ECONOMY – Six months after the beginning of confinement, the telecommuting established itself as a widespread apply in firms in France that might. 1 in 5 staff is affected by this apply, which unions need to body. Negotiations between social companions had been determined in Might. They’re to final till September, beneath the management of Ministry of Labour.
For The HuffPost, the thinker Julia de Funès, a specialist on this planet of labor, takes inventory and offers her avenues for reflection to raised body a apply that may endure. The writer of “What would change all the pieces with out altering something” (L’Observatoire) takes a stand for “a serious legislative undertaking” and remembers that it can not perform with out the “belief” granted to staff.
“We should additionally depart room for every firm”
The HuffPost: Firms tailored to telecommuting throughout the disaster. Do we’d like this settlement that the unions are asking for?
All practices have to be supervised. If everybody does at their very own tempo, it is rather sophisticated. For instance, we’d like collective moments in an organization. Then again, if they’re too strict guidelines, that is contradictory with teleworking which is a lifting of spatial, temporal and psychological constraints as a way to make work extra fluid. We should additionally depart room for every firm.
Do you suppose a brand new regulation is required on this apply?
Sure, we’d like legislative points. I noticed the Ministry of Labor on this topic. If we don’t regulate teleworking, it is rather onerous to control the hours. If we follow the prevailing statutes, solely the manager may telework. Nevertheless, it’s a false reasoning to suppose that teleworking is simply doable for executives: assistants telework way more simply than sure executives similar to beauty surgeons for instance. In actuality, this govt or non-executive standing turns into fairly out of date. The regulation is extra versatile for executives when it comes to hours, it have to be tailored.
“The chief or non-executive standing is out of date”
It might be a serious change to abolish these classes …
It’s a enormous, very sophisticated undertaking that essentially requires legislative changes. However this standing is out of date. I’m not towards hierarchy, however managerial or non-managerial, that not goes with the thought of a present firm which is to hold out a undertaking collectively and not belong to a class. These classes inherited from the administration of the 1950s needs to be pulverized.
Methods to assist firms and staff on this main undertaking?
From a extra philosophical or psychological standpoint, all the pieces is predicated on the belief that the supervisor or the entrepreneur should depart in his worker. It’s each straightforward and troublesome. Straightforward, as a result of it's a call: I resolve to belief my worker; not straightforward as a result of there’s a part of danger inherent in any belief.
What is essential is to set a coherent rhythm, to seek out moments of collective conferences. We’re not remoted atoms. If the foundations stiffen it, they don't. Whether it is to recreate moments of assembly, then sure. Anyway, in firms individuals speak to one another by electronic mail in order to not disturb colleagues within the open area: it was face-to-face teleworking.
"Compensation? Why not"
Nevertheless, there are additionally staff who don’t like teleworking …
It's a brand new means of doing issues, there are variations to be made. Outdoors of confinement, teleworking doesn’t forestall you from being at work 3 times per week. As well as, there are a lot of improvements to beat the disadvantages of teleworking, similar to coworking areas or inns that flip into workplaces.
Some unions are asking for compensation linked to this teleworking. What do you suppose?
If it's to make up for a chance, I can perceive that. However additionally it is a bonus left to staff. 73% of them are in favor. Whereas ready for lodging to be discovered, whether it is too troublesome for some to telework as a result of social inequalities and every individual's amenities, this allowance could be carried out.
Have been you shocked by the difference of firms to this new apply, which many had been reluctant to implement?
It pleasantly shocked me. Lastly a transferring topic! I discovered ourselves very late on this situation, particularly in comparison with the Anglo-Saxons. And there, in an nearly Darwinian course of, all of the arguments towards it had been shattered. We had been informed "it is rather troublesome to arrange", in actual fact in two weeks firms have tailored. We used to say "individuals will work much less intensively", that isn’t true. All arguments have been defeated with a outstanding power of adaptation that has not been seen for a very long time in France. We acquired began rapidly and it labored rather well.
What social, financial or societal penalties do you see on this generalization?
One of many main penalties is that we alter the paradigm: earlier than we labored after which, life is when there may be time. There it modified the connection of the significance of labor: it’s domesticated, it comes again to the guts of the house, it’s one exercise amongst many. he has regained its that means: it has change into a method once more. It blends in with different actions and is not a supreme achievement or a raison d'être. By resuming its rightful place, work has misplaced its hegemony.
See additionally on The HuffPost: Do you’ve got again ache whereas working from residence? This posture is unquestionably for one thing
