In this post we will discuss the most notable points:
- It will only apply to people who continue to telework after the coronavirus crisis, therefore all those who are doing so as a result of the coronavirus are excluded.
- Teleworking will be voluntary and always reversible, and an agreement will have to be signed between the company and the worker, these agreements will include the following points:
- Inventory of means and equipment.
- Listing of expenses and method of payment.
- Place from which telework will be done.
- Duration of the agreement.
- Form of control by the organization, which in each case will be the one considered most appropriate.
- Teleworking will be considered when more than 30% of the weekly working day is worked remotely for three months.
- The place from which telework is done will be chosen by each person, and does not necessarily have to coincide with the private home.
- The company will provide the tools and equipment necessary to work remotely, and will be responsible for their maintenance.
- Workers cannot be asked to use their personal equipment, or to download work programs onto their own devices.
- Payment of other expenses associated with teleworking, such as internet connection, electricity, water, etc., will need to be negotiated in each case between companies and workers.
- It will be necessary to clearly mark when the working day begins and ends, in order to ensure adequate schedules, as well as the right to digital disconnection.
- Not being able to work remotely will not be a reason for dismissal in any case, and the same rights to promotion and prevention of occupational risks will be maintained.
- In the event that there are technical difficulties in being able to work remotely, it will not be considered the worker's responsibility and therefore they cannot be required to recover working time.