Life is (No Longer) A Highway: Work from Home Implications for Multistate Employers
Many companies are implementing long-term or permanent Work From Home (WFH) policies in the wake of the COVID-19 pandemic. This provides a benefit to employees who no longer need to commute, but it raises multiple practical issues for multi-state employers: Do we need a WFH policy and what should be included? Can we apply the policy to some employees and not others? What are best practices when supervising employees in multiple locations? What are our wage and hour obligations, e.g., for expense reimbursement? How do we deal with employee mobility? Which state's wage and hour law applies if our offices are located in one state but employees live in a neighboring state? What if an employee wants to move to a new city or state that is not proximate to our physical locations?
Learning Objectives:
- Discover key provisions to include in your WFH policy.
- Discuss employer considerations when not all employees will be eligible to WFH.
- Review timekeeping and performance management issues.
- Explore wage and hour issues.
- Determine which state law will apply
Jamie R. Rich
Jamie R. Rich represents employers in all areas of labor and employment law before state and federal agencies and in courts across the country. Jamie focuses much of her practice on traditional labor law, representing management in collective bargaining negotiations, arbitrations, and unfair labor practice proceedings before the National Labor Relations Board. She helps clients navigate representation proceedings and union organizing drives. Jamie also maintains an active employment litigation practice, defending clients against harassment, discrimination, and retaliation lawsuits. She also regularly handles administrative charges before the Equal Employment Opportunity Commission and state agencies.
Jamie maintains a strong counseling practice and she enjoys advising clients on day-to-day employment matters. She routinely consults with human resources professionals, executives, and board members regarding all aspects of the employment relationship, including hiring and firing practices, employment contracts, enforceability of covenants not to compete, and reductions in force. She often advises foreign and out-of-state companies with a California presence on unique California-related employment issues. Jamie also Co-Chairs the firm’s Labor & Employment Practice’s Labor-Management Relations group.