5 questions (and answers) about employers' obligations to remote workers

"Whether managing employees who are traveling or those who regularly work remotely, it is important for employers to remain keenly aware of the legal pitfalls triggered by such arrangements. Permission granted by Bryn Goodman To mitigate risk, employers must proactively ensure compliance with a complex web of federal, state and local laws. Below are five considerations for employers with remote employees."

"The Fair Labor Standards Act requires employers to reimburse employees for remote work-related expenses if those costs would reduce an employee's earnings below the federal minimum wage or applicable overtime rates, even if the remote work arrangement is short-term or temporary. In recent years, some states have enacted laws mandating reimbursements for necessary business expenses. These states include California, Illinois, Iowa, Massachusetts, Minnesota, Montana, New Hampshire, North Dakota and South Dakota"

Employers must identify where employees are working remotely and confirm legal obligations tied to each jurisdiction. Employers must follow the Fair Labor Standards Act requirement to reimburse remote work expenses when those costs would reduce wages below federal minimum wage or applicable overtime. Several states and municipalities have enacted laws requiring reimbursements for necessary business expenses, including California, Illinois, Iowa, Massachusetts, Minnesota, Montana, New Hampshire, North Dakota, South Dakota and Seattle. Employers must reimburse items like internet access, phone usage, and office supplies when required. Employers must check and apply the specific rules of the jurisdiction where the employee performs work.

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