Ok, so both the bonus determination and the remote work privilege are closely related in these scenarios. There are no actual laws that govern these issues other than make your determining factors equal and measurable for all classes or types of employees. You don’t want any discrimination issues. If you can break workers into groups like (managers and staff or customer service and accounting) you can take each group individually and determine what metrics can be used to determine when a bonus is due and also to determine under what conditions the privilege to work remotely is warranted. Not knowing how your company works I cannot come up with any examples for you off hand. But, I am very happy to work on ideas with you as you put them forward.
Another thing to consider is any employee who may need a remote work accommodation under the ADA in order to perform the essential functions of the job. These folks will not necessarily qualify under the same metrics as other employees. They will, however, have a legitimate need to remain a remote worker.
https://www.eeoc.gov/laws/guidance/work-hometelework-reasonable-accommodation
Tags: Remote Workers Remote Employees Bonuses
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