Since the health emergency, these three work modalities have been adopted by some companies, but there are still some doubts about them. Here we solve them.
During the 2020due to the covid-19 pandemic, there was a record of more than 209,000 teleworkers, according to information from the MinTIC. Surely everyone remembers that the health emergency forced us to have new work modalities at home and we had to organize a schedule to fulfill all work, family and personal responsibilities without sacrificing emotional well-being.
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The curious thing was that given this scenario, some companies saw the possibility of establishing these modalities indefinitely. reports The cities with the highest number of teleworkers in the country are:
- Bogota: 63,995
- Medellin: 29,751
- Cali: 13,379
- Bucaramanga: which quintupled its number in two years, going from 869 to 4,992
- Barranquilla: 4,827
They also point out that the Marco firm indicated after a study in different countries, that 8 out of every 10 employees consulted in Colombia would prefer to continue teleworking.
The challenges with these modalities revolve around the time spent in the work day, the use of screens, the rates of and anxiety, and misinformation or confusion regarding these modalities.
Given this, Softland, a business management solutions company, provides clarity about its differences and characteristics to . Here we highlight them, along with information on
Definition:
Work at home: Telework: Remote work: Modality described under a certain time thanks to a special situation that does not allow the development of activities in the physical workplace. This modality must be signed virtually or physically voluntarily by both parties.
Modality defined by a digitally signed agreement exclusive for people residing in Colombia.
Duration:
Work at home: Telework: Remote work: Duration of 3 months, unless renewed by the employer. It has a duration defined by the employer, it can be indefinite or for a certain period of time. It can be for an indefinite period and employees do not have the right to demand entry to in-person attendance.
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Workday
Work at home: Telework: Remote work: The working day must be the same as that described in the contract.
You have the right to rest and disconnect from work, respecting family time during the day and at the end of it.
When work is generated outside the maximum legal working day, it must be paid.
If the person certifies that they are responsible for caring for children under 14 years of age, people with disabilities or older adults in the first degree of consanguinity who live with the worker and who require specific assistance, they will be entitled to schedules.
Return to presence
Work at home: Telework: Remote work: The employee does not have the power to decide whether to return to the offices and must do so when notified.
Employees hired under this modality do not have the right to request entry into in-person work, only those who were already in-person and switched to teleworking.
The employer has the power to summon them to specific cases in person such as training.
Collaborators framed under this modality may only be summoned to specific cases in person, for computer services that require adjustments to work equipment or wellness activities. Aids Work at home: Teleworking: Remote work: In the event that the person earns less than two SMLV, the transportation aid will become connectivity aid. Like working at home, transportation assistance may become connectivity assistance depending on your income.
The worker does not have transportation assistance; However, in the latest legislation, the Government designated electricity and Internet assistance for all remote workers regardless of their income.
The amount of assistance must be greater than or equal to the transportation amount.
Work tools Work at home: Telework: Remote work: Work is allowed to use its own work tools. In this modality, the use of information technologies is essential for the development of functions. The employer must provide equipment, programs and information technologies.
According to the latest data from the MinTIC in the public sector, within a satisfactory perception, the 53% of employees work from home, 41% telework and 6% do remote work.
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