FLSA laws regarding homeworkers
Among the growing list of Fair Labor Standards Act (FLSA) provisions that may eventually need revision, including computer workers and home caregivers, are those regarding homeworkers. Before the widespread adoption of mobile technology, this field was limited. The FLSA lists as examples of this workforce people who conduct telephone surveys from home, or individuals who tie fishing flies from a residence.
Now, the spectrum is widening to include marketers who travel to meet clients, entrepreneurs launching technology startups and graphic designers who work from home. Many business allow, or even encourage, staff members to work from home to cut operational costs. Before writing this policy into any employee handbook, human resource teams should be well-versed in what the Department of Labor requires for homework employee attendance.
Since workers are owed wages for any time they are suffered or permitted to work, managers must have established guidelines for tracking time attendance and what will be considered on-the-clock time. The FLSA explains that any time employees spend performing private tasks, such as sleeping, eating, cleaning or engaging in leisurely activities are not compensable.
On the other hand, workers are owed wages for any time preparing materials for work or cleaning up after finishing a task. This also includes travel time going to a designated location to pick up or deliver work. To measure this time, employers might consider supplying workers with a remote timeclock application that can log on-the-go hours.
Now, the spectrum is widening to include marketers who travel to meet clients, entrepreneurs launching technology startups and graphic designers who work from home. Many business allow, or even encourage, staff members to work from home to cut operational costs. Before writing this policy into any employee handbook, human resource teams should be well-versed in what the Department of Labor requires for homework employee attendance.
Since workers are owed wages for any time they are suffered or permitted to work, managers must have established guidelines for tracking time attendance and what will be considered on-the-clock time. The FLSA explains that any time employees spend performing private tasks, such as sleeping, eating, cleaning or engaging in leisurely activities are not compensable.
On the other hand, workers are owed wages for any time preparing materials for work or cleaning up after finishing a task. This also includes travel time going to a designated location to pick up or deliver work. To measure this time, employers might consider supplying workers with a remote timeclock application that can log on-the-go hours.
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