Situation: Seeking input from other customers on how you manage remote and hybrid workers - what's your setup, what processes were created or adapted to manage these workers, etc.
Background: My organization, St. Luke's Health System, has most of our 17,500 employees based in Idaho and Oregon. We are looking to expand our footprint into a few additional states. We currently have some workers outside this footprint, but it's by exception not cleanly managed. We currently use the delivered LRCEmployee.WorkingRemotely flag to identify if someone is fully remote, but the gap is on the hybrid workers. We only have physical locations setup, and employees who work fully remote should have the Working Remotely flag checked, and a work location of 'where they would report to if/when they go onsite'. We use GHR and GHR Payroll.
Assessment: The binary yes/no Working Remotely flag meets some of our needs with delivered functionality of GHR Payroll and Benefits but doesn't give us what we need for hybrid workers. We have considered creating a custom field so we can select from 3 options (onsite, remote, hybrid), but that would require significant rework on many integrations. The current process is confusing to leaders, and we are not fully confident in the data today.
Internal teams who would be impacted by a change to setup and process include: HRIS (system admins), HR Business Partners (HR's face to the leaders), HR Service Center (our data processing team), Payroll (who currently uses the delivered checkbox), our timekeeping system team, Benefits (we have different benefits plans/limitations based on where a person is), Talent Acquisition, IT (identity/access management, hardware, etc.), Data / Reporting teams, Employee Health (there are different requirements by state), HR Compliance (annual reporting for AAP, EEO, VETS), Workers Compensation, Internal Communications, Onboarding, Recognition, Leaders, and Employees.
Recommendation: Would love to hear how others have tackled this
