Telework Truths: Which of the Following is True of Telework?

Ever found yourself staring at a quiz question like *"which of the following is true of telework?"* and feeling unsure? Maybe it's for a HR certification, a company policy test, or just your own research. You're not alone. Telework (or remote work, telecommuting – same beast, different names) seems straightforward, but there's a heap of confusion and myths floating around.

Honestly? I've managed remote teams for years, and I still see companies get basic things wrong. Let's cut through the noise and talk about what's *actually* true. Forget the fluffy "future of work" jargon – we're diving into the practical, the messy, and the legally important stuff you need for real decisions.

What Exactly Is Telework? (It Ain't Just Pajamas)

Okay, basics first. Telework isn't a free-for-all. The U.S. Office of Personnel Management (OPM) defines it clearly: a work arrangement where employees perform their official duties from an approved alternative worksite (like home) for a predefined portion of their work schedule. Notice the keywords?

The Non-Negotiable Pillars of Real Telework

Official Duties: You're doing your actual job tasks. Not running personal errands for 8 hours.
Approved Worksite: Your kitchen table? Maybe. A beach in Bali? Usually a hard no (tax and legal headaches!). This needs employer sign-off.
Predefined Schedule: This isn't freelance. You have core hours or a set agreement (e.g., Mondays and Fridays at home, Tues-Thurs in office).

That last point trips people up. True telework has structure. Ad-hoc "I'm working from home today because the plumber's coming" might be flexibility, but it's technically not a formal telework arrangement under most definitions. Which of the following is true of telework? Understanding this structured definition is fundamental.

My Experience: Early on, I had a star employee whose "home office" was basically her couch with a laptop. Surprise surprise – constant neck strain and focus issues. We had to revise our agreement to mandate a dedicated, ergonomic workspace. Lesson learned: specifics matter.

Decoding "Which of the Following is True of Telework?" - The Common Options Demystified

Let's tackle the typical statements you see in quizzes or policy docs. Which ones hold water?

Common Statement	True or False?	The Reality Check
Telework significantly increases employee productivity for everyone.	Mostly False	Studies show averages often increase (e.g., Stanford found 13% boosts), but it's HIGHLY individual. Self-disciplined folks thrive. Easily distracted folks? Productivity can tank. Environment matters hugely (quiet home office vs. chaotic shared space).
Employers save substantial money on real estate costs with telework.	Generally True	Yes, but it's reinvested. Savings on office space (utilities, rent, maintenance) are real. BUT, companies spend on tech (laptops, VPNs, collaboration tools), home office stipends, and potentially higher cloud service fees. The net saving isn't always astronomical.
Teleworkers automatically earn less than in-office employees.	False (But Nuanced)	Generally, pay should be based on role, experience, and location value, not work location. However, some companies adjust pay if you move to a significantly lower cost-of-living area. This is a contentious practice. Know your company's policy.
Telework eliminates the need for core working hours.	Usually False	Full async is rare. Most roles need some overlap for meetings, collaboration, and real-time support. "Flexible schedules within core hours" is the common true model. Pure results-only work environments (ROWE) exist but aren't the telework norm.
Employers must provide all equipment for teleworkers.	It Depends (Legally)	Under the Fair Labor Standards Act (FLSA), non-exempt (hourly) employees generally must be reimbursed for job-required expenses that dip below minimum wage. For exempt (salaried) staff, state laws vary wildly (e.g., California is strict). Best practice? Provide core tech.

See the pattern? Blanket statements about telework rarely capture the whole picture. When pondering *which of the following is true of telework*, context and specifics are king.

That whole "productivity boost" thing? I call it the Golden Handcuffs Paradox. Some of my most productive remote folks *never* log off. Boundaries blur. They send emails at 11 PM. Is that "increased productivity"? Technically yes, but it's a fast track to burnout city. We had to actively coach managers to watch for this.

The Tangible Stuff: Costs, Savings, and What Gets Forgotten

Let's talk dollars and cents – yours and the company's.

Employee Costs (The Hidden Side)

Saving: Commuting costs (gas, tolls, parking, public transit), work lunches/coffees, professional wardrobe (less needed).

Expenses:

Employer Costs & Savings (Beyond the Obvious)

Saving: Office space footprint (rent, utilities, maintenance, supplies, snacks!), potentially lower local attrition.
Expenses: Robust IT infrastructure (VPN licenses, cybersecurity tools), collaboration software subscriptions (Slack, Teams, Zoom tiers), home office stipends, potential travel costs for occasional meetups, *management training* (crucial and often skipped!).

Watch Out: State Tax Nexus! This is a corporate accounting nightmare. If an employee teleworks full-time from a state where the company doesn't currently operate, it can trigger corporate income tax obligations, sales tax collection requirements, and payroll registration in that new state. Big companies have teams for this; small ones? It can be a landmine.

Legal & Compliance: The Minefield (Don't Skip This!)

This is where "which of the following is true of telework" gets serious. Ignorance isn't bliss; it's a lawsuit.

Wage & Hour Laws (FLSA): Non-exempt teleworkers MUST accurately track all hours worked. Unauthorized overtime is still overtime the company likely has to pay. Employers need clear systems for tracking and approval.
Workplace Safety (OSHA-ish): OSHA generally doesn't inspect home offices. BUT... employers have a duty to provide a safe workplace. If they supply equipment (like a faulty chair) and you get injured, or if you're performing job duties that lead to injury at home, liability can exist. Clear safety guidelines are essential.

