COVID-19 outbreaks have made employee safety a top priority and teleworking their best ally.
The Remote Work Act not only normalises remote work, but highlights it as a preferred form of work.
For many companies, the return from vacation means a return to the offices, albeit in a mixed way. Large companies are opting for semi-presentiality , combining teleworking with face-to-face meetings or sessions in small groups. In the central offices of large groups, such as consulting andorra email list 24290 contact leads firms or banks, they have established mixed models that combine physical positions with remote teams.
The Remote Work Law will not apply to public administration workers, who will be subject to other independent regulations.
For SMEs, on-site work will become more important. However, new outbreaks of COVID -19 could delay the return to the office. Therefore, teleworking after returning from vacation would become the norm again.
In this sense, all companies will have to comply with the new regulations that will govern teleworking and that will entail a necessary normalisation of this type of work.
The draft of the Remote Work Act was presented on June 26. It highlights the effectiveness of teleworking in maintaining business activity.
Below we review a series of points common to all companies:
1) Teleworking is voluntary
In order to be able to work remotely, an agreement between both parties will be necessary . This does not apply to internship or training contracts. However, the theoretical training hours included in your contract may be carried out remotely.
The law establishes equal treatment and working conditions between on-site and remote workers. Likewise, the agreed working conditions cannot be modified based on the difficulties arising from teleworking.
2) Guaranteed digital disconnection
Teleworking and flexible working hours are two concepts that go hand in hand. However, not everyone understands flexibility in the same way. For some workers, this can involve unpaid overtime and full availability even on non-working days.
To combat these abuses, the right to disconnect has been established, as well as respect for breaks and the maximum length of the working day.
3) Control of remote work
Regarding the control of teleworking, the law seeks to avoid intensive or disproportionate control, since it could violate the worker's right to privacy .
Each company will use the means it deems appropriate for this purpose. Although the regulations recommend the use of digital technologies to measure the hours worked, the connections or the progress of the work performed.