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A draft law on teleworking is being launched, which includes measures to shield the institution of remote work, as a form of work with a positive effect on employee productivity and with the aim of establishing it in the post-coronavirus era.
Structural interventions in the labor market, with a focus on promoting flexibility in time and in the workplace, include the new major package of labor market changes, which is expected to take effect in the autumn.
In a severely injured market, with victims of both companies and their employees, by the coronavirus pandemic, the government and the Ministry of Labor, having as a compass the final conclusion of the Pissaridis committee, is already working on proposals for changes in Industrial relationships. These include increasing the number of overtime in the industry, reducing the cost of overtime, promoting, for example, greater flexibility and a new overtime settlement process on an annual or semi-annual basis, reducing bureaucracy in administrative procedures and promulgate regulations to prevent exploitation of employees by employers.
Telecommuting
In the same context, after all, there is a series of interventions that have already been launched by the competent Labor Minister Giannis Vroutsis, in the context of improving the “Ergani” information system, by promoting measures such as the operation of the digital hours and the electronic work card. And finally, there is the draft law on teleworking, which includes measures to protect the institution of remote work, as a form of work with a positive impact on employee productivity and aimed at its implementation in the post-coronary era. The final “package” is also expected to include interventions in union law 1264 “for the democratization of the union movement and the guarantee of union freedoms.” The interventions are also included in the national reform program that our country presented to the European Commission last April and, among other things, foresee changes in the permits to which union representatives are entitled.
Overtime
Especially in the “difficult” field of overtime, both in terms of its use and in terms of the bureaucratic procedures necessary for overtime to be declared in the system, the draft conclusion of the experts from the Pissaridis committee shows the way changes. In particular, the need to rationalize the use and cost of overtime is described. As is often mentioned, flexibility in the use of overtime is important for economic activity, but the cost of overtime must be aligned with that of other EU Member States.
According to information from “K”, the Ministry of Labor has not yet made final decisions on the scope and direction of the changes. They will also wait for the final conclusion of the “Magi”, and then legislate. There are many suggestions, such as increasing the number of overtime assignments in the industry, for example, or increasing the allowed limit for overtime, which is paid cheaper than overtime. In the context of flexibility, among the scenarios that have been presented are the provision of overtime on an annual basis, the ability of the employer and the employee to agree to the “coverage” of exceeding one day’s work time with the corresponding reduction to another day, leave, additional leave, etc., at the request of the employee or employer, which the contractor may reject only for a serious reason, as well as the establishment of specific criteria to determine the meaning of the manager who will not be entitled overtime (it is free calendar).
Reduce bureaucracy
At the same time, the draft Pissaridis report provides for the rationalization of reporting obligations by companies, since it is found that current regulations to prevent the exploitation of employees by employers have resulted in a series of bureaucratic obligations of employers with the State. However, these obligations are sometimes impossible to meet, experts say, and refer specifically to the obligation to provide prior information about overtime employment, even in the event of emergency coverage. According to experts, these obligations should be simplified and streamlined. Otherwise, they lead to a restriction of business activity or the expansion of “illegal” practices.
Electronic work card
Already, in the context of “Instrument II”, the Ministry of Labor promotes the implementation of digital hours, in parallel with the use of the electronic work card, which is expected to be launched by companies, such as banks and supermarkets, and later expand into companies with more than 50 employees and by the end of 2021 it will be implemented universally.
In practice, the commercial and working hours of the employees, as well as any modification thereof, will be declared digitally, automatically, so that the crossing and consequently the control by the Labor Inspection can be carried out in time real.
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