Establish a guide to good telework practices, a special scheme to carry out the organization’s work using information and communication technologies (ICT), guaranteeing the good performance and development of the activities of the collaborators, as well as the co-responsibility work life-personal life.

This document applies to all personnel, according to their needs and functions in each country. The teleworking modality will be applicable only in those positions whose specific activities allow it.

In the event of a conflict between this policy and local legislation, the latter will prevail, after communication with the global management of human resources and with the global payroll management. The company reserves the right to modify and cancel this document based on commercial and operational needs.

Teleworking: way to organize and carry out the work relationship remotely, without physical presence in the workplace. The collaborating person (who hereinafter will be called a teleworker) can carry out their tasks from their home or the space they decide for the development and fulfillment of their functions and activities, using ICT. It can be done in the following ways:

1. Permanent: when the teleworker provides services outside the facilities and only goes there occasionally for the necessary coordination.
2. Temporary: when the teleworker provides their services outside the facilities for a specified time or established period.
3. Mixed or mobile: when the teleworker performs alternate tasks, some days at the facilities and other days from their home or any location.

Teleworker person: who carries out their work from their home or another place that she or he has chosen or the company has assigned, using ICT.

Information and Communication Technologies (ICT): equipment that allows the use of different computer applications such as: presentations, multimedia applications, programs, etc. Also communication networks and the internet, which allow interaction from anywhere.

Co-responsibility work life-personal life: implementation of schemes and mechanisms that allow the staff and the organization to negotiate schedules and spaces, as well as define flexible work programs to harmonize personal, family and work life, in such a way that the probability of compatibility between the demands of these spheres is increased.

This document will be known to all staff. As it is the intellectual property of the organization, the corresponding confidentiality must be kept and used exclusively internally.

For co-responsibility practices to guarantee the right of women and men to paid work without having to give up personal life, it is necessary that they meet certain characteristics:

• • Take into account all types of homes and families, and not start from a traditional family imaginary.
  • That there are provisions for both women and men of all hierarchical levels to use the measures.
  • While telecommuting by its nature offers flexibility, it should not cause workloads to extend outside of the weekly working day or hours established by the organization.

The company may provide goods and services to teleworkers, depending on the modality in which they work (permanent, temporary or mixed). Some examples are:

• Desktop or laptop computers, according to the policies of the ICT area.
• Keyboard, mouse (mouse), headphones and microphone.
• Standard software with company licenses.
• Cellular, in accordance with the company’s mobile phone policy.
• Data storage in the cloud of mandatory use, with the support of the company’s IT team if necessary
• USB storage unit (pen drive).
• Wireless router.
• Printer and supplies.
• Bases or workstations for portable devices.
• Virtual and face-to-face support and maintenance by the IT team.
• Payments for miscellaneous expenses incurred as a result of teleworking, for example, energy or internet service, for a specified amount (with provision of expenses according to regulation or local process).

Any exception of equipment, internet services or data storage in the cloud will be approved by the respective authorities of the company.

In cases in which the company accepts that the person makes use of any good or equipment they own (BYOD, which means bring your own device), maintenance costs may be covered, without assuming any responsibility for the depreciation, replacement, rent or other related expense, provided that the value and description are equivalent to an asset that the company would offer. Such assets must be declared in the adhesion form to be signed by the collaborating person and must be in good condition.

At any time, the teleworker may desist from using their personal property and accept the offers provided in this guide, having to observe the corresponding stages of the evaluation and authorization process.