Category: Top » Business » Telecommuting

Rising Gas prices Drive HR Departments Strategy

Tags: Telework, Automation

Rising Gas prices Drive HR Departments Strategy.


HR departments must prepare themselves for rising gas prices and their effect on employee retention. As of today April 23, 2008, gas prices in California are over $4.00 a gallon and the summer driving season has not kicked in yet, when typically gas prices go even higher because of vacationers. A spokesperson for AAA has said that a national average price of $4 per gallon is possible for later this summer. Prospects of gas-price relief in the longer term are bleak; petroleum production is not increasing while global demand, largely driven by the expanding economies of China and India, is soaring.

The impact of high gas prices is really starting to take effect. Many people have to stretch their budgets to pay for basic necessities because filling up the car can cost upwards of $50, and for SUV owners the cost can soar to over $70. As gas prices continue to increase many workers will face having to change their mode of transportation, taking public transit or carpooling where possible. But in many towns and cities across the USA the public transit system is just not an option for the overwhelming majority of the population.

With the cost of transportation skyrocketing, it won’t be long before some employees start asking if they can work from home a day or two a week. HR departments need to be proactive and start investigating telework possibilities as soon as possible to give some relief to their employees. If employees are allowed to work from home two or three days a week that would greatly reduce the stress in their lives and on their wallets. This will make for a happier more productive workforce and a much more loyal one. Employees will be very grateful that their company is looking out for them during this very difficult time.

Obviously not all jobs are capable of being done remotely, but Rep. Frank Wolf of the 10th District of Virginia has stated that “Nearly 20 million Americans telework today, and according to experts, at least 40 percent of American jobs are compatible with telework”.

Where do I look for information?
There are many Internet sites with useful information on how to start implementing a telework program at your company. Telework.gov is the official website of the Federal Government’s telework program. Other organization that support and promote telework are The Telework Coalition and Telework Exchange .

There are many local organizations also, so be sure to check in your area. For example Telework Tampa Bay is a program of the Tampa Bay Regional Planning Council and Bay Area Commuter Services.

What should a telework policy contain?
HR professionals will need to consider which jobs are suitable for teleworking, and then write a policy to describe how the telework program will be implemented in the company.

The telework policy is critical for setting up a successful telework program! This document is necessary to set up the expectations on behalf of the employees and employer. A detailed policy that states the expectations and responsibilities of both parties will help to ensure a successful program.

You can find many telework policies and sample policies on the web and use them as templates. For example HR-guide.com, has a sample telework policy and Eastern Oregon University has their telework policy online.

Most policies have an introduction which states what telework is and why it is being implemented, an eligibility section that states which employees may be eligible and how authority for telework is granted. Then follows the actual agreement section which states responsibilities of the employee and employer.

Typical employee responsibilities:
• Availability during specified hours
• Condition of equipment
• Quality of work

Employer responsibilities:
• Providing equipment
• Office supplies

Typically the employee would fill out an application to request telework, and if granted sign an agreement.

Application would contain:
• Employee info
• Location of telework
• Possibly telework statistics, miles saved, gallons of gas saved, time saved.
• Telework schedule when the employee would be available
• Equipment needed

Won’t that hurt our communication?
Fortunately now we live in the age of the Internet. Many employees who use computers for their main tasks can work at home with minimal cost. Many homes already have broadband access to the Internet (DSL, cable, Fios, satellite). There are many software tools that can help keep the communication flowing between your employees. Instant messaging programs are provided by AOL, MSN and Yahoo. Video conferencing services are also available. Most businesses have email, and of course there are always cell phones, blackberries and other devices. There are also many Internet applications that allow you to communicate with your employees. These can range from online timesheet software to policy distribution software, allowing for 24/7 world wide access.

Who else is doing this?
There is much support for this effort from the Federal and local governments and many of our representatives. In Washington DC and surrounding areas like Loudoun County, VA local governments are pushing hard for telework partially due to the incredible traffic conditions that have turned “rush hour” into “crawling hours”. Many large companies are also reaping big benefits from telework programs including Cisco, Verizon, AT&T and many more.

There are many case studies that have been done:
Commuter Challenge is a non-profit organization that has been fostering public/private partnerships to find solutions to King County, WA (Seattle) transportation issues for over 15 years.

At UC-Berkeley’s Department of Electrical Engineering and Computer Science they have a case study on telecommuting. The Telework Consortium Inc. also has a great video on YouTube.

What are the other benefits?
“The best part of telework is that it improves the quality of life for all,” Wolf wrote. “Telework reduces traffic congestion and air pollution. It reduces gas consumption and our dependency on foreign oil. Telework is good for families -- working parents have flexibility to meet everyday demands. Telework provides people with disabilities greater job opportunities. Telework helps fill our nation 's labor market shortage. It is also a good way for retirees to pick up part-time work.” Rep. Frank Wolf 10th District of Virginia

Employers benefit too! Real estate costs can be reduced and employee morale increases which directly impacts their retention, customer service, and productivity. Happy employees tend to reflect their happiness and are able to concentrate on work not being distracted by worries.

