In this article we analyze the time negotiations between workers and employers contained in the teleworking law. A legal text that responds to the new social needs arising from the situation caused by the coronavirus (COVID-19).
The agreed working hours must be accurately reflected in the time record, where the company imposes the employee's availability bands.
However, the new law is in favour of the worker, who can alter certain points of the agreement, whilst respecting the limits and conditions established therein.
Teleworking is already one of the most common routines for companies operating within the “ new normal ” after COVID-19 . So much so that this type of work is, for the first
angola email list 276670 contact leads time in Spain, the protagonist of a new legal text that is presented under the heading of the “Remote Work Law”. It will come into force the day after its publication in the BOE.
The commitment to teleworking requires legal regulation, which must clarify how costs will be shared between the company and the employee.
1) Responding to a new reality: why is a teleworking law being implemented?
The draft law on teleworking, prepared by the Ministry of Labour , aims to leave behind obsolete, insufficient and unspecific regulations. Let us remember that teleworking, which is vital in these times, is regulated in a dispersed way in different legal norms: such as the Workers' Statute, the European Framework Agreement on Teleworking of 2002 or the Law on Data Protection and Guarantee of Digital Rights .
Therefore, in a context in which 80% of Spanish workers opt for teleworking , according to a survey by Bain&Company , and where its implementation has tripled during the pandemic, it is more necessary than ever to bring together in a single law the conditions under which teleworking must be carried out.
2) Key points of the teleworking law: the role of the worker and the employer
Although the public hearing sessions (in which suggestions were collected) ended on June 22, the text of this draft is still open to modifications. However, the measures taken by the Ministry of Labor are already coming to light .
Below we break down the fundamentals:
1. Costs, borne by the company
The new law is clear: collective bargaining must establish mechanisms that guarantee full compensation for all expenses arising from teleworking . In short: the cost of teleworking is borne by the company.
Regarding direct costs , the employer must provide the employee with the necessary means and equipment to provide the service; regarding indirect costs , the company must cover the proportional part of the usage and consumption expenses generated .
