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The paper will look into various aspects of Australian regulation which goes bundled with this scenario. We will also explore various facets of Australian Fair work Act 2009. Workers in routine transaction-oriented jobs - i.e., order takers, phone operators and help desk workers - are telecommuter candidates because their work is automatically tracked. Paradoxically, these workers are not the first to be considered for remote work styles and, furthermore, unions remain unfavorably disposed on the subject. In the case of knowledge workers and other white-collar positions, IS managers must expand logging facilities to determine when and for how long users are connected to the network, what applications and files are accessed, and enable journal E-mail and Internet access statistics be kept (Fair work Act, 2009). We recommend that detailed information be collected on all workers - even those that are FLSA-exempt. In the event of a dispute or grievance, this information will become important as an alternative to the direct observation of the employee, and many precedents exist for tracking attendance and progress in exempt occupations. When possible, enterprises should build new applications around workflow-oriented tools that track the creation, sharing, routing and completion of documents. The goals of corporate training may evolve away from memorizing procedural steps to knowing how to use smart glasses and access key information using voice commands (Stewart, 2008). Classroom training and tests on the content of manuals can be reduced since much of the practical training can be done "on the job" with the assistance of smart glasses. Training must always include safety and employees should continue to know the use of tools and equipment for routine tasks. The office is now only one node in a typical employee's network of places, and this is why employees increasingly expect workplace flexibility, the ability to decide where and when to complete individual work tasks
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