Telecommuting

Telecommuting or remote work is a type of work both employed and self-employed in which a significant part of working time is done from a location other than the company office through the use of new information and communication technologies (ICTs).

It is the work carried out remotely using ICTs to produce goods and services on their own account or for others and sell products and services to the world. The ICTs necessary for these tasks are mainly PC, Internet, cell phone, telephone and digital camera, among others. The Internet mainly encompasses web browsing and email. And, depending on the case, blogs, websites, translation software, instant messaging (chat) and IP telephony (voIP).

The International Labor Organization defines teleworking as a form of work that is carried out in a location remote from a central office or production facility, separating the worker from personal contact with work colleagues who are in that office and as the New technology makes this separation possible by facilitating communication.

Definitions

The concept of teleworking can have a broad definition, a stricter one, another of a legal nature and finally, one according to its functionality:

• Comprehensive definition: form of work that is done in a place away from the usual central offices or workplaces, and which involves the use of computer and telecommunications equipment as primary tools for the implementation of the activities. From this concept it is conferred that it deals with a way of working especially linked to new technologies and their growing development that have conditioned the labour sphere. For this reason it can be considered to telework as e-working ("e-working" or "electronic working"). The inspecific nature of this definition is conferred by the fact that e-work encompasses activities associated with new technologies without establishing the context in which they develop. For example, an online customer service employee develops its work in a non-permanent way thanks to the development of new technologies although it may be working from a company-defined establishment or from home.
• Strict definition: it shares the characteristics of the previous concept with the saving that telework indefectably, to be considered as such, must understand a new unique organization of work so that the concepts of telework and e-work are no longer considered synonymous. Within this vision, all telework is e-working but all e-working cannot be considered teleworking. Returning to the example above, the rules, regulations and characteristics of a conventional work with physical presence in an assigned workplace are not the same as the work developed from the home or other mobile place.
• Legal definition: it is a form of labor organization, which consists of the performance of remunerated activities or the provision of services to third parties using information and communication technologies (ICT) as support for the contact between the worker and the company, without requiring the physical presence of the worker in a specific workplace.
• Functional definition: it is any form of work developed by an entrepreneur or a client, and by a dependent worker, by an independent worker or by a homeworker performed regularly and during an important part of his working time, from one or more places other than the traditional workplace and by the use of computer and telecommunications technologies.

Description

Many of the tasks that are carried out in an office do not require the presence of the worker at his post and can be carried out remotely using information and communication technologies (better known as ICTs). In this way, travel times are reduced and downtime is reduced without tasks to perform. It also raises a replanning of work; from hours in the office to hours spent at work.

ICTs make it possible to process information for work. These can include the computer, the fax, the mobile phone, the Internet itself (email, chat, calls over IP and videoconference), etc.

The work can be carried out in a home, in a coworking center, in a hotel, in a restaurant, on a bus, in a car, in an Internet cafe or in any other place. Teleworking is also an excellent option for people with some type of limitation who cannot physically travel to their work area, and for people who live in countries other than where they work.

Today, the teleworker has access to databases, virtual meetings and information transfer, which allows them to make decisions in real time, maximizing their efficiency within the production processes.

It is common for teleworkers to adopt the freelance work modality, where through different platforms such as Freelancer.com, Nubelo or Workana.com they find remote clients who are looking for their services.

Remote connection systems, improvements in communications, the change in mentality of many companies that are beginning to see teleworking as a cost saving, as well as the perception that many employees have of this modality, are some of the factors that are propitiating the advance of this form of work.

Classes or modalities of teleworking

Regarding teleworking there are different modalities, which are given by various conditions. The most recurrent classification is based on the workplace: at home is the most common situation and with the greatest growth, it usually presents itself as flexibility of the working day, combining it with face-to-face work; The second option is to rent a position in a telecentre, which has all the necessary services; Finally, in the itinerant type, employees carry out their work from any location through the use of mobile devices and telematic means.

On the other hand, there is a second classification based on the connection established between the company and the worker during the working day. In this case, the following types occur: interactive teleworking, also called online or in real time, where there is a direct connection between the worker's terminal and the company, which can control the activity carried out; the one-way connection, in which the connection is unidirectional, therefore the data reaches the company but direct control over the teleworker is not possible; and in the disconnected one, in which there is no direct connection, the employee receives previous instructions, with which he will carry out the assigned tasks, to finally send the data to the employer.

History

Teleworking had its greatest implementation in the 70s due to the energy crisis or oil crisis, since at the time it was seen as an alternative to commuting to the physical workplace. Subsequently, in the 80s, teleworking began to be encouraged from the perspective of legislation to favor environmental care and pollution reduction.^{[citation required]}

Due to the great advancement of technologies, the diffusion of personal computers, mobile phones, the more general use of email for work and the expansion of networks, teleworking began to gain a greater importance in the 1990s.

A notable process in the global society that considerably favored the diffusion of teleworking was globalization, a consequence of the incessant development of technology.