Reasonable Accommodation (ADA):

Data Security & Privacy: Massive risk area. Mandatory VPNs, encrypted devices, clear policies on handling sensitive data outside the office, secure document disposal at home. Breaches originating from a home office can be devastating.
Local Labor Laws: Minimum wage, paid sick leave, overtime rules – these apply based on *where the work is performed*, not where HQ is. If your teleworker is in a different city/state/country, you must comply with *their* local laws.

I once saw a small startup almost implode because their star developer moved from California to Idaho without telling anyone. Suddenly, they were on the hook for Idaho payroll taxes and compliance they knew nothing about. Took months and $$$ to untangle.

Making It Work: Practical Tips for Everyone

For Employees:

Boundaries are Sacred: Define work hours (put it in your email signature!). Have a dedicated workspace if possible. Shut the door (physically or metaphorically) at the end of the day. Your mental health depends on it.
Over-Communicate Proactively: Don't assume people know what you're doing. Update project trackers, send brief status summaries, clarify expectations. Visibility is key when you're not physically seen.
Master the Tech: Learn Zoom/Teams shortcuts. Understand file-sharing protocols. Troubleshoot basic issues. Tech fluency reduces friction.
Schedule Social Chats: Combat isolation. Block time for virtual coffee breaks or non-work chats with colleagues.
Audit Your Setup: Is that dining chair killing your back? Is your screen too low? Invest in ergonomics early. Your body will thank you later.

For Managers & Leaders:

Focus on Outputs, Not Activity: Stop micromanaging screen time or login hours. Define clear goals, deliverables, and success metrics. Trust your team.
Standardize Communication Channels: Chaos ensues if some teams use Slack, others email, others carrier pigeon. Define: What's for quick chat? What's for formal updates? Where do files live?
Intentional Team Building/Connection: Virtual happy hours are often lame. Find better ways (shared online games, virtual volunteering, themed show-and-tell). Schedule regular, meaningful 1:1s focused on the person, not just tasks.
Invest in Manager Training: Managing remotely is a different skill set. Train managers on building trust, recognizing remote contributions, spotting burnout virtually, and facilitating inclusive remote meetings.
Set Clear Security Protocols (& Enforce Them): Don't just have a policy; train on it, audit compliance, and ensure secure tech is provided and used.

Telework FAQ: Your Burning Questions Answered

Q: Which of the following is true of telework regarding equipment? Does my employer have to buy me a chair?

A: It's messy. Legally, for non-exempt (hourly) employees, employers usually *must* reimburse for necessary work expenses that would reduce pay below minimum wage. For exempt (salaried) staff, state laws rule. California requires reimbursement for "all necessary expenditures." Many other states don't mandate it specifically, but best practice (and good faith) is to provide core tech (laptop, monitors) and often a stipend for ergonomic furniture. Always check your state labor laws and company policy.

Q: Can my employer monitor my activity while I'm teleworking?

A: Generally, yes, within limits. They own the equipment and network. They can track website visits, app usage, and potentially even keystrokes or screenshots (though the latter is controversial and requires careful legal review and often employee notification/consent). They usually cannot monitor personal devices not used for work or via cameras in your home without explicit consent (and often not even then). Transparency is key – employers should disclose monitoring practices.

Q: Does workers' compensation cover me if I trip over my dog while getting coffee during my telework day?

A: This is a gray area. Generally, injuries occurring during purely personal activities (like making personal lunch) aren't covered. Injuries while performing work duties (like tripping while rushing to answer a work call) are more likely covered. The key is whether the activity was "within the course and scope of employment." Don't assume – report any injury promptly and let the insurer investigate.

Q: Which of the following is true of telework schedules? Can I work any hours I want?

A: Rarely. Most formal telework agreements require adherence to core hours or specific schedules to ensure team collaboration, customer coverage, or manager availability. True asynchronous work (work whenever, as long as results are delivered) exists but is less common than flexible schedules within agreed-upon parameters. Get clarity in your specific agreement.

Q: What happens if my internet goes down while teleworking?

A: This is where a clear policy is vital. Common solutions include:

Using a mobile hotspot (if feasible/permitted).
Relocating to a backup location (like a library or co-working space with stable internet).
Making up the time later (if hourly/non-exempt and approved).
Using paid time off (PTO).

Employers typically expect employees to have a reasonably reliable connection as part of the telework arrangement.

The Future Isn't Just Remote. It's Flexible.

Look, the "which of the following is true of telework" question often seeks a simple checkbox. But real-world telework isn't binary. It's a spectrum. Hybrid models (some days in office, some remote) are dominating. Flexibility – in schedule AND location – is becoming the real currency for attracting and keeping talent.

The most successful setups I've seen ditch the rigid "all remote" or "all in-office" dogma. They focus on *how* work gets done best for specific teams and roles. They invest heavily in the tools, training, and trust needed to make flexibility sustainable. They understand that *which of the following is true of telework* depends entirely on the context they deliberately create.

So, whether you're answering a test question or designing your company's policy, remember: Telework's truth lies in its deliberate structure, its inherent complexities, and its undeniable power – when implemented thoughtfully – to reshape work for the better.

October 17, 2025