Guidelines and Useful Information For Employers
Remote Employment is the leading recruitment website for recruiting home based jobs, flexible jobs working from home, remote jobs, virtual jobs, freelance jobs, freelance projects and outsourced contracts.
Here are some suggestions that will help companies construct a forward thinking remote employment policy.
Appeal to potential employees by offering a variety of remote employment solutions:
Get maximum appeal to potential job seekers and achieve success in your work life balance strategy for employees working at home or from a remote location.
- Job split - work from the office some days and from home on others
- Flexi-time - choosing when to work
- Job sharing - sharing a job designed for one person with someone else
- Remote working: working remotely from another location or working from home
As well as the new "Right to Request" legislation, and along with the Sex Discrimination Act, long-standing legislation relating to employees and their ability to balance their work and home lives include the following:
- Employment Relations Act
- Working Time Regulations
- Part-Time Workers Regulations
- Health & Safety At Work Act
- Race Relations Act
- Disability Discrimination Act
Click here for detailed guidance on Employment Legislation.
Communication and security advice:
- Agree an initial communication structure for your project with your employee
- Good communication practise on a successful project will make it more attractive for future employment opportunities
- Consider a simple non-disclosure agreement to obtain additional security. Try to build a security process that is as good that used with current employees.
- Consider the employees’ requirements and availability in order to achieve the communications plan that best supports the assignment
- Consider taking some simple IT/telecoms advice on products and services designed to support efficient remote working practices.
Get the most out of your flexible working:
- Have clear policies on flexible working and fully brief your management team and ensure that they implement the organisation’s policies fairly with remote workers.
- Set expectations at the outset with working hours, availability and adequate supervision. Where appropriate, agree in advance ‘reporting in’ procedures and regular attendances at the work place premises.
- Ensure that there are processes that evaluate the need for future employment change in order to stimulate the business’s development needs.
- Establish benchmarks for recruitment, retention and absence, and measure these regularly to establish the effect flexible working is having on the workforce.
Ensure the position you are recruiting for fits into your management strategy:
- Prepare a job description, however simple, which describes exactly your expectations of the position. It will make the selection process easier and also help your new employee understand what is expected of them.
2006 Age Discrimination Act and Recruitment
On 1st October 2006, a new Age Discrimination Act came into force. This affects the content an employer uses when posting jobs on Remote Employment and how we are allowed to process information about our users. A person’s years of experience and their age are no longer displayed.
The main issue with any new Act is that there is no case law in place. Therefore Remote Employment encourages employers to be mindful in these early stages until more detailed guidelines are published.
A brief summary of the new Act (recruitment)
Make decisions about recruitment on the skills required for the vacancy. Provide training to help those making judgments to be objective and avoid stereotyping people because of their age.
- Remove dates of birth from application forms.
- Don’t ask for GCSE results as this differentiates between a GCSE generation and an O Level generation.
- Do not ask for a specific number of years experience in job adverts
- Avoid using language that might imply that you would prefer someone of a certain age, such as mature, young or energetic person.
- Don’t ask anything age-related during the interview process.
Short Listing and Record Keeping
At each stage of the recruitment process, check that no bias, deliberate or unintentional, has influenced decisions. In all organisations this check should be carried out by someone who has not been involved in the short listing. In all instances, record decisions made and retain these records for at least 12 months. For more detailed information and a better understanding on the 2006 Age Discrimination Act and Recruitment, please see the links below:
The Directgov website (Discrimination at work)
The ACAS website (Advisory, Conciliation and Arbitration Service)
Age Positive website
For more information on Remote Employment:
Call us on 0844 800 8355
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