Legal aspects of labor regulation of remote workers: the concept and features of remote work

2021 ◽  
Vol 1 (152) ◽  
pp. 239-241
Author(s):  
V.A. TSEDRIK ◽  
◽  
N.A. ROGOZHKIN ◽  
Y.V. BARYSHNIKOV ◽  
◽  
...  
Keyword(s):  
Legal Aspects ◽  
Remote Work ◽  
Labor Regulation ◽  
Remote Workers

scholarly journals Features of Remote Work in Ukraine and the European Union: Comparative Legal Aspect

2021 ◽  
Vol 7 (3) ◽  
pp. 136
Author(s):  
Oleg Yaroshenko ◽  
Nataliia Melnychuk ◽  
Sergiy Moroz ◽  
Olena Havrylova ◽  
Yelyzaveta Yaryhina
Keyword(s):  
European Union ◽  
Legal Aspect ◽  
Legal Aspects ◽  
Remote Work ◽  
The European Union ◽  
Government Responsibility ◽  
Labor Discipline ◽  
Labor Legislation ◽  
Key Points ◽  
Remote Workers

The relevance of the study is based on the development of scientific and technological progress and the expansion of the labor market, including in the framework of international cooperation. Moreover, the introduction of quarantine due to the spread of Covid-19 has led to increased attention to remote work. The aim of the study is to analyze the legal aspects of remote work in accordance with the labor legislation of Ukraine and the European Union, focusing on the concept of remote work, the rights and obligations of remote workers. In our study, we determined that in the European Union, the key points in relation to the rights granted to teleworkers, which the countries parties to the agreement have undertaken to incorporate into their national legislation and collective agreements, are data protection; the voluntary nature of telecommuting; equipment; organization of working time; privacy. The originality of the study is based on more effective ways to improve labor productivity in Ukraine, labor discipline, compliance with labor guarantees for remote work. It is necessary to revise and legislatively regulate the key principles of compliance by employees with labor discipline, providing the employee with proper working conditions, supporting the employer in search of new opportunities to provide employees with work, improving the technical aspects of ensuring the relationship between business and government, responsibility for results and the labor process.

Features of the vacation of a remote employee: a note to the accountant of a medical institution

2021 ◽  
pp. 64-73
Author(s):  
V.A. Lebedev ◽  
E.I. Lebedeva
Keyword(s):  
Comparative Analysis ◽  
Medical Institution ◽  
Remote Work ◽  
Employment Contract ◽  
Labor Legislation ◽  
Remote Workers ◽  
The Right

A comparative analysis of the latest changes in labor legislation concerning the implementation of the right to leave by remote workers is carried out. The article considers the legal differentiation of the norms on vacation of remote workers who perform remote work in accordance with the employment contract on a permanent basis, and remote workers who perform remote work temporarily. The complex issues of the application of labor legislation to remote relations and the applied models of vacation regulation are considered; restrictions that cannot worsen the situation of a remote worker, deprive him of constitutional guarantees, or restrict his right to rest.

Features of the working hours of remote workers: a note to the accountant of the medical institution

2021 ◽  
pp. 48-56
Author(s):  
V.A. Lebedev ◽  
E.I. Lebedeva
Keyword(s):  
Russian Federation ◽  
Working Hours ◽  
Working Time ◽  
Remote Work ◽  
Direct Control ◽  
Federal Law ◽  
Distinctive Features ◽  
Labor Legislation ◽  
Remote Workers ◽  
The Russian Federation

The article analyzes the novelties of labor legislation initiated by the Federal Law “On Amendments to the Labor Code of the Russian Federation regarding the Regulation of Remote (remote) Work and temporary transfer of an employee to remote (remote) work on the initiative of the employer in exceptional cases” of 08.12.2020 N 407-FZ, which entered into force on January 1, 2021. The distinctive features of the working regime of remote workers are considered, which are characterized by the lack of direct control of the employee by the employer and, as a result, the urgent need to ensure the interaction of the parties to the employment contract through the use of IT technologies. The main changes in the regulation of the working regime of remote workers are shown, including the norms on the interaction of the employee and the employer, on the organization of the work of the remote employee and his working time.

