Remote Work – New Legal Challenges for Phoenix Businesses
The relationship between employers and employees has changed a lot since many people began working from home, especially in busy places like Phoenix. There are a lot of good things about this change, but it also brings new law problems for businesses.
As the number of people who want to work from home continues to rise, a Phoenix business lawyer who wants to protect their clients’ interests must keep up with the changing laws. This piece talks about the complicated aspects of remote work so that companies can be ready to handle this new area of work.
Remote work is a growing trend.
Even before the global outbreak of COVID-19, more and more people were working from home. This trend was made possible by better technology and a greater wish for work-life balance.
Upwork’s 2020 study says that about 10.5 million people in the U.S. worked as freelancers in 2019. That number is expected to grow to 12.3 million by 2025. This trend is likely to keep going, and by 2025, 32.6 million U.S. workers will be doing their jobs from home.
Legal considerations of remote work.
The fact that remote workers are spread out geographically makes employment law more complicated. Here are some important things for companies to think about:
- Compliance across jurisdictions.
Employers who have online workers in different states or even countries must follow the job rules that apply in each place. This can cover minimum wage standards, overtime rules, and paid leave plans.
- Data security and privacy.
Strong security procedures are needed because employees can access company data and systems from home. Employers need to make clear rules about who can access, use, and store data in order to follow data privacy laws.
- Workplace safety and ergonomics.
Safety issues that are more common in the office may not seem as important when working from home, but companies still need to make sure that their remote workers have a safe place to work. This can include giving advice on ergonomics, setting up a way for people to report accidents at work, and teaching people how to set up their workstations correctly.
- Labeling an employee.
Calling workers “independent contractors” when they are actually employees can have legal and financial consequences. Employers should make sure they correctly classify remote workers by looking at things like how much freedom they are given, how they are paid, and how much control they have over their work hours.
Mitigating the risks associated with remote work.
Employers can reduce risks and get the most out of remote employment plans by taking these legal issues into account ahead of time. Here are some steps that you should take:
- Make a policy for working from home.
A complete strategy for working from home should spell out rules for how to communicate, work hours, data protection, cost compensation, and using tools. This strategy should follow the law and be made clear to all workers who work from home.
- Spend money on cyber security measures.
Protect private company information by putting strong protection measures in place. This could mean giving remote workers safe entry points, making them use strong passwords, and checking the security of the system on a regular basis.
- Keep the lines of communication open.
A remote team needs to talk to each other often to build trust and a sense of community. To keep workers interested and up-to-date, encourage open lines of contact and hold regular Internet meetings.
- Be open to being flexible.
It is often necessary for managers to be more open when employees work from home. Employers who allow their remote workers to be flexible and give them the tools they need are more likely to have an active and happy workforce.
The laws about working from home are always changing. Employers can deal with the challenges and take advantage of the many opportunities that come with this constantly changing work environment by staying informed, being proactive, and putting safety first. To learn more, speak to a skilled business lawyer today.