Why not join those who are experiencing the financial and human resource benefits of a workforce with flexible work options?
Are you an employer who is looking to:
- Exploring telecommuting as a winning human resource strategy for increasing productivity?
- Attracting and retaining qualified workers, including those with disabilities?
- Reducing overhead costs and hours spent commuting?
- Preserving natural resources?
- Strengthening community relationships?
Telework or telecommuting has a variety of definitions but for most employers it means work that would normally have been performed from a central office setting can now be performed at home or remote location. To telecommute includes the use of a computer, internet connection, telephone, scanner, or even fax machine. It involves moving work to the workers instead of workers to work. Part-time or full-time telecommuting can be an informal or formal arrangement between the employer and the employee.
Over the last 15 years increases in commuter traffic, business property taxes, employee benefits, and fuel prices have combined with advances in technology (including security protection) and concerns about work/family balance to motivate employers to explore alternatives, such as restructuring work and work sites. Many employers have discovered that integrating telecommuting into their human resource structures for those tasks that lend themselves to working from sites other than the primary work site allow companies to decrease costs and increase profits. At the same time, technology now makes it possible for both employers and employees, particularly those with short term and long term disabilities, to increase productivity and add value to the economy.
