Con Affetto Catering | Telework Collective Agreement
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Telework Collective Agreement

Telework Collective Agreement

Telework is not a legal category independent of traditional forms of service delivery in any EU country. It is a form of work organization whose employment status can vary considerably. The applicable legal framework depends on the legal status of teleworkers defined by their relationship with the company or companies for which they work. In Italy, several bills regulating telework have been debated for some time, affecting both workers and ”coordinated” professionals. The most important of these is the ”new employment status,” which must include a general definition of the rights of non-standard workers, including teleworkers. There is no general data on the extent to which teleworker workers are affected by collective bargaining in the EU. At European level, the European Trade Union Confederation has in recent years developed a generally constructive attitude towards telecommuting, while recognising the potential problems that are being raised. In a document out of 25 points on labour relations in the information society, the ETUC notes, for example, that ”telework should not be condemned in advance or glorified. The crucial question is how it is organized. The ETUC reiterates many of the european Union`s aforementioned demands.

The 1997 Green Paper on Partnership for a New Labour Organization (EU9707134F) examined telework, which, in their view, is characterized by the use of telecommunications technologies and advanced information technologies and by carrying out work in a place other than the traditional workplace, in its various forms (at home, alternating, multi-site telework, mobile telephony, professional, mobile and displaced back offices). The Commission finds that; ”While the spread and penetration of telework remains unclear, the current number of teleworkers does not appear to be in line with the expansionary forecasts of the 1970s. However, the decline in telecommunications costs, changes in the attitude of managers and trade unions towards telework, and new practices in alternate telework, strongly indicate that the number of teleworkers will increase significantly in the coming years. Telework is particularly evident in information-intensive industries and trades. There is a general gap in regulatory coverage, whether through legislation, jurisprudence or agreement, depending on the country concerned, with regard to the specifics of telework and its impact on employment/labour conditions and labour relations.

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