In order to present a deeper understanding of these issues as discussed with the Governor, we will shine a spotlight on each one separately in this and subsequent issues of Abilities. We start with the subject of "home based employment and telecommuting".
With the push to achieve statewide broadband access, opportunities are increasing to provide opportunities for individuals with disabilities to work at home in various capacities - whether through home-based employment, in a telecommuting capacity, or as a remote employee of a State call center. The GCEPD sees such opportunities as consistent with Governor Douglas' stated goals in his "E-State initiative".
There are many types of home-based employment. In some instances, an employer allows its current employees to telecommute, i.e. work from home. Another form is when a company or state government out-sources "call center" type work to individuals working from home, who handle telephone orders, calls for information or materials, etc. A third type of home-based employment is when an individual signs up with a company to perform a specific task at home. The last example is "e-lancing", where an individual signs up with web brokers and performs tasks for various companies by bidding on the project.
One example of an employer who has used the telecommuting option is the U.S. Citizenship and Immigration Services of the Department of Homeland Security in St. Albans, which allows some of its managers to process their cases from strictly-controlled home offices. Employees must meet certain expectations around security, confidentiality, and productivity. This program has been in place for a number of years.
Currently 9 states have tax credits, incentives or statutes (either in place or pending) encouraging telecommuting.
There are many compelling arguments for implementing telecommuting and home-based employment options. Here are but a few:
� According to US Dept. of Labor and other estimates, the national average annual savings for employers hiring contractual or free lance telecommuters includes 8.1% on payroll taxes, 17.3% on benefits, $5,000 on office space, and $1,100 on equipment;
� Benefits to the employer include better productivity, less absenteeism, less overhead, more working time available, increased employee pool (not restricted geographically), and less interference of work due to weather;
� Benefits to the employee include lowered commuting costs, fewer personal costs, better work/home life balance, the ability to be home for children, and the ability to care for older family members in the home;
� Benefits to the community include less traffic, less pollution, and less road wear;
� It provides vital opportunities in rural Vermont where transportation is limited;
� It provides the opportunity for a person with a disability to customize a work schedule to accommodate fluctuations in functioning due to their disability; and finally
� Parents on TANF ("temporary assistance for needy families") benefits are able to work without having to give a high portion of their earnings to expensive childcare. Often childcare options are limited or non-existent.