Remote work is here to stay

Remote work, once a niche practice, has become a cornerstone of modern work culture, accelerated by the global pandemic. As we transition from crisis mode to a new normal, companies are grappling with the complexities of remote and hybrid work models.

Employers must be aware of these eight vital issues to be successful in this changing environment.

1. Employee Morale:

Employee morale is a cornerstone of productivity and satisfaction in any workplace. During the pandemic, many employees adapted to remote work and may now find it challenging to return to the office.

The abrupt shift to remote work imposed a new reality on employees. While some thrived in the comfort of their homes, others felt isolated and disconnected from their colleagues. Employers must understand employees’ varying responses to remote work and implement strategies to transition them back to the office in a positive way by addressing potential morale issues head on.

For example, employers can bolster morale by creating such positive incentives for returning to the office as flexible schedules and wellness initiatives. In addition, fostering a sense of community and connection among all workers – remote and in-office – through virtual and in-person team-building activities and regular check-ins will help maintain engagement and satisfaction levels.

2. Monitoring Employee Performance:

Monitoring employee performance is essential for any organization, but it becomes more complex in a remote setting, where physical oversight is limited. In a traditional office setting, managers can observe their employees’ work habits and productivity levels firsthand. However, in a remote environment, this visibility is often limited.

To address this challenge, companies must implement robust systems for monitoring employee performance remotely. This may include using productivity tracking tools, setting clear performance metrics and goals, and scheduling regular check-ins with remote employees to provide feedback and support.

In addition, managers may consider adopting a results-oriented approach, focusing on outcomes rather than micromanaging day-to-day activities. This will build trust and motivation among remote and in-office teams.

3. Tracking Employee Time:

Effective time tracking is essential for ensuring compliance with labor laws and managing workload distribution. While tracking employee time is standard practice in office settings, it becomes even more critical in remote environments, where employees may have more flexibility with their schedules.

Employers must implement reliable time-tracking systems that accommodate remote work arrangements and ensure accurate reporting of hours worked. This not only helps prevent potential overtime violations, but also allows employers to identify and address issues related to workload distribution and employee burnout.

In addition, employers should encourage employees to establish clear boundaries between work and personal time to prevent burnout and maintain work-life balance.

4. Workers’ Compensation:

Significant workers’ compensation issues may arise in connection with remote work. It is the employer’s fundamental responsibility to ensure a safe work environment for all employees – even those in a remote work setup.

Employers should assess remote employees’ home offices to identify potential safety hazards and provide resources and training on ergonomic best practices and injury prevention to minimize the risk of work-related injuries. In addition, employers with remote employees in multiple states must ensure compliance with workers’ compensation laws in each jurisdiction to mitigate legal and financial risks.

5. Conforming to the Laws of Other States:

Employers with remote employees working in multiple states must navigate a complex web of labor laws and regulations. Each state has its own set of employment laws governing such issues as minimum wage, overtime pay, discrimination, and harassment. Failure to comply with these laws can result in costly legal disputes and penalties.

Thus, employers must take proactive steps to understand and follow the laws of each state where their remote employees work. This may include:  

  • consulting with a local employment attorney in each state to ensure compliance; 
  •  implementing policies and procedures that align with state-specific requirements;  
  • providing ongoing training and education to remote employees on their rights and responsibilities under local laws; and 
  • leveraging technology solutions to streamline compliance efforts, such as automated payroll systems that account for state-specific wage and hour laws.

Here are some key areas where state employment laws may differ. Note that employers must comply with the law – state or federal – that is more favorable to the employee. 

  • Minimum Wage:  Each state sets its own minimum wage, which may be higher than the federal minimum wage. Employers must ensure they are paying their employees the higher minimum wage – state or federal – for all hours worked.
  • Overtime Pay:  State laws may have different provisions regarding overtime pay, including the salary threshold for overtime eligibility, calculation of overtime rates, and exemptions from overtime requirements.
  • Leave Laws:  States may have their own laws regarding sick leave, family and medical leave, and other types of leave.  State and federal leave laws may vary in terms of eligibility criteria, accrual rates, and permissible uses of leave.
  • Worker Classification:  States may have their own criteria and tests for determining whether a worker is classified as an employee or an independent contractor. Misclassification of workers can result in significant legal and financial consequences for employers.
  • Wage Payment and Deductions:  State laws govern various aspects of wage payment, including frequency of pay, permissible deductions, and final paycheck requirements. Employers must comply with state-specific wage payment laws to avoid disputes and penalties.
6. Online Harassment and Discrimination:

The digital nature of remote work has given rise to new challenges, including online harassment and discrimination, that can affect remote workers. Without the physical presence of colleagues and supervisors, remote employees may be more vulnerable to harassment or discrimination in such virtual spaces as chatrooms, video conferences, or messaging platforms. 

