Thus, the employee transferred to the remote form of employment, can work anywhere, if only he showed the desired result. The bill, previously introduced in the state Duma, on July 9 will be considered at the working group of the Russian trilateral Commission. As emphasized by the Chairman of the Federation of independent trade unions of Russia (FNPR) Mikhail Shmakov, the document is an important social orientation, therefore, should be assessed by experts.
the first reading of the bill, told the “Russian newspaper” one of its authors, the first Deputy head of the faction “United Russia” in the state Duma, Andrei Isayev, is scheduled to consider on July 21. It is likely that deputies will accept it in the first reading. But a second reading will probably take place in autumn session.
During a pandemic, according to the labor Ministry, nearly 6 million people, which is 11% of employed Russians, worked remotely. Now, according to the portal “Work in Russia” on remote employment are about 9.4% of employees. After the removal of all restrictive measures on telecommuting can stay up to 5% of employees, according to Deputy head of the Ministry of labor Elena Muhtarova. There is therefore a need in making new flexible forms of employment legal status.
in addition to direct remote (remote) work to offer a combined employment (working hours, including work on a stationary workplace, and remote (remote) work). Eliminates the requirement to identify the workplace as one of the terms of the employment agreement on remote work. “The condition of the workplace has lost its value because of the impossibility and lack of need for employer control where geographically is remote work. Workspace of a telecommuter can be everywhere where it is possible to use the Internet”, – stated in the explanatory note.
At the initiative of the employer cannot dismiss employees for such controversial reasons as the absence of the employer sufficient work inexpediency of further cooperation, the change of strategy of development of the employer, the Director General’s decision of termination.
the Remote workers cannot work around the clock and answer calls and letters from employer 24/7. They must be given the right to go off-line. But if they agree to be on call around the clock, then the employer will need to pay them for overtime work.
“How to read traditional 8 hours? The beginning of the day may be to log in to work email and the call at the reception of the company. But form validation of the presence at work should be clearly described, – the rector of the Financial University under the government of the Russian Federation al��the Xander Safonov. – It is important to clearly define what is a valid reason for the failure by the employee: non-equipped workspace, no Internet and telephone connections, hardware failure. You need to determine the reasons for dismissal and the means of verification. For example, issued daily, weekly or monthly job. Forms may be different, but not necessarily formalised. Or is a written order, or oral but recorded on tape. This requires addressing the rights of employer and employee to conduct audio surveillance orders, and it is also the subject of the law.”
But it is necessary to take into account the interests of employers, says associate Professor of the Department of the RF CCI “human capital Development” REU them. G. V. Plekhanov Farida Mirzabalaeva. “In case motornih conditions, the employer can enforce the employment contract concluded earlier. In this case, or reduce employees, or cut wages, or both. Need to seriously consider this aspect,” she notes.
