Myths

Myths and Reality: E-Commuting and Clean Air

Myth: Since air quality is negatively affected by so many diverse sources the emissions saved by one person E-commuting only one day per week must be negligible.

Reality: Emissions saving from E-commuting is like snowflakes in an avalanche - while one E-commuter may not seem a noticeable difference, many together have an enormous impact. Every individual can make a difference for the environment by E-commuting. Nationally, if 10 % of the workforce E-commuted one day per-week, the annual pollution savings would be the weight equivalent of three capitol domes - 12,963 tons. Cities vary, but research shows that if an individual E-commutes 1.8 days per week for a year instead of their average commuting distance (in this instance, in Houston), the miles not traveled represent 44 pounds of emissions a year that don't go into the air, per vehicle. (Source: NEPI Telework and Environment Report, July 31, 2000)

Myth: Emissions trading programs allow polluters to buy credits and keep polluting; credits move the emissions around from savers to polluters without making a reduction.

Reality: The EPA has set attainment goals that cannot be exceeded within a region. Credits are not fungible; they may be purchased only once and may not be resold. Experience from past air trading programs indicates that overall reductions occur sooner, and at lower cost than with traditional air regulatory programs. Further, the utilities and manufacturers that supply power and products to the community can maintain productivity without fear of regulatory penalties with trading programs. Allowing those companies that can establish working E-commuting programs to trade these emission reduction credits helps maintain a robust economy while creating a net reduction in emissions across the region.

Myth: Record-keeping for such a program must be burdensome. As an executive, I don't want to be responsible for keeping track of mileage and emissions for each of my employees.

Reality: Using state-of-the-art "Teletrips" software provided at no cost to all participants, a company will be able to calculate emissions reductions automatically. The responsibility for accounting and maintaining records of the each company's credits lies with a regional agency already identified in each pilot city. We have designed this program to keep record keeping to a minimum.

Myth: E-commuting only works in high-tech industries - for programmers and other technical employees.

Reality: Just as virtually every U.S. household has phone service, E-commuting works for the broadest spectrum of professions that rely on telecommunications for work - researchers, writers, accountants, lawyers, consultants, and administrative staff.

Myth: I won't be able to find my E-commuting employees in a crisis.

Reality: Technology has made this problem obsolete. Cell phones, pagers, and e-mail make it easy to contact your E-commuting employees quickly and inexpensively.

Myth: There is no benefit to my company to do this. While it might provide for greater employee satisfaction, there is no bottom-line benefit for an employer to initiate this program.

Reality: E-commuting allows companies to reduce costs, while improving employee productivity. Depending on the size of the program, the net result can be a huge profit increase for participating companies. A recent cost-benefit analysis shows that the employer's potential annual benefits for a part-time E-commuter can be as high as $14,388. This figure includes reductions in real estate costs, decreased employee absenteeism, decreased employee turnover rates, and increased productivity. (Source: International Telework Association & Council Oct. 1999)

Myth: Communication and social interaction will break down if my employees E-commute. This will cause isolation, and employee dissatisfaction.

Reality: An E-commuter is just as available by phone and e-mail as they are on the days they are in the office. Since the average E-commuter is away from the office only one or two days per week, there is plenty of opportunity for interaction between managers and employees, and among employees.