Workers' Comp Rate for Clerical Telecommuter Employees in Nebraska (Class Code 8871)
Last verified: 2026-06-08
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Related Class Codes in Nebraska
8810
Clerical Office Employees
8742
Outside Sales Personnel
8820
Attorney - All Employees & Clerical
8803
Auditing, Accounting or Management Consulting
8812
Clerical - Drafting Employees
About Class Code 8871: Scope, Inclusions, and Common Misclassifications
NCCI Class Code 8871 — "Clerical Telecommuter Employees" — is the newest of the four NCCI Standard Exception classifications, created specifically for clerical staff who work from home. It is the code most remote-first employers mean when they search "8871 workers comp code," "wc class code 8871," or "work-from-home workers comp class code." 8871 applies the same exclusively-clerical duties test as 8810 (Clerical Office Employees) — bookkeeping, correspondence, data entry, telephone reception, billing — but for an employee whose office is their home or another location away from any premises the employer owns, leases, or controls.
8871 was established as a new Standard Exception effective January 1, 2021, after the remote-work surge made a home-based clerical class necessary; California's WCIRB adopted it effective January 1, 2021, and the NCCI states phased it in on their own approved filing dates during 2021. Because it is a Standard Exception, 8871 payroll is split out from the business's governing classification and rated separately — at one of the lowest rates in the manual, in the same Hazard Group B band as 8810. This page compares filing-based base-rate estimates for 8871 across states so a remote-staffed employer can see the range before requesting a quote.
What's Included Under Class Code 8871
8871 covers employees whose duties are exclusively clerical and who perform that work principally from home or another non-employer location. The clerical test is identical to 8810: bookkeepers, accounting clerks, data-entry staff, billing and collections clerks, schedulers, customer-support agents handling phone or email, and similar administrative roles working in an area free of the business's operative hazards. The single added requirement is location — the work must be done remotely, away from any premises the employer owns, leases, or controls.
The defining 8871 rule is the more-than-50-percent remote test, and it is applied all-or-nothing rather than split. If the employee performs more than 50% of their work time at home or another non-employer location, their entire clerical payroll is assigned to 8871. If 50% or more of the time is spent at the employer's own location, the entire payroll stays in 8810. This is different from how other Standard Exceptions allocate payroll: 8742 outside salespersons and 7380 drivers can have hours carved out function-by-function, but a clerical telecommuter is wholly in one code or the other based on where the majority of the work happens.
8871 is a small but distinct slice of the manual. NCCI data put clerical telecommuter exposure at roughly 0.5% — about $13 billion — of countrywide payroll for 2020, the year before the code took effect, which is why many carriers and auditors were still learning to apply it correctly in its first policy years. A remote bookkeeper, a work-from-home medical-billing clerk, or a distributed customer-service team that never reports to a company office are the textbook 8871 cases.
8871 vs 8810: The Hybrid-Worker Boundary
The line between 8871 and 8810 is purely the remote-time percentage, measured against the same exclusively-clerical standard. A fully-remote clerical employee who never sets foot in a company office is 8871. An in-office clerical employee is 8810. The hard cases are hybrid workers, and the rule resolves them with the 50% threshold: an employee who works three days at home and two days in the office (60% remote) is entirely 8871; an employee who works two days at home and three in the office (40% remote) is entirely 8810. There is no proportional split between the two clerical codes — the majority location takes the whole payroll.
The clerical purity requirement still governs first. If a remote employee does anything beyond exclusively clerical work — packing and shipping product from home, handling inventory, performing field service, or doing any operative task for the business — they lose Standard Exception eligibility entirely and fall into the governing classification, exactly as an in-office employee would. Remote work does not loosen the clerical test; it only changes which clerical code (8810 vs 8871) applies once the test is met. A remote software developer writing code, for example, is not a clerical telecommuter at all — programming is the governing operation, not clerical office work.
Employers should keep records that show, per employee, both the duties performed and the share of time worked remotely versus on-site, because an auditor decides 8871 from the actual work pattern over the policy period, not from a job title or a remote-work policy on paper. A roster that simply lists everyone as "remote" without time documentation invites reassignment of borderline hybrid staff to 8810 at their higher in-office split, or to the governing class if the clerical purity is not documented.
State Adoption and Independent-Bureau Treatment
Most NCCI states adopted 8871 on their approved filing dates beginning in 2021, applying the countrywide Scopes language. The independent rating-bureau states publish their own classification text and effective dates: California (WCIRB) established its Clerical Telecommuter Employees classification effective January 1, 2021, and New York (NYCIRB), Pennsylvania (PCRB), Delaware (DCRB), New Jersey (NJCRIB), Indiana (ICRB), Michigan (CAOM), and North Carolina (NCRB) each carry their own 8871 or equivalent telecommuter-clerical wording. Always verify the local bureau's scope and effective date before relying on a quoted 8871 rate.
Because 8871 is so new, a few practical cautions apply. Some older policies still classify all clerical staff as 8810 by default and have not been updated to split out telecommuters; a remote-heavy employer may be over-rated until the audit corrects it. Conversely, an employer cannot retroactively move payroll to 8871 for periods before the code's effective date in its state. And the temporary pandemic-era rules that some bureaus issued — allowing payroll for clerical employees temporarily sent home, or for employees paid but not working, to remain in their prior classification — were emergency measures distinct from the permanent 8871 Standard Exception that governs ongoing remote clerical work today.
As with every code on this site, the rate table here is a filing-based benchmark, not a binding quote. The final 8871 premium still depends on payroll, the carrier's loss-cost multiplier, the employer's experience modification factor, state minimum-premium rules, and any audit reassignment between 8871, 8810, or a governing classification.
Sources
- WCIRB California — What You Need to Know About Classification 8871, Clerical Telecommuter Employees (retrieved 2026-06-08)
- NYCIRB Classification Digest — Class 8871 Dashboard (Clerical Telecommuter Employees) (retrieved 2026-06-08)
- NCRB Basic Manual, Rule 1 — Assignment of Classifications (Standard Exceptions, including 8871) (retrieved 2026-06-08)
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