Long term supervision of remote workers in law firms
With law firms having to work remotely during the Covid 19 pandemic, remote working is no longer a new way of working with many if not most firms now setup for this. For some, it has been a new and enjoyable experience and for others, they cannot wait to get back to working in an office as they miss the social aspect of a workplace and the structure this can bring to the working day.
There is no doubt that the industry is split on whether long term remote working is sustainable on both a personal and professional level but one thing that is for sure is that a large section of the industry will be changed forever with a mix of remote and office working.
Firms that had been reluctant to have employees working from home are now realising they can trust employees to get their work done. They have come to realise that employees have adjusted well to the new working environment. For some firms, this has brought the opportunity to review their office space and consider downsizing their offices, with the welcomed costs savings.
For solicitors and fee earners who have previously not adopted working remotely, the experience has given it new light and for many, they wish to adopt the remote working regime into working life moving forward. For those law firms that will be embracing long term remote working, they must devise new or updated policies and procedures covering a range of areas to ensure their staff, data and clients are protected and that there is full compliance with the requirements of the regulator.
At The Strategic Partner, we have been working with law firms to implement longer-term remote working strategies by helping build out an approach to remote working which protects the firm staff, and clients and importantly ensures the firm operates in a compliant way. Our solutions include:-
·Developing a remote working policy
·Training supervisors on remote management
·Delivering training to staff on their expectations
For more information on the services that TSP provide on this topic or for a wider discussion about our services, you can call us on 0203 911 9710 email us at email@example.com or visit our website.
The Detail and Guidance
There are a number of elements that a firm should think about and below we list and discuss some of these areas which we hope provides useful guidance:
1. GDPR and confidentiality
Firms must have procedures and policies in place to protect the confidentiality of the client’s data. This could include employees mostly working paperless and firms insisting that employees should lock screens when away from the PC/laptops. Furthermore, firms could ensure employees store files away safely at home when not being used and proper records are maintained by the firm for file/data removal and return by way of a register.
It is the responsibility of the firm to assess the environment of the individual or suitability and to provide the necessary equipment to work remotely whether that is PC equipment or office furniture.
Firms that have not provided the PC equipment to their staff and have allowed individuals to work from their own PCs and laptops are putting client data at risk, particularly where a PC is used by multiple people in a household. Whilst a firm may well provide secure access into the firm’s systems for convenience many systems will automatically log in which poses a risk. A firm cannot very well ask a member of staff to disable local saving on their own PC which means that the moment data is saved locally, the firm is no longer in control of that client’s data.
Protection and management of a firm’s and client’s data have to be at the forefront of a firm’s remote working considerations. Whilst most firms have enabled staff to have some remote working capabilities by allowing emails to sit on personal devices, this has been controllable as data can be deleted remotely or access denied. This is not the same for the information and files that have been stored remotely.
A firm cannot put the same levels of control around physical data and equipment as they would in the office but the obligation to protect this does not change and the loss of data is certainly reportable to the client. A serious data breach is reportable to the SRA as would be a breach of confidentiality.
If a firm adopts remote working and the shifting of theirs and their client’s data to multiple locations they must have firm policies in place alongside training and monitoring to ensure these policies are being adhered to or they put their firm and their clients at risk.
2. Daily guidance and Supervision
Next on the list has to be the supervision of staff which covers a whole range of areas including but not limited to: –
- Performance management
- Risk Assessment
- Compliance and monitoring
- Formal training
- Informal training
- Case guidance
- Knowledge sharing
- Case allocation (see below)
- General advice (see below)
- Inclusion (see below)
- Auditing (see below)
- Use of the system
- Access to support
- Communication methods
There is a lot for firms to consider and a remote working policy needs to consider each of the above areas which occur more naturally in an office environment but are unnatural and do not lend themselves to remote working.
Open lines of communication are essential for successful remote working and it has to be remembered that communication is two-way and not everyone is an effective communicator but to sustain long term remote working and inclusion they have to be and those to whom it does not come naturally to, need a structure.
Employees must be supervised – SRA Code of Conduct for Firms – Codes 2 and 4 set out the requirements for firms and failure to develop robust policies and then document and evidence supervision could expose the firm to criticism from the regulator.
3. Regular contact and communication with the office
With the fundamentals established (confidentiality and supervision) a firm is then ready to allow long term remote working and with that comes the responsibility to their employees.
The firm should ensure that the employee has regular contact with the office and the supervisor to maintain communication as already detailed. This will involve a range of requirements such as senior staff reviewing files and matters and having meetings and discussions in respect of case management.
Firms can ensure effective demonstration of the supervision of files and fee earners by way of a register to demonstrate that adequate supervision is provided at all levels and maintaining and keeping up to date the individual’s training record.
