While the first Congress dedicated to teleworking on Tuesday and Wednesday in Lyon opens, and ten days after the gradual return of employees to the office, the boss of the CFDT, Laurent Berger, alerted on the conditions of supervision of this new organization of the work and calls on companies to negotiate more agreements.
How have the negotiations been going in companies on teleworking since June 9?
Laurent Berger.
Telecommuting has entered our lives in a strong and sudden way, it has become a reality and there is no turning back. Now we have to move up a gear because there are not enough negotiations, even if agreements are signed. According to our figures, in 40% of companies, there is no framework and no ongoing or planned negotiations. It is therefore necessary to negotiate more to make it a positive element for the company and the employee. The employers must understand that we touch the organization of work after employees have played the game for a year and a half and efficiently. When you do not frame things and it is a bit rushed, you integrate very strong risks of conflict. We need an agreement to frame labor relations. On the employee side,teleworking is both an advantage and a disadvantage. There is more autonomy on the one hand, but also isolation, psychosocial risks. And then beware of the uncontrolled increase in working time.
Read also Employees do not want to return to the office as before and are inclined to telework
Are the financial compensations included in the signed agreements?
They must be claimed on the starting equipment, such as the computer to work in good conditions at home, but also on the possible impacts on water and electricity bills, for example.
Sometimes, the supervision of teleworking goes through a simple charter.
Is this a good thing?
Watch out for charters.
So far, they represent 50% of fixed frames.
Often this option is preferred because there is no union organization in small businesses.
But it still needs to be discussed and then accepted.
This should not be a unilateral business decision.
We know that employees who are not collectively organized will find it more difficult to create the conditions for an agreement.
Some companies have been confronted with the relocation of employees, and faced with a fait accompli ...
Employees, who have shown that they can be effective at teleworking, have decided to change their lifestyle.
They played the game for a year and a half, got involved and this also aroused the desire among them to have a little more control over the organization of work.
After that, the management cannot tell them: “We don't trust you anymore, come back in person.
»We must leave them a part of autonomy.
We see that teleworking is now one of the methods of work organization on which there is real expectation, hence the interest in discussing the organization of work again.
Read alsoBack to the office: a third of HRDs faced with employees who have moved
Do you think it is necessary to go through the law?
Not everything can pass by law. We need more social dialogue than a rigid framework that would be unsuitable for a majority of companies. It is clear that the national inter-professional agreement allows this. The challenge now is to get around the table so that there is real social dialogue on teleworking. The subject of the organization of work will be the subject of the start of the school year. With the summer, we are in a middle ground, but it is the right moment to question the unions, the employees and the companies to find the compromises.