Telework and Remote Work

2021 ◽  
Author(s):  
Matti Vartiainen
Keyword(s):  
Virtual Teams ◽  
Social Relations ◽  
Electronic Devices ◽  
Digital Tools ◽  
Individual Autonomy ◽  
Remote Work ◽  
New Ways Of Working ◽  
Remote Workers ◽  
Personal Devices ◽  
People Today

“Telework” and “remote work” have both increased sharply in recent years during and after the pandemic. The basic difference between telework and remote work is that a teleworker uses personal electronic devices in addition to working physically remotely from a place other than an office or company premises, whereas remote work does not require visits to the main workplace or the use of electronic personal devices. “Mobile tele- and remote workers” use several other places in addition to home for working. “Digital online telework” is a global form of employment that uses online platforms to enable individuals, teams, and organizations to access other individuals or organizations to solve problems or to provide services in exchange for payment. Often tele- and remote workers cowork in virtual teams and projects. The prevalence of various types of tele- and remote working vary. Although there are conceptual challenges to operationalizing the concept, it is estimated that hundreds of millions—and possibly more—people today earn their living working at and from their home or other places using digital tools and platforms. In the future, it is expected that new hybrid modes of working will emerge enabled by digital technologies. These changes in working increase the complexity of job demands because of the increased variety of contextual job characteristics. The main benefits of these new ways of working are organizational flexibility and individual autonomy; at the same time, unclear social relations may increase feelings of isolation and challenge the work-life balance.

How to monitor the discipline of remote workers

2021 ◽  
pp. 73-79
Author(s):  
A. Neretina
Keyword(s):  
Remote Work ◽  
Remote Employees ◽  
Remote Workers

Many companies during the coronavirus pandemic unscheduled transferred their employees to previously unfamiliar remote work. In connection with this transfer, employers have many questions: what documents need to be signed for the transfer to remote work, how to organize remote work, whether remote employees can visit offices on schedule, etc. Also, one of the main problems faced by employers is the problem of controlling the discipline of employees working remotely. How to control employees who do not have a workplace in the office, and at the same time not violate their rights? We will try to give answers to these questions in this article.

scholarly journals The Link Between Personal Factors and Workaholism: The Role of Remote Working During the COVID-19 Pandemic

Psichologija ◽  
2021 ◽  
Vol 64 ◽  
pp. 12-22
Author(s):  
Modesta Morkevičiūtė ◽  
Auksė Endriulaitienė
Keyword(s):  
Type A ◽  
Well Being ◽  
Important Variable ◽  
Remote Work ◽  
Personal Factors ◽  
Remote Workers ◽  
Type A Personality ◽  
The Relationship ◽  
The Way

The aim of the present study was to investigate the role of the way of doing work for the relationship between employees’ perfectionism, type A personality and workaholism during COVID-19 pandemic. A total of 668 Lithuanian employees participated in a study. The sample included employees who worked in the workplace (n = 331), as well as those who worked completely from home (n = 337). The levels of workaholism were measured using DUWAS-10 (Schaufeli et al., 2009). A multidimensional perfectionism scale (Hewitt et al., 1991) was used for the measurement of perfectionism. Type A personality was assessed with the help of the Framingham type A personality scale (Haynes et al., 1980). It was revealed in a study that the positive relationship between perfectionism and workaholism was stronger in the group of complete remote workers. It was further found that the moderating role of the way of doing work was not significant for the relationship between type A personality and workaholism. Overall, the findings support the idea that remote work is an important variable determining the development of health-damaging working behaviors among those employees who excel perfectionistic attributes. Therefore, the way of doing work must be considered when addressing the well-being of employees.

scholarly journals Workplace Innovation through Proactivity. Job Crafting and Work Engagement Dynamics among Remote Workers in Italy.

