In a BLR webinar entitled "Telecommuters: Smart Management and Pay Practices to Reduce Your Legal Risk," Barbara J. Miller, Esq., a partner in the Labor and Employment Practice of Morgan, Lewis & Bockius, LLP stronglyrecommended focusing on proprietary information available to remote workers and how that information will be stored and retrieved.
- Determine information security issues.Will the employee be using their own equipment or equipment supplied by the company?
- Make sure the telecommuting agreement addresses protection of proprietary information.
- Consider supplying information systems equipment to the employee.
- Consider the degree to which the employee has access to propriety information.Truly sensitive information should never go to a private home.
Proprietary information can be better controlled by addressing issues related to the offsite work area.
- Limit or restrict customer and employee access to the employee's home.
- Make sure that the employee understands the necessity to report work related injuries.
- Limit work area to a designated portion of the home.
- Limit third-party access to the work space.
- Determine who is responsible for costs associated with the home office.
Barbara J. Miller, Esq. is a partner in the Labor and Employment Practice at the Irvine, California office of Morgan, Lewis & Bockius, LLP (www.morganlewis.com). Miller focuses her practice on employment litigation and counseling and lectures on a variety of employment law topics including wage-and-hour compliance, leaves of absence, preventing harassment and protection of proprietary information issues.