Flu pandemic

In the event of a pandemic, for certain organisations remote working, including telecommuting, could be a good solution, since it limits travel and human contact. The company is then able to continue operating, while protecting its employees.

If organised beforehand, during an influenza pandemic telecommuting will simply be considered a temporary change to someone’s job aimed at reducing the risks of contamination in the workplace and in public transport.

Current methods of telecommuting

Telecommuting methods must be formalised by a written agreement between the employee and their employer. The agreement will be represented by an amendment to the employment contract. As this subject relates to work organisation, the members of the works council or staff representatives will be consulted before it is implemented.
Telecommuters agree to provide similar work to that which they do in their company and in normal time. They will not be required to receive clients or members of the public, however, when working from home.
Wherever employees are working they will continue to benefit from the public services and social benefits guaranteed in their initial contracts.

The required equipment

The labour code stipulates that it is the employer’s responsibility to supply, install and maintain work equipment, and the same applies for telecommuting. The company loans the telecommuter the equipment, who uses and looks after it. If equipment is stolen, employees must inform their manager immediately. If telecommuters use their own equipment, the employer takes care of any necessary adaptations and maintenance.