoconference and by holding personal meeting on a daily basis.
It' a good policy for home workers to meet regularly in the offices as this can help keep in contact with the outside world. All of their staff must exercise due diligence, and the demands of home workers are subject to the laws on public healthcare and security. It is the employer's responsibility to carry out a hazard evaluation to determine whether the air conditioning, air conditioning, temperature, lights, room, chairs, desks and computers or any type of workspace and flooring are appropriate for the work the home worker will perform.
It is the liability of the contractor for the devices he delivers, but it is the contractor's liability to remedy any defects in the apartment that are emphasised by the evaluation. As soon as the home workstation passes the evaluation, the staff member is in charge of it. These instructions focus on homework that has been formally arranged between the worker and employers on a periodic basis, not on random homework, such as punctual departure from the offices to work overtime at home, or on one-offs.
First and foremost, it aims at homework in office-related parts or packages in which the home is used as a basis for travelling. Remark: Our homework advice does not refer to "traditional homework" - those who work at home on jobs such as sewing, finishing or enveloping - also known as "out workers" or "piece workers".