Importantly, individuals need to be included. It is very easy for an individual or supervisor to overlook or cancel meetings but this is a failing. It is more essential than ever to ensure regular touchpoints between staff and supervisors to air issues or just touch base.
Firms need to look at their overall performance management programme and adjust this for home workers. They also need to consider inclusion and ensure that a schedule of meetings is clear and attendance is compulsory.
It is also recommended that an appropriate time in the office is a requirement. This may only need to be a day or two a month but that engagement should be encouraged if not enforced.
4. Health and Safety
Firms have a duty to comply with the Health and Safety Regulations and as soon as you extend someone’s home or home office to the working environment you need to ensure that the individual is protected and the regulations are complied with.
There are basics to consider such as the workstation itself. Dining room tables and chairs are not always ergonomic and firms who allow or knowingly allow employees to work with inappropriate furniture risk potential claims against them.
Wherever possible firms need to provide equipment or provide a budget to obtain equipment and then ensure it is being used effectively.
The physical elements of health and safety are much easier to cope with and deal with but the psychological impact is certainly not as easy to see.
When you are not working with a colleague day to day it is more difficult to pick up on their mental health. A person walking into the office upset or angry is easy to see, however, a person at home behind a PC can become invisible as can their emotions.
It is not as easy to tell when someone is struggling at home be that on a personal or professional level and catching this too late can lead to absence, complaints and negligence. Firms must encourage individuals to speak up when they are having issues but more importantly, firms need to have systems to identify and manage mental health issues when and if they arise.
5. Suitability to work with limited supervision
Be ready to say no! Remote working is not a right (unless your firm has decided to abandon physical premises). Remote working may not always be possible, the physical environment may be wrong (people in house shares for example with no private space) but far and above the other reasons is the ability of the individual and their need for monitoring and supervision.
It is a fact that not every role can be effective remotely even in a law firm. Every person in a business must add value as should every role. If remote working deteriorates the impact of the person or the role then remote working is not appropriate and it needs to be refused. In scenarios such as this, the needs of the firm and the role must outweigh the needs of the individual unless a sensible and allowable workaround can be achieved.
An employee should essentially be able to work with limited but necessary supervision. This would mean junior levels of staff who require day to day guidance and support with work and tasks would not always be able to work fully remotely unless the firm had procedures and policies in place to ensure adequate supervision was provided and maintained at some level.
This is a tricky topic for some but firms must remember that they have a duty to develop and supervise their staff and failure to do so could cause longer-term damage to a persons career, particularly if errors or worse, negligence arises.
If remote working does not fit the role or the experience be prepared to refuse the request.
6. Access and presence
Although you and your firm may have moved on and accepted remote working as part of your culture, your clients may not. Your firm has probably been present within your local or business community for some time and your clients will be used to your presence and ease of access to your office and staff.
Moving some of your staff remotely and potentially changing your office requirements may have an impact on your clients and you need to ensure that action you take does not cause a potential loss of business.
This is certainly more relevant for firms looking to leave an area or relocating. Your marketing team may have to work a little harder to maintain client confidence.
Linked to this is of course ensuring that your fee earners remain available for meetings. Not everyone is happy to meet via video and prefer a meeting in person. Remote workers need to be alive to this and not try and convince people into a meeting format they are not comfortable with.
7. New instructions
Mentioned is required on new instructions and how these are processed and monitored. Most law firms will encourage their fee earners to build relationships with clients and this will often lead to direct contact from clients.
This does pose risk to firms as when in the office there is more awareness of the work that is coming into the firm even when direct. However, when a fee earner is at home, the risk of a file coming into the firm that may exceed that individual’s experience or capacity or indeed the firm, increases.
Whilst it may well be the case that visibility is provided through a case management system the detail may be lacking and firms are well-advised to ensure there is a robust process built to capture, process and accept new business to ensure that supervisors are allowed to understand the work coming into the firm and approve it.
For many, remote working is a reality and as with the successful roll-out of the vaccination programme, and the prospect of lockdown ending becomes more of a reality, firms must start to formalise their future plans so that their staff and clients know what is to be expected.
This comes hand in hand with a review of policies and procedures. Moving forward, firms should have a remote working policy in place to provide detailed guidance for employees. This will ensure that both the employee and the firm know and understand what is expected from each other to avoid any ambiguity.
Remote working is going to be a new way of working moving forward and it should be embraced by the firms, that are prepared, by ensuring policies and procedures are in place. The ‘hybrid’ way of working can boost productivity in a firm and allow employees to enjoy a good work-life balance.
About The Strategic Partner and Our Services
At The Strategic Partner, we work with firms and their COLPs and COFAs to assist them with the management of risk, compliance and regulation through our two compliance solutions or we can provide individual training and guidance.
We always provide bespoke services as we recognise that every law firm is different. It is essential to provide guidance, consultancy, written documents, training, and procedures that meet the exact requirement of the firm to overcome rather than provision templated solutions.