Best Practices — Telecommuting

Many law firms and legal departments have long offered workplace flexibility through ad hoc telecommuting. That is, attorneys, through communication with their supervisors, can work remotely from the office on an occasional basis or on a discrete project.

More recently, law firms and legal departments are offering telecommuting options as part of a regular, recurring flexible work schedule. Legal employers are finding that this flexible work option is well-utilized by both men and women. (Read more about the pros and cons of telecommuting).

If you offer telecommuting, PAR recommends implementing these best practices:

Telecommuting Program/Policy:

  • Available to all employees who can conceivably work remotely (reduces backlash and stigma).
  • Defines “core hours” when the telecommuter is to be available.
  • Provides training for supervisors.
  • Provides technology and support.
  • Ensures compliance with employment laws.

Supervisors:

  • Focus on productivity and results.
  • Keep communication open.
  • Address problems quickly.

Telecommuters:

  • Have set work times and a designated workspace
  • Are accessible by phone and email when away from desk.
  • Maximize use of technology.
  • Set up childcare and eldercare.
  • Maintain office and client relationships.
  • Keep supervisors informed of status of work.

PAR Member Best Practice Policies:

In addition to the best practices above, the telecommuting policies of PAR members (both law firms and legal departments) highlight the importance of these best practices:

  • Offer the same compensation, benefits, and promotion opportunities to telecommuters as to those not telecommuting.
  • Establish a consistent schedule.
  • Ensure effective accessibility.

Telecommuting Successes:

By including telecommuting as part of a flexible work program, legal employers can reduce the stigma often associated with utilizing flexible work arrangements by offering an option that is widely utilized by male and female employees, parents and non-parents alike. At Accenture, where telecommuting has been an option available to all attorneys in their US legal group for over ten years, male and female employees cite their flexible work arrangements program as one of their most important benefits. Similarly, Allstate’s legal department has found that the company’s work-at-home option is the most popular flexible work option with men.

Another large legal department sends out a daily email to all employees with information about who is out of the office and who is working remotely. By including even those who are working from home on an occasional basis in this daily email, this legal department is further de-stigmatizing flexible work by highlighting that most lawyers take advantage of flexible work options.