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the Ministry of labour of Russia supported the bill on amendments to the Labour code, which are legally fixed remote mode of operation. This is reported by “Izvestia”.

the Document including allows to provide reimbursement of expenses related to the use of personal equipment. Until now, this issue has not been resolved. However, the document still is not clearly stated that the employer after adoption of the bill will reimburse employees the cost of electricity, telephone, Internet, depreciation of equipment.

“an Employee is entitled to use in the remote operation personal equipment, software and technical means, means of information protection. In collective agreements, local normative acts adopted with account of opinion of elected body of primary trade Union organization, employment contracts about the remote work may include the compensation costs associated with employee’s personal equipment, software and technical means of protection of information” – namely this formulation is today mentioned in the bill. Thus, it appears that compensation for personal expenses of employees – good will of the employer.

As previously wrote “the Russian newspaper”, the bill prepared by group of deputies of the state Duma and Federation Council members, offers quite a lot of stories related to the regulation of remote employment.

In particular, in addition to direct remote (remote), it is proposed that a form of 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. Workspace of a telecommuter can be everywhere where it is possible to use the Internet.

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. Remote workers can’t 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.