President’s Corner
TelCoa thanks U.S. Representatives Jim Himes, Rosa DeLauro, and Elizabeth Esty for introducing the Multi-State Worker Tax Fairness Act, H.R. 4085, 113th Congress. We strongly support this crucial legislation. The bill would finally eliminate the telecommuter tax, a steep penalty often resulting in double taxation of income that interstate telecommuters earn at home. The telecommuter tax unfairly burdens telecommuters and their employers and limits telework adoption. Congress must make the Multi-State Worker Tax Fairness Act law! TelCoa and other advocates are working to secure the bill’s enactment, but we need your help! >>> Read More...
Guest Columnist
4 Great Examples of Telework’s Impact by: Brie Weiler Reynolds As champions of telecommuting and flexible work options for all, we certainly don’t have to tell TelCoa readers about the benefits of telework--we all know and love them. But as organizations like ours work to spread awareness of, and support for, flexible ways of working, it’s really important to remember the individuals for whom we work--the millions of professionals whose lives would be positively impacted by more access to telework and flexible jobs. At 1 Million for Work Flexibility, we hear daily from supporters about why they support the expansion of flexible work options for all. Here are four great examples of why work flexibility, including telework, is vitally important to individuals, to companies, and to society. >>> Read the entire blog at...
Hot Topics & Links
"Working from home not for everyone, but it can still be a 'win-win' for many workers and employers" is an article in the Cleveland Plain Dealer featuring TelCoa President Chuck Wilsker and Advisory Board member Diane Stegmeier. For the complete article, > click-here... -------------------------

Telework Guidelines

Guidelines to Help Select Jobs Suitable for Teleworking

•  Work activities are portable and can be performed as effectively outside the office;

•  Job tasks are easily quantifiable or primarily project oriented;

•  An essential component of job responsibility consists of reading and/or processing tasks;

•  Contact with other employees and customers is predictable;

•  The technology needed to perform the job off-site is currently available;

•  Cyclical work does not present a problem;

•  Security and confidentiality of data can be adequately assured;

•  Most work handled is not classified.


Guidelines to Help Select Employees Suitable for Teleworking


•  The employee has demonstrated motivation, independence, and dependability in accomplishing work assignments;

•  The employee can deal with less frequent face-to-face contact with others;

•  The employee has good time-management skills;

•  The employee’s overall performance evaluations are fully successful or higher;

•  The employee has clearly defined performance standards;

•  The employee has received supervisory approval for participation;

•  The employee is willing to sign and abide by a written agreement which requires participation in training and evaluation sessions;

•  The employee has satisfied adequate home work station requirements, including the availability of equipment;

•  The employee is careful to protect the confidentiality and ensure security of data.

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