It’s also worth noting that the remote worker exemption doesn’t apply to employees who travel, Duston says. Now employers will likely need to calculate how frequently remote workers are interacting with other employees in-person, she says, adding that the OSHA requirements are likely going to force companies to have conversations with people and set expectations around returning to work that many employers have been letting ride. “If you’d asked us two years ago who was a remote worker, it was really clear-there are people who came into work and there are people who didn’t,” Sonneborn says. The challenge for employers may be determining who fits the criteria of a fully remote employee.
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