During the first quarter of 2020, as the pandemic caused by COVID-19 spread, and as a result of it, the containment measures came into force. As a result, companies and organizations were forced to adapt to new technologies and implement teleworking in order to continue with their activity.

Teleworking has become relevant, especially since 2020, generating great interest, not only in relation to the labor market, but in other areas such as the economy, demography, sociology or psychology. Its use in recent years has increased due to the development of information and communication technologies, and especially during the COVID-19 pandemic, in which remote work has been given priority.

Teleworking organization

The organization is essential in teleworking, companies must invest and make the necessary changes. It is advisable to determine if the company presents the ideal conditions for teleworking (organizational structure, motivation among its employees, technology, investments, advantages, risks, etc.). Some steps towards the design and management of teleworking would be:

• Define conditions of the working day and objectives.
• Suitable staff with the necessary training and equipment.
• Sustain good communication (telematic meetings).
• Follow productivity, with applications like Slack.
• Evaluate to ensure that the procedure is performed successfully.

Occupational risk prevention measures

Teleworking presents positive and negative aspects in the physical, mental and professional health of the employee; working at home reduces the risk of work stress, minimizes the risk of injury by reducing the frequency of travel, allows a balance to be achieved between work and family demands, allows a greater opportunity to incorporate people with special abilities to the labor payroll, A significant decrease in the rate of absenteeism due to illness has also been reported, and an increase in labor productivity. The negative aspects that are frequently reported are social isolation, demotivation due to career stagnation, anxiety disorders, and family conflicts when prioritizes a high workload over family aspects.

Employers responsible for the occupational health of their teleworking employees must have a technical team that evaluates the work environment at home, observing the ergonomic aspects of furniture and technological equipment, behavior in the work modality, the environment family and professional aspirations of the employee, in order to identify risk factors for physical injuries or psychological disorders.

Teleworking with a gender perspective

According to the European Institute for Gender Equality, the COVID-19 pandemic has demonstrated the potential of teleworking in companies. However, it has also revealed conflicts to balance work and family life, especially in women with children between 0 and 5 years of age. During teleworking days, mothers manage family interruptions more frequently than fathers. This overload can lead to decreased productivity and affect your career as well as salary progression.

Teleworking can entail risks related to work-life balance, co-responsibility and gender equality. The increase in the burden of care and domestic work, an imbalance in schedules and the deterioration of women's health, due to the Lack of rest are some of the negative aspects of this type of work. For its part, UN Women in its strategy to promote gender parity, highlights the need to strengthen flexible forms of work, such as teleworking.

Teleworking and the environment

The COVID-19 crisis has led to an increase in teleworking worldwide. According to a study by the Más Familia Foundation, almost half of employees would prefer to work from home. The researchers believe that this trend would lower CO2 levels by three million tons per year in Spain alone, a figure that would be multiplied if we extend it to all countries. In addition, this would not only trigger benefits for the environment, but there would also be a lower number of traffic accidents as a consequence of the reduction in displacements and, therefore, a lower mortality rate.

A report by the environmental and pacifist organization Greenpeace reflects the impacts that the implementation of teleworking has had on mobility and CO2 emissions, showing a decrease in greenhouse gases in large metropolises. This This situation can be a stimulus towards work schemes that are more respectful with the climate, giving rise to sustainable development, obtaining benefits at the health level by promoting the improvement of the air quality of the environment in which one lives.

The form of transport is the main emitter of greenhouse gases, motivated, above all, by the traffic of diesel and gasoline cars. So, the implementation of alternative transport, which can reduce the carbon footprint, is key to improving conditions.

However, a British investigation has rejected the idea that teleworking favors the development of the environment. Depending on the scenario, the fact that each individual works from their own home and does not use the common workplace may mean an increase in energy expenditure in winter due to heating consumption.

Teleworking legislation

After the COVID-19 pandemic, several countries have begun to specifically legislate the teleworking regime. The factors common to the different laws published or in the process of being drafted are: the need for mutual agreement between employer and employee for the teleworking modality. The necessary tools and equipment such as computers, licenses and others must be borne by the employer. Derived costs for the employee such as electricity or internet must also be included in the contract for compensation. Finally, issues related to occupational health and safety, well-being at work, and mental health are also being addressed in most countries.

Benefits and drawbacks

Teleworking is present in the current labor market in many countries, its use has increased since the pandemic caused by COVID-19. Its contribution to the labor market and its potential to be developed is very relevant, assuming economic and social benefits for companies, workers and society in general.

Employee benefits:

• Reduction of travel costs.
• Decrease in the risk of traffic accidents.
• Better worker planning between her time with the family and her work activities.
• Flexibility of the working day.

Benefits for companies:

• Reduction of infrastructure costs.
• Increased productivity with motivated employees.
• Reduction of labour absenteeism.

Disadvantages:

• Reduction of the socialization time among employees.
• Decrease in physical activity of workers.
• Distrust by the employer with respect to its employees and the performance of the assigned activities.
• Difficulty for teamwork, telework promotes more individual and independent activity.
• Need for the use of the employee ' s own resources to carry out the assigned activities.
• Difficulty separating personal life from work life.