Another thing to think about is alternatives to just working from home, for example working half days in the office or working from home every other week. Also, you should have some back up ideas for them such as asking if you can try it for 3 months and then you and your manager will review how it is working for both. When I returned to work in January, I asked to work from home ~2 times a week. Here's what I tell my clients:1) Be prepared with information and data. What you've outlined are all very good reasons for you to be able to work from home, however, you don't really address why it wold be beneficial (and if not beneficial, at least keep things moving efficiently) for your employer. Nonetheless, it is still a matter of courtesy to explain to the employer the reasons by way of official communications. You know more about your own work (obviously) and can come up with relevant items to add to this.You may also have more success with asking to do it on a trial basis. In fact, you could consider looking for a book on negotiation - there are tons of them out there. I live in Brooklyn, but my job is in the Bronx and it takes me nearly 1 1/2 hrs. Upon resuming duty, I plan to work longer hours to make up for the time that shall be lost. They might say no to any days at all but if you start with 2, they might see that they are "winning" the negotiation when they get you to come down to 1. Suggest a trial period. Take care of yourself. This article contains advice from two threads on the PSP forums, one in 2012 and another in 2017. (WorldatWork 2008 survey of 2,288 U.S. employers) *The number of Americans who worked from home or remotely at least one day per month for their employer ("employee telecommuters") increased from approximately 12.4 million in 2006 to17.2 million in 2008. I personally like being flexible to accommodate my being busier (meaning I'm more likely to telecommute to get those 2 hours back on a computer) or having to be home to cook dinner for my son on a particular day.In your case, I think the more specific and short-term (think "trial basis") you can be, the better. Be willing to come into the office on occasion, and show how being able to work different hours can help the organization: "More 2 cents: Several years ago I had to work frequently off-site, and requested a laptop so I wouldn't have to waste a half an hour each way going back and forth to the office in the morning and afternoons, in addition to my commute (this was a newspaper where I had to file daily, sometimes twice a day, so that extra hour before deadline was a big deal). I think he ultimately agreed because I identified specific projects that I would focus on when at home. Let him/her know that you will be glad to keep the work plan and keep them up to date on the progress of your projects as often as they would like.- Be available. (Note: Not sure if I should share that because it's only for 2 weeks and not the whole summer. Doing it this way alleviates your manager's concern about everyone asking for it and basically guarantees a "yes". Front Office Specialist – Newark Solutions Inc.. Do … My two cents: it's probably best that you not approach them with this request before going back, based on the past attitude towards working from home. But her boss said no, because if he lets me do it, it sets a precedent for others in the future, and because I was already getting lots of time off. It's hard at first in those first few weeks back so focus on substance and depth rather than long hours or face time. Make it known that you welcome calls and emails and that you're in touch. ", "I think you have to look at this situation as any other kind of negotiation. I would use that argument, too! If you have headache or you are tired you can sleep for 20 minutes and later restart your job. Technological advancements have also helped increase telework options. If you know this is a company you want to continue building your career with then you can get back into the swing of things before approaching and then find the right time to approach your supervisors. You need to know that for yourself. But I did get a note from him as proof in case you think it's wise to share. The purpose of this letter is basically to let the employer know that the employee is not showing up for work. I say this as someone whose request to work from home one day a week was denied by an organization she had worked for for ten years. And if you get it, show them you're responsive and diligent and perhaps even more productive from home, early impressions can be lasting ones.As for precedential value, no offense to your boss but ... that's a lame excuse for a new/nursing mother.". You can say that you expect to be MORE productive working remotely, not less.I'm lucky because I work mostly for people who work in my firm's CT office, one of whom actually lives in WI and works from home every day (and has a CT phone extension) - so they don't care where I physically am located - and it's getting easier to work remotely anyway.I have a friend who is an hourly attorney who set a specific schedule where she telecommutes Wed/Fri, technically she's part time so technically doesn't work those days but she always does - it's just a remote-work thing and she's available if work is busy. "I go back to work tomorrow (Wednesday). There are many reasons why telecommuting can be beneficial for both employees and employers. And last but not least,- Be VERY visible when you're in the office and talk it up about how much you're accomplishing on the days your working from home.You might have to start with one day but I was able to increase to 3 or more days by the time I left that job. There will be someone else home with the baby to care for her so I can focus on work.- It's slow at the office: There are no students around for the summer and there will be down time in the coming weeks.- Additional recovery time: My gastro advised me to do sitz baths 4x/day for 10 minutes each, for 2 weeks. June 2020 Update: We’ve put together a Remote Workforce Resource Page open_in_new for remote employees and for those managing a remote team. 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