To address and prevent online harassment and discrimination effectively, employers should take the following proactive measures: 

    • Establish Clear Policies:  Develop comprehensive policies that explicitly prohibit online harassment and discrimination in all forms on the basis of such protected characteristics as race, gender, age, sexual orientation, disability, religion, and national origin. Communicate these policies clearly to all employees and ensure they are readily accessible in employee handbooks, intranet portals, or other relevant platforms.
    • Provide Training and Education:  Offer regular training sessions and educational programs on diversity, equity, and inclusion to raise awareness about online harassment and discrimination, as well as to provide employees with the skills and knowledge needed to recognize, prevent, and address such behaviors effectively. Training should cover such topics as unconscious bias, respectful communication, bystander intervention, and the use of inclusive language in online interactions.
    • Establish Reporting Mechanisms:  Implement clear and confidential reporting mechanisms for employees to report incidents of online harassment and discrimination. These could be in the form of anonymous hotlines, dedicated email addresses, or online reporting forms. Ensure that employees feel safe and supported when reporting incidents and provide multiple avenues for reporting – formal and informal – to accommodate different preferences and comfort levels.
    • Promptly Investigate and Address Complaints:  Take all reports of online harassment and discrimination seriously and conduct prompt, thorough, and impartial investigations into each complaint. Ensure that investigations are conducted by trained professionals who are knowledgeable about relevant laws, policies, and procedures. Take appropriate disciplinary action against perpetrators found to have engaged in harassment or discrimination, up to and including termination of employment.
    • Lead by Example:  Employers, managers and supervisors set the tone for acceptable behavior within the organization. Those in supervisory positions should model inclusive practices, demonstrate zero tolerance for online harassment and discrimination, and actively promote a culture of respect and fairness. Hold managers accountable for upholding company values and enforcing policies consistently.
7. Mental Health and Well-being:

The transition to remote work has brought to the forefront the importance of supporting employees’ mental health and well-being. Remote work can blur the boundaries between work and personal life, leading to increased stress, burnout, and feelings of isolation. 

Employers must prioritize mental health initiatives and resources to support their remote workforce. This may include: 

  • offering employee assistance programs, 
  • providing access to mental health counseling services, 
  • promoting work-life balance through flexible scheduling and time-off policies, and 
  • fostering a culture of open communication and support. 

By prioritizing employee well-being, employers can create a positive and healthy work environment that promotes productivity, engagement, and retention. 

8. Remote Work Policies:

Clear and comprehensive remote work policies are essential for managing remote and hybrid work environments effectively. These policies should outline expectations, guidelines, and procedures for remote work, including: 

  • eligibility criteria, 
  • communication protocols, 
  • equipment and technology requirements, 
  • performance evaluation criteria, and 
  • data security measures. 

By establishing clear guidelines and expectations, employers can ensure consistency, transparency, and fairness across their remote workforce. In addition, remote work policies can help mitigate legal and compliance risks by addressing such issues as confidentiality, data protection, and overtime compensation.  

Regular review and updates of remote work policies are essential to adapt to evolving business needs, technological advancements, and regulatory changes. 

Not having remote work policies in place can lead to various disadvantages for both employees and employers. Here are some key drawbacks: 

  • Unclear Expectations:  Without clear remote work policies, employees may be unsure about expectations regarding work hours, communication protocols, performance standards, and data security measures. This can lead to confusion, inconsistency, and misunderstandings among team members and managers.
  • Security Risks:  Remote work often involves accessing company systems, sensitive data, and proprietary information from outside the traditional office environment. Without established security protocols and guidelines, there’s an increased risk of data breaches, cyberattacks, and unauthorized access, posing significant risks to the organization’s reputation and financial well-being.
  • Productivity Challenges:  Remote work can present unique challenges to productivity, such as distractions at home, difficulty in separating work and personal life, and feelings of isolation. Without clear policies addressing these challenges and providing support mechanisms, employees may struggle to maintain productivity levels, leading to decreased efficiency and performance.
  • Legal and Compliance Issues:  Remote work arrangements can raise legal and compliance concerns related to labor laws, tax regulations, occupational health and safety standards, and employee rights. Without comprehensive policies addressing these matters, employers may inadvertently violate legal requirements, exposing the company to potential lawsuits, fines, and reputational damage.
  • Lack of Support and Resources:  Remote employees may require specific tools, equipment, training, and support to perform their roles effectively outside the traditional office setting. Without dedicated policies and resources in place to address these needs, employees may feel unsupported, disengaged, and unable to fulfill their job responsibilities to the best of their abilities. 


As remote and hybrid work arrangements become increasingly common, employers must proactively address the unique challenges and considerations associated with these models. Not having remote work policies in place can lead to inefficiencies, compliance risks, communication breakdowns, and challenges in maintaining a positive and inclusive work environment. 

Establishing clear, comprehensive policies tailored to the organization’s needs and the realities of remote work can help facilitate successful remote work arrangements. Companies can navigate the future of work with confidence and success by: 

  • prioritizing employee morale, 
  • implementing robust performance monitoring and time-tracking systems, 
  • ensuring compliance with workers’ compensation and multistate employment laws, 
  • addressing online harassment and discrimination, and 
  • prioritizing mental health and well-being. 

By embracing flexibility, inclusivity, and innovation, organizations can harness the full potential of remote and hybrid work environments to drive productivity, collaboration, and employee satisfaction. 

Remote work offers many benefits for employers and employees, making it an enduring trend. If your company does not have remote work policies and procedures in place, give us a call at 973.787.8442 or schedule a strategy session with us today so we can protect your business from an expensive lawsuit. 

This blog is for informational purposes only. It is not offered as legal advice, nor is it intended to create an attorney-client relationship with any reader. Consult with competent local employment counsel to determine how the matters addressed here may affect you. 

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