Flextime, work from home (WFH), compressed workweek, shift work, job-sharing, part-time work, telecommuting, telework, hoteling, and snowbird programs are all flexible forms of work that are increasingly attractive to employees. But employers considering implementing one or more of these flexible forms of employment must be aware of a number of legal issues and the related federal and state statutes—including:

• equal employment opportunity compliance (nondiscrimination laws)

• wage and hour compliance (FLSA)

• benefits compliance (ERISA)

• workers’ compensation (state workers’ compensation statutes)

• occupational safety and health (OSH Act)

• disability accommodation (ADA)

• privacy and confidentiality (e-mail, phone, internet use)

• independent contractor/employee status (proper classification)

In Arkansas, employers who wish to offer flexible work arrangements such as flextime, WFH, compressed workweeks, and other forms must comply with various federal and state regulations. Equal employment opportunity laws, such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), require employers to ensure nondiscrimination in their employment practices. Wage and hour compliance is governed by the Fair Labor Standards Act (FLSA), which sets standards for minimum wage, overtime pay, and recordkeeping. Benefits compliance falls under the Employee Retirement Income Security Act (ERISA), which sets minimum standards for most voluntarily established pension and health plans. Arkansas's workers' compensation laws require employers to provide insurance to cover employees in case of work-related injuries or illnesses. The Occupational Safety and Health (OSH) Act mandates a safe working environment, which can include home offices for telecommuters. Disability accommodations are also required under the ADA, which may apply to telework arrangements. Privacy and confidentiality concerns, particularly with electronic communications, must be managed in accordance with both federal and state privacy laws. Lastly, proper classification of workers as either employees or independent contractors is crucial to comply with tax laws and avoid misclassification penalties. Employers in Arkansas should consult with an attorney to ensure that their flexible work programs adhere to all applicable legal requirements.