Work: What’s Next | Employee productivity while working remotely

Interview Summary

As many employees continue to work remotely, questions concerning a permanent hybrid workplace have arisen. A large number of employees across the province would prefer to remain at home despite employer concerns about productivity. What can employers do to ensure employee satisfaction as well as worker efficiency?

Lior Samfiru, a Toronto employment lawyer and national co-managing partner at Samfiru Tumarkin LLP joined Global News on Work What’s Next to answer this question and more.

Interview Notes

How can employers ensure employee performance does not fall if remote work continues?

Employers must establish whether or not the remote work arrangement will be temporary or permanent for their employees. It is also important for employers to determine how an employee’s performance will be evaluated as well as ensure that proper support is made available to all staff. Available support can be as simple as ensuring all employees are able to access tech support if needed.

Are employers able to track an employee’s movements and performance with software?

Employers have the right to know whether or not their staff are working efficiently during work hours. Employees have to consent to their employers using tracking software and must be made aware that they are being monitored on a work device. Employers do not have the right to monitor and track employees outside of regular work hours.

What should employees know about performance improvement plans?

A performance improvement plan is a document that ensures an employee’s conduct is properly aligned with company expectations. Employees who do not agree with the plan they have been put on should voice their concerns to their employer in writing. Performance plans are often used by employers to terminate employees for cause in the future.

WATCH TO LEARN MORE
Employment Law Show – Put on a performance improvement plan?

Are warnings required before an employee is terminated for cause?

Employers who wish to terminate an employee for cause have to be able to prove that there has been an escalation of disciplines, such as warnings and suspensions. A simple mistake or error is not enough to terminate an employee for cause.