2021 ◽  
Author(s):  
Arianna Costantini ◽  
Serena Rubini
Keyword(s):  
Work Engagement ◽  
Well Being ◽  
Job Crafting ◽  
Bayesian Estimator ◽  
Work Organisation ◽  
Remote Work ◽  
Work Processes ◽  
Work Related ◽  
Remote Workers ◽  
Workplace Innovation

In this chapter, we adopt a psychological perspective to the study of workplace innovation in Italy. Framing our contribution in the context of remote working and workplace innovation before, during, and after the COVID-19 emergency, we investigate how proactive behaviours (i.e., job crafting) transforming remote work processes resulted in different levels of work engagement during the pandemic. Three-wave longitudinal data were collected from a final sample of 35 remote workers (N=105 observations). Results from multilevel analyses with Bayesian estimator showed that remote working was associated with higher frequencies of behaviours aimed at actively distancing by one’s work role, which in turn was associated with lower work engagement. On the other side, employees reporting more efforts to optimise their work processes proactively reported higher engagement than those displaying less proactivity towards remote work organisation. These findings highlight the need for remote working solutions to account for individual proactivity in enacting remote work processes, since such behaviours are significant predictors of work engagement, a key factor to allow higher organisational performance and work-related well-being.

scholarly journals REMOTE WORK: TECHNOLOGIES AND EXPERIENCE OF THE ORGANIZATION

2019 ◽  
Vol 1 (7) ◽  
pp. 9-17 ◽  
Author(s):  
F. Konobevtsev ◽  
N. Laas ◽  
E. Gurova ◽  
I. Romanova
Keyword(s):  
Information Technologies ◽  
Remote Work ◽  
Advantages And Disadvantages ◽  
Remote Workers ◽  
Software And Hardware ◽  
Modern Information ◽  
Online Labor ◽  
Distance Work

The types of remote employment (distance work and freelance) have been considered. Directions of use of modern information technologies at the organization of remote employment have been indicated and their developed characteristic has been given. The activity of freelancers has been described in detail. The mechanisms of functioning of international online labor exchanges and Russian platforms have been revealed. The results of a study on the practice of remote work in modern domestic organizations have been adduced. According to the results of the study, conclusions have been made about the areas of remote employment, its advantages and disadvantages for the organization and employees; about the software and hardware used by employers; about the problems of regulatory regulation of remote employment; about the competencies of remote workers and freelancers.

scholarly journals The polarisation of remote work

2021 ◽  
Author(s):  
Fabian Braesemann ◽  
Fabian Stephany ◽  
Ole Teutloff ◽  
Otto Kässi ◽  
Mark Graham ◽  
...  
Keyword(s):  
Labour Market ◽  
South Asian ◽  
Rural Areas ◽  
Three Dimensions ◽  
Remote Work ◽  
Large Cities ◽  
Remote Workers ◽  
Skill Requirements ◽  
Urban And Rural Areas ◽  
Skill Building

The Covid-19 pandemic has led to the rise of remote work with consequences for the global division of work. Remote work could connect labour markets, but it could also increase spatial polarisation. However, our understanding of the geographies of remote work is limited. Specifically, does remote work bring jobs to rural areas or is it concentrating in large cities, and how do skill requirements affect competition for jobs and wages? We use data from a fully remote labour market - an online labour platform - to show that remote work is polarised along three dimensions. First, countries are globally divided: North American, European, and South Asian remote workers attract most jobs, while many Global South countries participate only marginally. Secondly, remote jobs are pulled to urban regions; rural areas fall behind. Thirdly, remote work is polarised along the skill axis: workers with in-demand skills attract profitable jobs, while others face intense competition and obtain low wages.The findings suggest that remote work is shaped by agglomerative forces, which are deepening the gap between urban and rural areas. To make remote work an effective tool for rural development, it needs to be embedded in local skill-building and labour market programmes.

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