Anyone can measure monthly gasoline savings with Online Employment Systems Gas Savings Calculator.

Where else can it work?
Telework not only works in congested urban areas like Washington, DC and the surrounding suburbs, but it can also work in rural areas as well. Broadband connections are reaching out into the rural communities now so it will make teleworking a possibility. If you live in a rural area you may have to drive 50 or more miles to work each day. The time spent on the road and the price of gas are major factors in favor of teleworking.


What is the downside to telework?
Management may feel lack of control. A good policy, good communication tools and setting clear performance goals can go a long way to making management feel more comfortable. Remember that in your telework policy it should state the expectations of the employer. These should include work hours the employee needs to be available, schedules for when work products are due and other guidelines to help both employee and employer understand what is expected.

Employees may feel out of the loop. Good communication tools can help the employees feel more engaged and if workers telework for a couple days a week this will probably not be an issue.

Employers need to remember the following:
Just because your employee works from home does not mean:
• They are available 24/7 (unless you have previously stated such in your telework policy)
• They are goofing off just because you can’t see them working.


Employees need to remember the following:
• Working at home does not necessarily mean working without distractions. There is a whole new set of distractions (TV, phone, refrigerator, neighbors).
• You need to set boundaries between private life and work life. Telework does not necessarily mean work whenever you want. Depending on your job you may be required to be available within the core hours set up by your company.
• If you have dependents at home you should arrange for help to care for them while you are working.

Conclusion:
The price of gas is really only the latest reason for companies to look at instituting a telework program. If we were all driving electric cars tomorrow, there would still be huge traffic congestion which translates into longer, more frustrating commuting times which takes time away from families and can make for more stressful and annoyed employees. Employers would still be paying high rent and maintenance costs on buildings.

There are three main points to help make a telework program a success.
• Making a telework program a viable useful program will take buy-in from upper management and employees alike.
• A well written policy that states expectations and responsibilities on both parties will be major factor in making your telework program a success.
• Current communication technology, the Internet and telework software is making telework a very real alternative.

Seed Newsvine

Comments

No comments posted.

Add Comment

You do not have permission to comment. If you log in, you may be able to comment.

