Companies can do a lot to contribute to the well-being and integral development of their employees with the implementation of measures of co-responsibility work life-personal life that take into account the diversity of homes and the professional trajectory of their collaborators, without punishing them for time dedicated to maternity leave and care, or for not extending the day outside the hours established by the organization. With these practices, a minimum level of recognition for domestic and care work is established, an equal distribution within households is favored and it contributes to removing gender gaps to enter and remain in the labor market. Additionally, greater productivity is promoted, as a result of the satisfaction and commitment of the personnel who experience the benefits.
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Teleworking is an option that can be profitable for companies at the same time as for people.It allows some flexibility to organize care tasks, which contributes to increasing the opportunities for women to enter the labor market and encourage the involvement of men in domestic activities, and provides greater accessibility, helping to break down some of the barriers that people with disabilities face in accessing employment.
The COVID-19 pandemic imposed teleworking as a necessity, rather than as a measure of co-responsibility. Even so, this has left lessons for the future: a first lesson is that teleworking is possible and valuable. This tool consists of a policy model that companies can adapt according to their needs. For this, a fundamental element that the company must take into account when designing its own system is the interrelation that exists between domestic work and work for the market, since only in this way can this modality occur under the principle of co-responsibility between life work and personal life.
General goal and reach
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:
- Permanent: when the teleworker provides services outside the facilities and only goes there occasionally for the necessary coordination.
- Temporary: when the teleworker provides their services outside the facilities for a specified time or established period.
- 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.
Confidentiality and distribution
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.
Considerations for co-responsibility work life-personal life
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.
COVID-19: Response with gender equality in the workplace
UN Women has published some suggestions for companies to implement teleworking in the context of the COVID-19 pandemic with a gender perspective and co-responsibility:
- Assume that women are usually in charge of education, cleaning, logistical coordination of the home and entertainment for families, due to gender stereotypes, and their domestic tasks have possibly increased.
- Send a clear message from the head of the company to all staff to acknowledge the burden of care.
- Identify staff who have an extra burden of care due to the situation. Request that each team seek a temporary division of urgent tasks, to free up part of the time of those who attend to care tasks.
- Guarantee that the situation does not affect the evaluation of people’s performance, nor their salary income.
The company defines the mechanics of telecommuting as follows:
1. The application of the teleworking modality will be carried out only in those positions whose specific activities allow it, that comply with the following particularities:
- They can be developed in a non-presential way.
- They can be evidenced under a results management model.
- It does not affect other areas, services or customer service internal and external.
2. The company evaluates the feasibility of the positions in which telework can be carried out.
3. The company will comply with all the benefits provided under the teleworking modality, corresponding to the countries where it operates.
4. Teleworkers are responsible for protecting assets, both physical and data protection, and for complying with confidentiality and information protection policies.
- The implementation must be carried out in mutual agreement between the company and the person through a contract or addendum, in case the collaborator has an initial contract.
- It can occur due to exceptions in circumstances where the authorities indicate the impossibility of face-to-face work (such as protection for COVID-19).
The implementation can be applied in three ways:
- Permanent telecommuting
- Temporary telework
- Mixed or mobile telework
Collaborators who telework in any of the modalities must comply with the agreed work schedule.
The company will implement a mechanism to monitor and safeguard the information, as well as the monitoring and fulfillment of the objectives.
Intended goods and services
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.
Suite 500 – 210 West Broadway
Vancouver, BC V5Y 3W2
+1 (604) 731-4424 ext. 110
1129 Northern Blvd #404
Manhasset, NY 11030
+1 (646) 626-7000
This toolbox is made possible by the support of the American People through the United States Agency for International Development (USAID) under the terms of Contract No. AID OAA-C-17-00090. The contents of this toolkit are the sole responsibility of Deetken Impact and Pro Mujer and do not necessarily reflect the views of USAID or the United States Government.