COVID-19 has altered the landscape for businesses, perhaps permanently. But one aspect of running a modern business remains constant: Staying nimble and adaptable is critical to an employer’s managing its labor force, whether working remotely or in person.
But that also requires not being too far behind with modifying your employee management practices to stay compliant with applicable law and remain workable for all those affected.
Remote work requires updating some policies and procedures
Prior executive orders in Kentucky mandated businesses to impose work-from-home requirements on all employees capable of doing so.
Many employers continue to permit this practice, although it is not required. But in doing so, an employer needs to continue to monitor when and how long their employees are working to remain compliant with Fair Labor Standard Act rules on maximum hours worked and overtime pay for non-exempt employees.
If the employer does not have a remote “time clock” program by which employees can log in and out during their working time, it should deploy one. Employers need some means to continue to keep accurate records of when each employee is working.
Further, employers need to communicate expectations to their employees about what is expected of them during remote work. Most employment manuals probably only consider workplace-specific policies and may need to be altered or amended to account for remote work.
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