You don’t necessarily need to have a formal policy, but if it is informal it should be consistent across the board. It’s best not to offer it to just certain people or departments, especially if you’re unable to accommodate having an entire department work from home. In those cases, perhaps you offer flex-time. If people stay late some days and want to head out early on a Friday, let them.

In many cases, an employer has to meet compliance regulations and this is why you are being asked for certain information. Even if you work with a professional recruitment firm and are being submitted for a direct hire position you will have to go through both the process for the recruitment firm and the employer.

There is a ton of technology to support telecommuting from anywhere. Here’s a quick look at some basic technology for setting up a mobile office. If meetings are required, make them video meetings so all can participate.

Flexible work arrangements can be the hours worked, job sharing, or the location where you work such as working from home. Determine what you are willing to offer and work with your employees on the specific arrangement. 

More importantly: support the flexibility! Create a flexible-friendly culture that embraces our mobile lifestyles. Don’t harp on face time in the office as being the only measure of an employee’s value, instead look at overall productivity.