The OLS Blog

Sole Proprietors Do It, MNCs Do It, Even Government Agencies Do It... December 13th, You Can, Too

Like Cole Porter's beloved standard suggests, everyone's doing it: now even government agencies are doing it.  I am not talking about falling in love like Mr. Porter was in his song, however–although they might be.  I am talking about telecommuting.  And I am not advocating moving to telecommuting with the same reckless abandon Mr. Porter seems to suggest for falling in love.  For private companies and government agencies alike, how to set up telecommuting policies and procedures thoughtfully is a common concern. 

Two weeks ago, after President Obama signed the Telework Enhancement Act of 2010, the US Office of Personnel Management (USOPM) announced that it will be helping to coordinate US government agency efforts to implement widespread telework programs.  These programs will support practices that will allow operations to continue even during unforseen disasters and inclement weather (like the East Coast snowstorms of 2011), produce more cost-effective for the agencies in terms of real-estate costs, and create friendlier arrangement to employees' personal lives and the environment by cutting commuting down or out completely.  

Here you can find the memo about the program, written by USOPM director John Berry, which includes an implementation timeline.  This week, the General Services Administration (GSA) showed their support for the program by coming to the table as the first agency that has completed at least the first steps in the process by establishing a policy, Government Executive Magazine reports on its website.  

From looking at the GSA's Mobility and Telework Policy, there are a number of things the agency seems to have done really well that many organizations overlook in their approach to establishing telework policies.  One of the frist things they do is to first of all establish a philosophy to show their culture supports telecommuting.  "Work is what we do, not where we are," it reads.   Another thing they do well is to define different types of virtual workers by where their virtual offices may be.  Some organizations may not recognize them as such, but if they have employees traveling for work, meeting customers, checking email and calling in for meetings from hotels and airports, they have virtual workers.  Other types of virtual workers may telecommute 100% of the time, others just a few days a week.  By defining the types of workers, organizations can establish policies to support them.  They also discuss eligibility, responsibilities, and expectations.

But there do seem to be some concerns about the program, including "cost burden on employees for related expenses such as utilities and equipment."  

With our virtual workplace programs, OLS, Inc. can help your organization assess its virtual work readiness.  We help you consider the different types of virtual workers you have, policies you made need, best communication practices, technology needs, liability concerns, and even help employees examine their individual readiness and how their communication style can help them be more effective virtual leaders and team-members.  In short, we help you be prepared for telework, so you're not "just" doing it, with reckless abandon, but you're doing it, because it works, promotes cost reduction, employee retention, and your social responsibility efforts.

On the morning of December 13th, 2011, we'll be hosting a complimentary preview of our virtual work programs at the Houston Technology Center in Midtown, Houston, TX.  If you are interested in learning more about how we can help you establish or enhance your virtual workplace effectiveness, please register for this preview by calling 713.861.7784 or emailing customerservice@ols1.com.  Space is limited, so please reserve your place soon.  If you are not in the Houston area, please contact us about a virtual introduction to these programs; we'd be happy to assist you!