Besides checking out if an employer is legitimate, there are other issues that you need to take into consideration in order to make a clear cut decision about the company you want to work for when applying for a work from home job. Yes, it is exciting to find a true job that employs people to work from a home office, but there are other considerations you need to take into consideration before jumping at the first job you see, just to be on the safe side. Just because a company is a legitimate work from home employer doesn't mean it's necessarily fair. Before you're hired for your dream work from home job, make sure you cover the following bases, so you really know what you're getting into:



1. Wages and Hours:

As a non-exempt (i.e. non-essential, non-salaried employee) you should be entitled to overtime benefits if you actually work over 40 hours in a week. Ask how employee hours and breaks are monitored – and if everything is on an “honor system” – ask how the honor system works in an employee's favor. Your employer may require you to sign an agreement acknowledging that you are not permitted to work overtime without prior written approval and require you employees to clock in and out using e-mail or the telephone – this protects you both. Find out what the company's policy is, if possible.

2. Accommodations for Disabilities:

Telecommuting is considered a reasonable accommodation in most cases if you have a disability – but what if you need to take incremental breaks – such as five minutes every hour? Explain any accommodation you may need that goes beyond the basics of telecommuting, such as any special monitor, keyboard, software, or time limitations.

3. Taxes and Expenses:

Learn the law regarding telecommuting and taxes. If the you live in a state different than where the employer is located, find out what taxes the employer is required (or is not permitted) to withhold, and whether or the employer reimburses you for expenses. If you get fired of laid-off, will you be eligible for unemployment benefits in the employer's state, your state, or both?

4. Confidential Information and Privacy:

To improve productivity, your employer may give telecommuting employees broad access to private information using your personal computer. If your computer is struck by a virus, will you be held accountable for this? How will the company make sure that your information will be kept secure and you will not be held liable for any outside security breach? In addition, your employer may want to visit your home from time to time to make sure that your home office is professional and you are not misusing the equipment they have given you – so it is important to get a copy of this policy and know exactly what a site visit entails and if you are comfortable with it.

If you're unsure of any part of the job description or expectations of an employer you're considering accepting a work from home job from, ask for a copy of their telecommuting agreement.

Telecommuting agreements normally include the following:

• a statement that telecommuting is allowed in the discretion of the employer

• the telecommuter's commitment to devote working time to work

• a description of the employee's work schedule and location

• the right of the employer to make reasonable visits to inspect the home work

location for safety or information security issues

• an acknowledgment of the employee's responsibility for ensuring a safe work

environment and reporting any work-related injuries

• an acknowledgment that all work product belongs to the employer, and the right

of the employer to monitor use of company equipment used in the home