Do you know the difference between HomeOffice and Telecommuting?

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We will show you the differences that exist between the two modalities of work outside the office or remote work, learn how to differentiate them and how you can put them into practice in your company:

WORK AT HOME (Home Office)TELECOMMUTING
It is not a contractual modality, since it does not imply a modification of the workplace, and it is generally handled within companies as an extra-legal and occasional social welfare benefit.Teleworking is a form of labor organization that is based on the execution of functions with the support of information and communication technologies (ICT).
It is not regulated in Colombian labor legislation, but the Ministry of Labor, in order to maintain and preserve employment in the current Health Emergency due to COVID-19, in circular 0041 of June 2, 2020, provides guidelines regarding work at homeTeleworking is regulated in Law 1221 of 2008 and regulated by Decree 0884 of 2012, 
The physical presence of the worker in the company's facilities is not necessary during the period that said benefit is recognized.In the Telework contract, the Schedule, Days of telework assigned, Days of work in the office, Location of the place and Address of the telework place must be specified in detail.
These employees must have the conditions of equal treatment and labor rights as face-to-face workers.Teleworkers must have the same working conditions and rights as face-to-face collaborators. The remuneration must respect the vital minimum.
The company must facilitate the use of the necessary tools to adapt the connection and / or job at Home.The company must provide the necessary tools to the worker to carry out their functions, such as an ergonomic chair, a laptop and a telephone line.
The place of provision of services must be verified by the employer, without requiring a prior study by the ARL.The place intended for teleworking must be verified by the employer, with the advice of the occupational risk manager (ARL).
It must be reported in advance to the ARL that the worker will provide their services outside the company's facilities, indicating the address and the corresponding date. This information is necessary to determine the risk and define the origin of the contingencies that may arise.Teleworkers in a dependency relationship must be affiliated by the employer to the social security, health, pensions and professional risks system, as well as to the family compensation funds.
The recognition of the Work at home benefit (home office) must be agreed in writing, leaving clear the conditions for its recognition. Where possible as an OTHERSI to the Current contractYou must carry out a teleworking contract with all the characteristics of the same
There can be no unilateral reductions in wages, or working hours and other labor rights, on the pretext that work takes place at homeThe provisions on legal maximum working hours, overtime and night work do not apply. 
It is not necessary to include this modality in the Internal Work RegulationsIt is necessary to include this modality in the internal work regulations, if there is already a signed labor contract, another must be done specifying the change of modality to Telework
In Decree No. 771 of June 3, the Government establishes to recognize the value of transportation assistance as an aid to digital connectivity.Employers must provide and guarantee the maintenance of the equipment, connections, programs, energy value and trips ordered by them for the performance of their functions.

conclusion

Work at home and Telecommuting give greater flexibility in the use of employees' time and it has been proven that they generate benefits for companies in attracting, retaining and retaining human talent. Additionally, it has been shown that worker productivity increases by 23% and absenteeism decreases by 63%. Also in terms of voluntary employee retirements, a reduction of 25% has been noted and the preference of a person towards the company that implements this type of Modalities grows by 72%. For the companies it has also represented an impact of almost 18% by reducing the use and maintenance of their physical plants.

For the specific case of Colombia, remote work modalities have a future and a greater impact in cities with mobility problems –such as Bogotá, Medellín or Cali– where it is complicated in time and means, moving between home and office. Each one has particular characteristics, so the best model will depend on the needs that arise in the various activities.

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lo que dicen nuestros clientes

ESFERA is a company with a high quality service, which has supported us in the selection, hiring and personnel management processes in a timely, effective and systematic manner.
Luis gonzalo palace
DIRECTOR OF OPERATIONS
COLCANNA SAS
ESFERA, has become an ally for our company, always providing its services with good quality, commitment, responsibility and transparency.
ANDREA ESTRADA V.
Head of human management
Arme SA

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