Bring SHRM Onsite
WHY TRAIN YOUR TEAM WITH SHRM?
FOR ALL TEAMS
2018 SHRM Organizational Training & Development
BUILD COMPETENCIES. ESTABLISH CREDIBILITY.
ADVANCE YOUR TEAM’S PERFORMANCE.
procedure for employees to regularly review their reported hours
and provide guidance on how to
notify HR or their supervisor if
they believe they have worked
unreported or unpaid time,
Finally, follow up with the
appropriate warnings or discipline when people do send e-mail
or perform other work outside of
regular hours and you’ve asked
them not to, Nolan says.
“Most of us are addicted to our
mobile devices, so employees will
violate the policy, and the company needs to promptly address that
when it happens.”
Lisa Nagele-Piazza, J.D., SHRM-SCP,
is senior legal editor for SHRM.
Take the following steps to reduce the risk of liability for unpaid over-
time compensation when nonexempt employees work remotely on
• Know your organization’s goals regarding remote access,
and develop policies that best meet them.
• Do not issue smartphones to nonexempt employees—or
else ban workers from accessing company systems after
hours altogether—if your organization is unwilling to pay
overtime for remote work.
• Spell out when, if ever, remote access by nonexempt
workers will be allowed, and indicate whether prior written
approval from a supervisor is needed.
• Put your policy in writing, and require employees to sign an
acknowledgment of having read it.
• Educate exempt and nonexempt employees on your policy,
and provide periodic training. Devote additional time to
instructing managers on how to ensure employee compliance.