By Kate Kriner, PHRca

Wow, here we are at the end of 2022 and we have all sorts of new work words in our lexicon: quiet quitting, hybrid work, digital exhaustion, career cushioning. Today, we want to discuss remote work (FKA: telework), specifically work performed outside California. Maybe your favorite employee has just informed you they are moving to Wisconsin but would like to keep working for you. Or you have had a position open for the last 6 months and are ready to hire someone even if they live in New Hampshire. Just get the position filled already!! Or maybe your non-exempt account coordinator has just requested to work remotely from Oregon for two months to be closer to their sibling going through medical treatments. How do you even begin to manage those requests as a CA company?

Most of us want to be accommodating, and will immediately say, “Yes.” These days, what does it matter where they’re working? But you may need to pause and contemplate the impact. Some of the requests may be very manageable depending on your business, the position or your industry. Here are some common issues to consider...