An inclusive tool, which acts as an economic shock absorber. Telework brings a new relationship between the manager and the employee. This is more based on accountability, autonomy, and trust. The employee would also be more efficient in teleworking. This allows a reduction in disruption as well as travel time transformed into working time. Work by the result also tends to settle down. In this sense, the first issue concerns a review of the legislation on working hours. A teleworker must be able to organize their day according to the work requested and according to certain private imperatives. Remote work also makes it possible to adapt to the employee’s situation. It can help people with disabilities, the elderly, or on parental leave, who could not travel to the workplace. People leaving university are young and adaptable to this type of work. They may have already looked at how remote working is being marketed and the benefits. There is even sms marketing for universities!
Forms of telework
Telework can roughly take several forms:
- Sedentary: the work is carried out permanently at the teleworker’s home. Or from an accompanying office of the employer or any other predefined place
- Alternating: the teleworker alternates periods of work on the company’s premises. And periods of work outside the company
- Nomadic: the teleworker makes many trips but remains in contact with the company. It is therefore necessary to differentiate telework from home work that meets a particular regulation.
Finally, it ensures continuity of economic activity, even without physically going to a company. Solutions must be found to benefit all workers. To ensure good telework practice, employees and their managers must also be trained. They must develop certifications as a certificate of participation in these training courses. The implementation of a specific certification helps the employee convince the company more easily. This is done by giving institutional weight to its negotiation. On the employers’ side, certification is also useful. Because it reassures the employee’s ability to remain efficient at home.
Concrete accompanying measures
The sustainable implementation of telework requires better equipping employees with domestic IT tools. This is necessary for business continuity. Employees must also be taught to secure their data to defend themselves against cyber attacks. Including data theft and identity theft, for example, which are increasing. Always in this spirit of support, the social partners, allies of employees, must ensure the continuity of the relationship. This is by taking advantage of digital tools.
Sustainable changes
When the pandemic is finally behind us, it is unlikely that the approach to work will return to the “world before”. Indeed, many experiences have shown mixed professional functioning. This combines work in the office and at home will become commonplace. In particular, because the flexible model of letting employees choose their schedules should attract more and more. With the sole obligation to achieve given objectives. However, this new philosophy will have to be accompanied by specific tools, intended to facilitate this new approach. However, by often preserving a minimum of days spent in business, in order to preserve satisfactory productivity.