This month: Implementing Telework after the pandemic
The summer of 2021 brings promise and hope of a return to safety and normalcy. For many businesses, that means the return to the workplace and the end of 100% telework. This must be done in the respect of government-issued health and safety protocols. However, just as in other countries, many businesses discovered with the pandemic that remote work could be compatible with successful company operations. Studies show that 74% of French employees want to keep up to 3 days of telework per week. This means that there is both a business and a legal need to set a formal framework for this, going forward.
Here are some do’s and don’ts to keep in mind when implementing telework “post pandemic”.
Do take a global approach. Telework is more than just working remotely. Many different internal processes must be reconfigured or revaluated.
Don’t forget the importance of creating strong links between those working remotely and those on site.
Do review the organization of work: hours, systems, tools, workload and tasks that can be done remotely.
Don’t forget to evaluate the health and safety risks associated with telework.
Do set a stable and secure legal framework for telework: this can be done with an amendment to the employment contract.
Don’t forget the collective approach: rules defined by a collective agreement or a charter can help protect workers and the company.
Do define the indemnification/allowance that will be paid to employees, in particular for the costs associated with telework.
Don’t forget that social dialogue is key on such a topic.
Flichy Grangé Avocats can assist you with the individual employment and administrative matters that are raised by implementing telework long term.
History
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China: MOHRSS issues Guidance for the Conclusion of Electronic Employment Agreements
Published on : 29/07/2021 29 July Jul 07 2021L&E GlobalThe Ministry of Human Resources and Social Security (“MOHRSS”) formulated and...Source : leglobal.org
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China: Court rules Negative Comments from Co-workers could amount to the basis for Termination
Published on : 29/07/2021 29 July Jul 07 2021L&E GlobalMs. Guo (the “Employee”) signed an employment contract with am HR agency and...Source : leglobal.org
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Chile: Considerations about Termination of Employment Contract
Published on : 29/07/2021 29 July Jul 07 2021L&E GlobalOver the last years, it has been discussed in Chile, how an employer can term...Source : leglobal.org
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Canada: Are CERB Payments Deductible from Wrongful Dismissal Damages? Maybe
Published on : 29/07/2021 29 July Jul 07 2021L&E GlobalIn a recent “win” for employers, and a decision that is the “first of its kin...Source : leglobal.org
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L&E Global Strengthens Latin America Lineup
Published on : 05/07/2021 05 July Jul 07 2021L&E GlobalL&E Global proudly welcomes Sánchez & Salegna, one of the top labour and em...Source : leglobal.org
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Fast Webinar: Best practices for remote work in France
Published on : 01/07/2021 01 July Jul 07 2021NewsNews / WebinarsNews / Webinars / Register for webinarsWed, 7 July 2021 • 13:00 - 13:30 PM CET After a year of the global health...
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In brief: The Islamic Veil cannot be banned without a neutrality clause, even for commercial reasons
Published on : 01/07/2021 01 July Jul 07 2021NewsNewsletter / Recent Case LawIn 2017, the French Supreme court recognized the possibility, expressed in ar...
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This month: Implementing Telework after the pandemic
Published on : 01/07/2021 01 July Jul 07 2021Newsletter / Do’s and Dont’sThe summer of 2021 brings promise and hope of a return to safety and normalcy...
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The Ministry of Economy reveals revised aid measures for the summer and the rest of 2021
Published on : 01/07/2021 01 July Jul 07 2021L&E GlobalNewsletter / Looking FowardThe French government has committed to supporting businesses as the county em...
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Interview: The debate over remote work must be framed in terms of quality of life at work
Published on : 17/06/2021 17 June Jun 06 2021InsightsFlichy Grangé partners Florence Bacquet and Caroline Scherrmann help companie...