With the emergence of Covid-19, the growing Home Office trend gained traction around the world. And Mexico was no exception. For many companies and workers, especially in the service area, the phenomenon represented an opportunity to be more productive and lower operating costs. But he also made clear the work that lies ahead in infrastructure and regulation.
Before continuing, let’s clarify what is the definition of teleworking according to the International Labor Organization (ILO).
“Teleworking is the way to organize and carry out work remotely through the use of Information and Communication Technologies (ICT) at the worker’s home, or in places or establishments outside the employer.”
What does the law say?
Regarding the legal framework, keep in mind that last January the reforms to article 311 of the Federal Labor Law came into force , regarding teleworking or home office. And thus, the obligations that employers and workers must comply with for those labor relations that take place more than 40% of the time at the employee’s home, or in another place that is notified, were established.
The new working conditions must be established in a written agreement , which has a principle of reversibility. That is, after the pandemic, the parties can establish that the agreement is no longer convenient and it can return to the face-to-face modality.
Among the new obligations, companies will have to provide, install and take care of the maintenance of the necessary equipment for teleworking (such as computers, printers and ergonomic chairs); assume derived costs such as telephone, Internet and electricity services ; and implement new mechanisms to ensure information security.
On the workers’ side, they must take care of the equipment, materials and supplies provided by the employees ; inform in a timely manner about the costs for the use of telecommunications or electricity services ; and meet the policies and mechanisms for data protection and confidentiality.
What to do with the staff attendance control?
One of the most important points of the new Home Office policies is the establishment of the hours in which employees must be available “for joint activities by telecommunication means . ” In other words, through the computer, the tablet or the cell phone.
The topic is how to apply the attendance control , essential for the calculation of the payroll, when the employees no longer go through the company’s facilities and register with a time clock.
As in so many business processes, technology has the answer. And today companies have many options, no matter what your size is. The easiest alternative is to make a phone call to the employee’s home or use a chat, call or video communication platform, such as Skype.
But the best thing, especially if you have more than 10 collaborators, is to automate this process through an application for mobile control of your staff such as NOI Assistant , with which you can register the location and keep a record of the assistance of your collaborator from your mobile device. Ask for two functions: personalized schedules (many employees have school-age children and can complete their workday at night) and more efficient access to information through filters such as the employee’s name, user or department.