Setting Up a Telecommuting Program.

Largely because of the introduction of such technologies as personal computers, faxes, and modems, telecommuting is being used by an increasing number of accounting firms. It's an option that is changing many managers' attitudes about where work can be performed most efficiently.

Although employers who have formalized the use of work-at-home arrangements report many benefits, there are also a number of challenges that must be resolved before telecommuting can be used effectively. Issues to consider include the following policy decisions.

* Reversibility. Most people do not want to telecommute permanently. A process for changing or discontinuing the off-site schedule and for resuming office-based work must be designed and agreed upon.

* Privacy issues. You should ensure that company and customer data are kept private and confidential. Whether at home or in the office, all personnel must comply with the company's operating procedures for the privacy of information.

* Insurance coverage. Whose policy covers an accident if an employee is working at home? Since telecommuting simply means flexibility concerning the place of work, personnel working at home have the same insurance benefits as they would have if they were working on the organization's premises.

* Provision of furniture, equipment, and office supplies for the home office. Some organizations provide all technical tools, including a dedicated phone line and message-forwarding telephone systems. Others expect personnel to use their own phones, furniture, and equipment, and will pick up some of the expenses (for example, the phone bill and computer paper).

If a flexplace or telecommuting arrangement is being considered, there are several aspects of working off-site that need to be weighed: The suitability of telecommuting to the particular job must be assessed, the employee's potential as a telecommuter must be evaluated, and various aspects of the off-site environment must be looked at.

Characteristics of the job

When reviewing the characteristics of the job, whoever will make the decision whether an employee can telecommute should consider whether the job:

* Has tasks that are discrete and measurable.

* Requires daily interaction with the work group.

* Requires daily face-to-face contact with clients.

* Has tasks (such as writing, data entry, and phone contact) that can be performed as well or better off-site.

* Is a management position. If so, does that manager really have to be...