Social law. With the return to a more normal life, the organization of “hybrid work” advance and number of companies renegotiate their teleworking agreement. Decisive negotiation: Cold adopted, these rules that also impact the family ecosystem will be difficult to question tomorrow. With two different or even opposite approaches.
The Copernician Revolution:” The Open-Work is the employee who chooses his Personal place of life, and the company that adapts to this choice “(general mutual). The agreement is then for an indefinite duration, with a regular teleworking up to three days a week or two days per month at the choice of the employee: a plebiscal opportunity. Given the rattling effect of these benefits, it is necessary to be sure of the motivation of the troops, but this approach is crucial in terms of attractiveness and loyalty of the best.
Fixed hours of work
Managers are less enthusiastic. Their mantra: “You liked the imbroglio 35 hours? You will love the teleworking chaos!” View their certainty of a very individualized management (eg teleworking per half-day), and the uncertainties on the effects of this organizational revolution , the trend is rather with caution or even the turnaround. In short, a general resynchronization following the inertia found for the return to the office, thinking of colleagues on the spot does not reach employees who sometimes confuse teleworking and part time.
The second approach therefore results here with an experimental, fixed-term agreement, two days per week, or an annual package according to the activity of the company, with an evaluation each quarter, a broad reversibility Individual and a novelty: the distinction between “work schedules” and, within these, the “beaches of reachability”. Because at home, the temptations are numerous and especially very varied: the day of work is certainly elongated (one hour), but the schedules have sometimes become atypical, disrupting the organization of collective work.
sanctions explicit disciplinary
While the more or less forced teleworking of 2020-2021 had led many employers to show a lot of understanding, some agreements now provide for explicit disciplinary sanctions. That of Club Med, signed on September 16, 2021, provides that “in consultation with the employee, the manager fixes the time slots during which he can contact him. During these beaches, the employee will be under the subordination of the employer and can go about his personal occupations. “Problem: In addition to the effect on the contrary, in law how the employer can check it?
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