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2. Start-up and Implementation Questions
A. Will companies provide office equipment for telecommuters?
While it obviously differs from one situation to the next, employers have provided the equipment for employees to work away from the office in many cases. However, sometimes employees are required to provide their own equipment, often because it was the employee's idea to telecommute in the first place. For employees who cannot afford this method, some companies allow them to use the computer and phone they already have at home, or allow them to show results first, then offer to provide equipment once the telecommuter has shown that working away from the office is a practical arrangement. And finally, there is always the option of simply allowing the employee to move all the equipment in their office to their new office at home. [top]
B. Should telecommuters be reimbursed for use of their own office equipment?
Equipment issues are specific to each situation. Most companies provide the telecommuter with as much equipment as they can. This of course depends on whether or not the company already has a formal telecommuting program in place and on how much money the company has allocated for this program. If a telecommuter has agreed to use his/her own equipment for work, the company most likely doesn't have a formal program in place, and therefore the details of equipment use must be worked out before a problem arises. It's a safe bet that most companies won't "reimburse" an employee for equipment use, because it is a difficult thing to measure. However, many companies agree to provide maintenance, back-up equipment and office supplies to an employee who agrees to use their own equipment. Many telecommuters have found this to be an acceptable agreement, especially when their PC quits when they're working to meet a deadline. [top]
C. If I live in one state and work for a company located in another state, which state do I work in on my taxes?
This is a complicated question with an answer that varies from state to state. One key factor is whether or not there are any reciprocity agreements between the two states that you both live and work in. Also, some states have laws regarding employees who seek to move to that state and work in another. For example, the state of Colorado recently passed a law stating that if an employee of a company located in another state wanted to reside in Colorado, but continue to work for the company located in another state, the company would have to pay an annual fee of $10,000 to the state of Colorado for tax purposes. While this is a rare case, it is an example of the technicalities that differ from state to state. The safest plan of action would be to consult a tax representative for your company. [top]
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