Questions: Which statement best describes why telecommuting is considered an employee benefit? Telecommuters can set their own working hours and vacation schedules. Telecommuting is normally offered only to upper managers and executives. Organizations make fewer demands on employees who telecommute. Not commuting to work adds flexibility to telecommuters' schedules.

The answer is: Not commuting to work adds flexibility to telecommuters' schedules.

This statement is not entirely accurate. While telecommuting can offer some flexibility in working hours, it does not necessarily mean that employees can set their own vacation schedules. Vacation policies are typically governed by company rules and may not be influenced by telecommuting status.

This statement is incorrect. Telecommuting is not limited to upper managers and executives. Many organizations offer telecommuting options to a wide range of employees, depending on the nature of their work and the company's policies.

This statement is misleading. Telecommuting does not inherently mean that organizations make fewer demands on employees. The expectations and workload for telecommuters are generally the same as for those working on-site.

This statement is accurate. One of the primary benefits of telecommuting is the elimination of the daily commute, which can save time and reduce stress. This added flexibility can allow employees to better manage their work-life balance and schedule their work around other commitments.