Are suitable positions available?
There have to be positions available that are suitable for working remotely. Jobs that are not suitable will result in failure, no matter how much people desire to work remotely.
Are suitable candidates available?
Just as there must be appropriate jobs, there must also be suitable candidates for working remotely. Creating a remote work program and hoping it will succeed with people who are not qualified or prepared just will not work. Choosing inappropriate candidates to doom or ensure failure of working remotely programs.
A remote work program may be doomed even before it has begun if inappropriate candidates are selected. The reasons why management might do this is really beyond me, if objections to working remotely are that strong then the program should not be started at all.
Security concerns
This includes the use of firewalls, anti-virus software and securing documents and other paperwork that is sensitive. There are jobs where ensuring that this kind of security is in place will be difficult, especially if files contain a great deal of personal information such as for a government or private agency.
Monitoring remote workers
Ensuring they really are working. While the majority of remote workers do work and can work well without direct supervision, there may be some who are not able to work adequately in a remote work capacity. Some managers and supervisors also have issues with not being able to "eyeball" employees and ensure that they are indeed working.
This can be overcome with training for managers/supervisors and the potential remote employees as well. Learning organization and time management skills can go a long way to making remote work program succeed.
Interstate working remotely and tax issues
This issue can be quite complicated as it creates situations where
companies end up with a presence in a state even though they do not have a
physical presence beyond the telecommuter.The company may have to pay
taxes for the state the telecommuter resides and works in, in addition to
paying taxes for the state their office actually is. The remote worker
may also become responsible for paying taxes in two states - the one they
reside and work in and the state where the company is located.
This particular issue will have to be examined on a case by case basis and
companies would be wise to investigate all tax implications before beginning the
remote work program.
Workplace Health & Safety - What is the employer's role and responsibilities?
Should employers be responsible for the workspace within a
telecommuter's residence complies with health and safety legislation?
How far and how much is the company responsible for?
These questions
are cause for some companies to think twice before starting remote work
programs. In the past, OSHA (in the US) had made the statement that
companies would be responsible and that the responsibility included
inspections but these were later withdrawn.
Is it fair or reasonable for companies to inspect a telecommuter's workspace
within their home?
Companies can provide training and guidelines for
remote workers, this can provide the employee with the knowledge to create
a safe home office.
Tax issues for telecommuters
If equipment is given to
telecommuters and the company does not retain ownership or keep detailed
records, the equipment then becomes a taxable fringe benefit for the
telecommuter. There are complicated home office deduction rules -
rules are different for employees and independent contractors.
Personal tax issues for remote workers can become complicated as working remotely is not a business pursuit. There are times when remote workers have been asked to provide letters from their company stating that they have authorized the employee to work from home. Perhaps as working remotely becomes even more commonplace within the corporate environment there will be specific rules covering telecommuters and also the companies they work, which will provide more incentive to allow working remotely.
Fear of losing control
This is a fear of managers and
supervisors who perhaps are not skilled or experienced enough in their current
position. Many people fear losing control especially of subordinates,
since they hold the belief that the more bodies they can watch and count
equals success.
Once employees have gone offsite and cannot be as easily managed, the mangers/supervisors may feel that they have lost the ability to successfully manage those individuals. Here again is where training can go a long way to helping working remotely succeed and create more successful mangers/supervisors.
How to combat obstacles?
Most of these reasons (excuses) stem from fear of the unknown and fear of losing control. Once those two issues are faced and proper training has been put in place there is no reason many more companies can not put remote work programs in place.
The best method for combating obstacles to working remotely is educating all people concerned. This can include introductory seminars on what working remotely is and researching what the benefits are to working remotely.
Making an informed and educated decision will result in decisions that help foster and create successful remote work programs.