In accordance with Article L. 1222-11 of the French Labor Code , " in the event of exceptional circumstances, in particular the threat of an epidemic, the implementation of teleworking may be considered as an adjustment to the workstation made necessary to allow the continuity of the company's activity and guarantee the protection of the employee ."
Beyond the loan database fact that for the adoption of teleworking within a structure, staff representatives must be informed in advance and consulted for the implementation. Teleworking must also be provided for in the employee's employment contract.
The company must have things already in place technologically to enable remote working while ensuring confidentiality and protection of sensitive data.
The company must have the equipment allowing its employees to work in a network and have access to the same virtual work spaces as in their premises.
Indeed, provide the necessary things that can replace physical meetings, such as video conferences, online project management, dialogue space technically allowing easier communication and maintaining activity.
Once all of these elements have been presented, it is necessary to reflect in this pandemic context on which activities are of interest to be maintained?
The period we are facing is unprecedented, all business activities cannot be maintained either for unsuitable technological reasons or linked to the nature of the activity of the service(s) concerned.
For example, an insurance company will not be able to maintain its commercial or prospecting activities. During this period of confinement, it will be necessary to either adapt the service(s) according to the situation or suspend the activity.
Companies are generally vulnerable and can be the target of attempted fraud both externally and internally. If we take the example of a bank, it is necessary for it to maintain its activities relating to internal control or compliance. In short, this is not a lucrative activity in essence but nevertheless guarantees financial security for companies.
2. Human and managerial conditions
There are many preconceived ideas held by line managers regarding teleworking in companies. The arguments put forward may be the following: fear of inefficiency, non-productivity, etc.
The current context makes teleworking almost inevitable. The continued activity of most companies depends on it. Trust, supervision and productivity will have to take precedence over preconceived ideas or the sometimes unfounded concerns of managers.
Clearly, employee/coworker relationships will be profoundly impacted and may result in a new way of working for the majority.
However, working remotely requires training and legal supervision. It is also necessary to set up feedback focused on monitoring employee activity.
Companies have sought to frame and estimate the work carried out remotely. A certain number of measures guaranteeing the smooth running of the activity have been adopted. Measures have also been taken to protect against any excesses linked to the extension of the working time of employees confined to home: