Telecommuting is regulated in every corner of the planet.
The rise of remote work due to the pandemic has generated a new reality that needs to be legislated. More and more countries are seeking to bring it into line with the new office model. What are the highlights of this new regulation…?
The EU advocates that policies on telework should consider productivity and quality of work, in addition to workers’ work-life balance.
The regulation of remote work should promote the professional development of its employees, which requires some technological investment (only 38% of European SMEs will undertake it).
In Portugal they have the Green Paper on the Future of Work, which has created legislation appropriate to the new remote models and have attracted many of the digital nomads.
German companies are obliged to give the option of remote working (where possible) and the works council must be consulted before introducing remote working.
Ireland aims to bring hybrid work to all relevant sectors within a short period of time. As in Germany, companies must demonstrate the existence of an insurmountable pretext for refusing a request for remote working. In addition, they must provide the appropriate equipment to conduct the work at home.
In Russia, companies must provide the equipment and means for telecommuting, such as office chairs or the necessary software.
How is remote work regulated in Spain?
Royal Decree-Law 28/2020 sets the basis when it involves a minimum of 30% of the working day. It establishes the following types:
1. Remote work: the work activity is carried out on a regular basis at home or other locations on a full or part-time basis.
2. Telework: remote work involving the use of computer/technological systems.
Among the most salient points of teleworking we have:
1. It has to be voluntary, reversible and maintaining the same rights (you can return to the face-to-face system without penalty).
2º. The work schedule will be documented to confirm its fulfillment.
3º. The employee will be entitled to financial compensation for expenses incurred (internet access, for example).
4º. The right to digitally disconnect outside working hours (the company will limit the use of technological means during rest periods).
In short, the telework legislation extends globally, and the employee needs the means to exercise the activity from home, such as a laptop, monitor or printer. In this case, it is essential to always have consumables available so as not to be left at a standstill.
The Nubeprint App allows remote monitoring of printers once the employee connects his smartphone to the wifi and the printer is on the same network. In this way, thanks to consumable alerts, the employee will receive the new cartridge or toner before running out, avoiding disruptions in the performance of their work.
* This article was not written by ChatGPT but by Nubeprint.