Blog

 
     

Embracing the Remote Worker

By Michael Klazema on 6/12/2019
Is remote work the future? It could be, for a long list of reasons ranging from job seeker expectations to real estate costs.

The rise of the gig economy has changed the way people think about work, and that shift is bleeding over into traditional careers. A low unemployment rate has created a job seeker’s market in which employees and job candidates have more power to ask for the benefits and job perks that they want. Flexibility and work-life balance are top priorities for many job seekers, and so is the freedom to work remotely—occasionally or all the time.

Employers can benefit from embracing the remote worker, and not just because the offer makes their business more attractive to potential hires. More remote workers mean less need for expensive office space, giving companies a big chance to slash their overheads. There are even environmental benefits based on the commuting obligation that remote work can eliminate.

Integrating remote work into a business is about more than approving requests from employees who want to work from home once or twice per week. Embracing the occasional remote worker also means embracing the worker who only works remotely. It often means hiring people who you may never actually meet in person or accepting that some of your most valued staff may live on the opposite side of the world.

In vetting your employees, background checks matter just as much for remote workers as for on-site employees. You just need to figure out how to conduct them.

What do you do if you are hiring a remote worker who lives in another country? Questions such as this one are worthy of discussion with your legal team and your background check company. Even domestically, you will need to vet your employees where they are rather than where your business operates. Address history checks can help with this priority.

Always consider background check laws and regulations. You will need to comply with the Fair Credit Reporting Act, a federal law that no background check policy can overlook. If you are hiring remote workers outside of your immediate geographic radius, you will also need to be cognizant of local and state laws. For example, ban the box laws vary across the country. Depending on where your remote worker is based, you may not be legally allowed to ask that person about criminal history on a job application. You might also need to delay your background check until later in the pre-employment process under that region’s laws.

The same idea applies to other hiring-related laws and ordinances that vary across the country. Depending on where you are hiring, you may not be allowed to conduct credit history checks or use arrest information in your hiring decisions.

At backgroundchecks.com, we offer a variety of background check services to support the needs of businesses operating with an on-site team, with some remote integration, or with a primarily remote workforce—including options for vetting temporary workers and gig economy recruits. If you need to develop a logical, compliant background check strategy for your workforce, we can help. Contact us today to get started.

Tag Cloud
Categories
Recent Posts

Latest News

  • December 03 The rapid digitization of criminal record systems improves ease of access for background checks, but new outside threats pose risks of damage and disruption.
  • November 28 Under allegations that the company used a discriminatory background check policy, Dollar General agreed to a hefty fine and procedural changes.
  • November 26 As the gig economy grows, it is vital to acknowledge the state of the union for vendor and contractor background checksCompanies can’t ignore the importance of contractor background checks and vendor screening as this economy grows.
  • November 21 A coach's responsibilities don't begin and end on the playing field. Keeping kids safe in sporting organizations requires a proactive approach to safety on every level. 
  • November 19 Most ban the box policies relate to employment, barring employers from asking about criminal history on their job applications. It is now starting to take root in another area: housing. 
  • November 14 Implementing a policy to promote safe hiring is a positive step, but incidents nationwide illustrate why policies aren’t enough without good governance.
  • November 13 How long does a background check last? We look at what employers should be doing to monitor changes to their employees’ criminal records. 
  • November 12 With so many organizations using background checks, it’s easy to wonder whether these checks can go too far as an invasion of privacy. 
  • November 07 For businesses that experience a seasonal rush, having additional labor on hand can be invaluable. Get valuable information about safely using temporary workers.
  • November 06 A pending charge may affect a candidate’s fitness to perform a job. How long will it take such a charge to appear on criminal background checks?