Telecommute Jobs and Work-at-Home Programs

Telecommute jobs, telework, flexiwork, virtual office centers, and home agent programs are similar in that alternative work arrange-ments are set up by employers or networking companies wherein the employees or representatives do part or all of their work from home or a nearby satellite office.

The main thing to keep in mind if you're considering a telecommute job is that the income is linear and not residual (see the difference here). This is not a bad thing, of course, if you are looking for this type of income and it doesn't bother you not being paid what you're worth.

Let me insert here...

For me, I prefer residual income  because I've proved it works. When you can earn money over and over for work you did over 15 years ago when your kids were small, that's a good program, and if this interests you, of course, you can feel free to contact me.

Remember that employers con-sider a telecommute job to be a BENEFIT, not an option, and few employers offer programs of this type. There are a number of reasons why, one of which is obvious--a lot of jobs are not conducive to a home environment. Some companies simply have a "no telecommute" policy because they don't want the hassle of establishing guidelines and monitoring personal production.

From the research I've done, the popular opinion seems to be: If telecommuting is not mentioned in the job description, it's usually best to wait and not to bring it up in the initial inquiry.

Experts say you should first apply and qualify for the position through normal channels just like you would any other job. Then once a company shows an interest in hiring you, you can always negotiate benefits such as salary, insurance, vacations, and optional telecommuting. (Or better yet...wait until your trial period is over and you've proven that you can be trusted to work at home and effectively manage your workload.) Even then, look for your employer to seek their own advantage in determining whether they should provide you with this benefit.

Oh, there's one more thing...

If you DO start a telecommuting arrangement, I recommend that you establish written guidelines and standards of accountability with your employer so you can effectively maintain an acceptable level of performance.

Resources

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I hope this information has helped you!

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