Teleworking and labor conditions - Conclusions
| Autor | Manuel Luque Parra - Andrés Camargo Rodríguez |
| Cargo | Professor of Labor Law and Social Security Universitat Pompeu Fabra - PhD candidate, Universitat Pompeu Fabra |
| Páginas | 129-168 |
IUSLabor 2/2017 Manuel Luque Parra and Andrés Camargo R.
TELEWORKING AND LABOR CONDITIONS
CONCLUSSIONS
Manuel Luque Parra
Professor of Labor Law and Social Security Universitat Pompeu Fabra
Andrés Camargo Rodríguez
PhD candidate, Universitat Pompeu Fabra
Abstract
The Comparative Labor Law Dossier (CLLD) in this issue 2/2017 of IUSLabor is
dedicated to teleworking and labor conditions. We have had the collaboration of
internationally renowned academics and professionals from: Belgium, France, Italy,
Lithuania, Poland, Portugal, Russia, Spain, The U.K, Argentina, Brazil, Colombia, Chile
and Canada
Notwithstanding recommending the reading of the complete articles of the comparative
dossier, we have drawn the top 10 conclusions and elaborated a summary table with the
most relevant issues regarding teleworking and labor conditions in the different legal
systems analyzed in this issue of IUSLabor.
El Comparative Labor Law Dossier (CLLD) de este número 2/2017 de IUSLabor está
dedicado al teletrabajo y las condiciones laborales. Hemos obtenido la participación de
académicos y profesionales de prestigio de Bélgica, España, Francia, Italia, Lituania,
Polonia, Portugal, Rusia, Reino Unido, Argentina, Brasil, Colombia, Chile y Canadá.
Sin perjuicio de recomendar a nuestros lectores la lectura del capítulo correspondiente a
cada uno de los países citados, en las páginas que se suceden hemos incluido las 10
conclusiones principales que hemos alcanzado, así como un cuadro-resumen con aquellas
cuestiones mas relevantes .
Título: Teletrabajo y condiciones laborales. Conclusiones
Keywords: Teleworking, teleworker, ICT, consent, return, labor conditions, trainning,
professional promotion, work health and safety, data protection, collective
representation.
Pala bras clave: teletrabajo, teletra bajador, ICT, consentimiento, reversibilidad,
condiciones de trabajo, capacitación, promoción pr ofesional, seguridad y salud en el
trabajo, protección de datos, repr esentación colectiva
IUSLabor 2/2017, p. 1- 39, ISSN 1699-2938
IUSLabor 2/2017 Manuel Luque Parra y Andrés Camargo R.
2
Summary
1. «Top ten» conclusions.
2. «Top ten» conclusiones
3. Summary table
3.1. Europe
3.2. South America
3.3. North America
IUSLabor 2/2017 Manuel Luque Parra y Andrés Camargo R.
3
1. «Top ten» conclusions
The Comparative Labor Law Dossier (CLLD) in this issue 2/2017 of IUSLabor,
elaborated by internationally renowned academics and professionals, is dedicated to
teleworking and labor conditions.
In the last decades technological revolution has triggered diverse changes and challenges
for states and citizens. The existence of work which require exclusive performance of
activities by telematics means, the flow of data through networks, and the fragmentation
of productive processes through the world, are characteristic of the current century. In
this context emerges telework to link work and such virtual context. Hence, the current
study analyzes the matter from a comparative perspective in order to identify some
similarities and dissimilarities and relevant regulatory challenges within those countries
taking part of it. The dossier has gathered information concerning the most relevant issues
in the legal systems of Belgium, France, Germany, Italy, Lithuania, Poland, Portugal,
Russia, Spain, the United Kingdom, Argentina, Brazil, Colombia, Chile, and Canada
The international advisors that have participated in this comparative dossier have
answered to the following questions:
1. Is there any regulation on teleworking in your legal system?
2. What is the legal or judicial concept of teleworking often used in your country?
3. Are there differences in the national legal system between teleworkers and flexible
workers?
4. Does the implementation of telework require consent of workers? Can the employer
(or the parties via collective agreement/collective bargaining), impose (temporary or
definitely) telework on workers upon certain entrepreneurial causes? In such case,
please specify them.
5. Can a teleworker or an entrepreneur unilaterally decide to return to a position within
the enterprise’s premises?
6. What provisions on labor conditions (privacy, working time, inter alia) are
established regarding teleworkers and not for regular workers?
7. Is there any concrete regulation on training and professional promotion in regard to
teleworkers?
8. What provisions on work health and safety are established regarding teleworkers?
9. Is there any concrete regulation on “data protection” as regard to work performed by
teleworkers?
10. Is there any particular regulation concerning collective representation of teleworkers
in your legal system? Are they taken into account as electors in the process of electing
teleworker representatives? Can they be elected as representatives of workers?
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