Following the spread in Italy of Coronavirus \u201cCOVID-19\u201d, companies, employees, professionals and Institutions are talking about the so called \u201cSmart Working\u201d provided by Law no. 81\/2017.<\/p>\n\n\n\n
Smart Working is a particular way of working, agreed between employer and employee, and can be organized by phases, cycles and objectives, characterized by the following elements:\n
\u2014 Absence of a fixed workstation (work is performed partly inside the company premises and partly outside);\n
\u2014 Absence of place or working time constraints (within the maximum duration of daily and weekly working hours);\n
\u2014 Use of technological tools for the performance of the work (e.g. laptops, tablets and smartphones).<\/p>\n\n\n\n
Such an individual agreement can be either for a fixed period (on giving a minimum of 30 days\u2019 notice) or an indefinite one and regulates a whole series of duties and obligations incumbent on both parties, such as:\n
\n\u2014 Performance of the work, also with reference to the employers\u2019 directives and working tools;
\n\u2014 Identify the employee\u2019s rests time and the tools to ensure the employee\u2019s disconnection;
\n\u2014 May provide the employee\u2019s right to the permanent training;
\n\u2014 Regulate the exercise of the employer\u2019s power of control;
\n\u2014 Identify behaviors subject to disciplinary procedures.<\/p>\n\n\n\n
Il datore di lavoro, in quanto garante della salute e della sicurezza dei propri dipendenti, in aggiunta agli oneri assicurativi ha l\u2019obbligo di consegnare al dipendente in regime di Smart working e al rappresentante dei lavoratori per la sicurezza, con cadenza almeno annuale, un’informativa scritta che individui i rischi generali e specifici connessi alla particolare modalit\u00e0 di esecuzione del rapporto di lavoro, fermo restando l\u2019obbligo del dipendente di cooperare all\u2019attuazione delle misure datoriali di prevenzione.
Inoltre, l\u2019inevitabile utilizzo di strumenti tecnologici che permettano il regolare svolgimento della prestazione lavorativa da remoto, va regolato nel rispetto della normativa sulla privacy e del riformato Art. 4 L. 300\/1970.
Pertanto, il datore ha l\u2019obbligo di regolare e informare adeguatamente il dipendente circa le modalit\u00e0 d\u2019uso degli strumenti di lavoro e di effettuazione dei controlli, mediante apposita policy aziendale.<\/p>\n\n\n\n
The purpose of smart working, as expressly provided by the Legislator, is to increase competitiveness and facilitate work\/life balance.\nHowever, Smart Working today also represents one of the most effective instruments in managing this delicate situation, being able, on the one hand, to limit the interruption of business and, on the other hand, to restrict, or at least reduce, employees movements, as imposed or recommended, depending on the territory, by the Authorities.
\nIn fact, the Government has intervened swiftly and concisely by passing the Prime Ministerial Decree of February 25, 2020 (OJ General Series no. 47), which aims at facilitating the use of Smart Working by employers with headquarters in Lombardy, Emilia Romagna, Friuli Venezia Giulia, Piedmont, Liguria and Veneto, or who employ personnel who, while working outside the above mentioned regions, are resident or domiciled within them.
\nSuch Employers are entitled to:
\n\u2014 Activate Smart Working immediately, even in the absence of an individual agreement with the employee;
\n\u2014 Provide the written notice identifying the general and specific risks related to the performance of the work outside the company\u2019s premises electronically, even using the documentation made available on the INAIL website.
\nThese measures are in force, unless extended, until March 15, 2020.<\/p>\n\n\n\n
26 febbraio 2020<\/em><\/p>","protected":false},"excerpt":{"rendered":" In questi giorni delicati a seguito della diffusione in Italia del Coronavirus \u201cCOVID-19\u201d, imprese, lavoratori, tecnici e istituzioni sono alle prese con il lavoro agile \u2013 c.d. Smart Working \u2013 previsto dalla Legge n. 81\/2017. Il lavoro agile \u00e8 una particolare modalit\u00e0 di esecuzione del rapporto di lavoro subordinato concordata tra datore di lavoro e […]<\/p>","protected":false},"author":1,"featured_media":1891,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[44],"tags":[],"yoast_head":"\n