<h1>Rising Gas prices Drive HR Departments Strategy</h1><br />by critkehr<br />Rising Gas prices Drive HR Departments Strategy.<br /><br /><br />HR departments must prepare themselves for rising gas prices and their effect on employee retention. As of today April 23, 2008, gas prices in California are over $4.00 a gallon and the summer driving season has not kicked in yet, when typically gas prices go even higher because of vacationers. A spokesperson for AAA has said that a national average price of $4 per gallon is possible for later this summer. Prospects of gas-price relief in the longer term are bleak; petroleum production is not increasing while global demand, largely driven by the expanding economies of China and India, is soaring.<br /><br />The impact of high gas prices is really starting to take effect. Many people have to stretch their budgets to pay for basic necessities because filling up the car can cost upwards of $50, and for SUV owners the cost can soar to over $70. As gas prices continue to increase many workers will face having to change their mode of transportation, taking public transit or carpooling where possible. But in many towns and cities across the USA the public transit system is just not an option for the overwhelming majority of the population. <br /><br />With the cost of transportation skyrocketing, it won’t be long before some employees start asking if they can work from home a day or two a week. HR departments need to be proactive and start investigating telework possibilities as soon as possible to give some relief to their employees. If employees are allowed to work from home two or three days a week that would greatly reduce the stress in their lives and on their wallets. This will make for a happier more productive workforce and a much more loyal one. Employees will be very grateful that their company is looking out for them during this very difficult time.<br /><br />Obviously not all jobs are capable of being done remotely, but Rep. Frank Wolf of the 10th District of Virginia has stated that “Nearly 20 million Americans telework today, and according to experts, at least 40 percent of American jobs are compatible with telework”.<br /><br />Where do I look for information?<br />There are many Internet sites with useful information on how to start implementing a telework program at your company. Telework.gov is the official website of the Federal Government’s telework program. Other organization that support and promote telework are The Telework Coalition and Telework Exchange .<br /><br />There are many local organizations also, so be sure to check in your area. For example Telework Tampa Bay is a program of the Tampa Bay Regional Planning Council and Bay Area Commuter Services.<br /><br />What should a telework policy contain?<br />HR professionals will need to consider which jobs are suitable for teleworking, and then write a policy to describe how the telework program will be implemented in the company.<br /><br />The telework policy is critical for setting up a successful telework program! This document is necessary to set up the expectations on behalf of the employees and employer. A detailed policy that states the expectations and responsibilities of both parties will help to ensure a successful program.<br /><br />You can find many telework policies and sample policies on the web and use them as templates. For example HR-guide.com, has a sample telework policy and Eastern Oregon University has their telework policy online.<br /><br />Most policies have an introduction which states what telework is and why it is being implemented, an eligibility section that states which employees may be eligible and how authority for telework is granted. Then follows the actual agreement section which states responsibilities of the employee and employer.<br /><br />Typical employee responsibilities:<br />• Availability during specified hours<br />• Condition of equipment<br />• Quality of work<br /><br />Employer responsibilities:<br />• Providing equipment<br />• Office supplies<br /><br />Typically the employee would fill out an application to request telework, and if granted sign an agreement.<br /><br />Application would contain:<br />• Employee info<br />• Location of telework<br />• Possibly telework statistics, miles saved, gallons of gas saved, time saved.<br />• Telework schedule when the employee would be available<br />• Equipment needed<br /><br />Won’t that hurt our communication?<br />Fortunately now we live in the age of the Internet. Many employees who use computers for their main tasks can work at home with minimal cost. Many homes already have broadband access to the Internet (DSL, cable, Fios, satellite). There are many software tools that can help keep the communication flowing between your employees. Instant messaging programs are provided by AOL, MSN and Yahoo. Video conferencing services are also available. Most businesses have email, and of course there are always cell phones, blackberries and other devices. There are also many Internet applications that allow you to communicate with your employees. These can range from online timesheet software to policy distribution software, allowing for 24/7 world wide access.<br /><br />Who else is doing this?<br />There is much support for this effort from the Federal and local governments and many of our representatives. In Washington DC and surrounding areas like Loudoun County, VA local governments are pushing hard for telework partially due to the incredible traffic conditions that have turned “rush hour” into “crawling hours”. Many large companies are also reaping big benefits from telework programs including Cisco, Verizon, AT&T and many more.<br /><br />There are many case studies that have been done:<br />Commuter Challenge is a non-profit organization that has been fostering public/private partnerships to find solutions to King County, WA (Seattle) transportation issues for over 15 years. <br /><br />At UC-Berkeley’s Department of Electrical Engineering and Computer Science they have a case study on telecommuting. The Telework Consortium Inc. also has a great video on YouTube.<br /><br />What are the other benefits?<br /> “The best part of telework is that it improves the quality of life for all,” Wolf wrote. “Telework reduces traffic congestion and air pollution. It reduces gas consumption and our dependency on foreign oil. Telework is good for families -- working parents have flexibility to meet everyday demands. Telework provides people with disabilities greater job opportunities. Telework helps fill our nation 's labor market shortage. It is also a good way for retirees to pick up part-time work.” Rep. Frank Wolf 10th District of Virginia<br /><br />Employers benefit too! Real estate costs can be reduced and employee morale increases which directly impacts their retention, customer service, and productivity. Happy employees tend to reflect their happiness and are able to concentrate on work not being distracted by worries.<br /><br />Anyone can measure monthly gasoline savings with Online Employment Systems Gas Savings Calculator.<br /><br />Where else can it work?<br />Telework not only works in congested urban areas like Washington, DC and the surrounding suburbs, but it can also work in rural areas as well. Broadband connections are reaching out into the rural communities now so it will make teleworking a possibility. If you live in a rural area you may have to drive 50 or more miles to work each day. The time spent on the road and the price of gas are major factors in favor of teleworking.<br /><br /><br />What is the downside to telework?<br />Management may feel lack of control. A good policy, good communication tools and setting clear performance goals can go a long way to making management feel more comfortable. Remember that in your telework policy it should state the expectations of the employer. These should include work hours the employee needs to be available, schedules for when work products are due and other guidelines to help both employee and employer understand what is expected.<br /><br />Employees may feel out of the loop. Good communication tools can help the employees feel more engaged and if workers telework for a couple days a week this will probably not be an issue.<br /><br />Employers need to remember the following:<br />Just because your employee works from home does not mean:<br />• They are available 24/7 (unless you have previously stated such in your telework policy)<br />• They are goofing off just because you can’t see them working.<br /><br /><br />Employees need to remember the following:<br />• Working at home does not necessarily mean working without distractions. There is a whole new set of distractions (TV, phone, refrigerator, neighbors).<br />• You need to set boundaries between private life and work life. Telework does not necessarily mean work whenever you want. Depending on your job you may be required to be available within the core hours set up by your company.<br />• If you have dependents at home you should arrange for help to care for them while you are working.<br /><br />Conclusion:<br />The price of gas is really only the latest reason for companies to look at instituting a telework program. If we were all driving electric cars tomorrow, there would still be huge traffic congestion which translates into longer, more frustrating commuting times which takes time away from families and can make for more stressful and annoyed employees. Employers would still be paying high rent and maintenance costs on buildings.<br /><br />There are three main points to help make a telework program a success.<br />• Making a telework program a viable useful program will take buy-in from upper management and employees alike. <br />• A well written policy that states expectations and responsibilities on both parties will be major factor in making your telework program a success.<br />• Current communication technology, the Internet and telework software is making telework a very real alternative.<br /><br /><br /><h2>About the Author</h2><p>Ann Carulli<br /> Online Employment Systems</p> <br /><h3><a href="http://www.content4reprint.com/business/telecommuting/rising-gas-prices-drive-hr-departments-strategy.htm" title="Rising Gas prices Drive HR Departments Strategy">Article Source:</a> <a href="http://www.content4reprint.com" title="Free high quality articles">Content for Reprint</a></h3>