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Going back to the office from a social responsibility perspective in de-escalation

"On November 4 met in Fide the ESG Forum to discuss the return to the office and the current legal regulations on teleworking from a perspective of social responsibility in companies."

ESG Forum: environmental, social and governance aspects in organizations

Last Wednesday, November 4, from 12.30:14.00 to XNUMX:XNUMX p.m., we attended the FIDE to a new online session of the ESG Forumenvironmental, social and governance aspects in organizations.

The session was moderated by Charles of the Tower, Of Counsel in the Labor Department of Baker McKenzie and Labor Inspector on leave, and member of the Academic Council of FIDE, co-director of the Forum together with Iván Gayarre, partner of Sagardoy Abogados and State Attorney and Germán Granda, General Director of Forética and Member of the State CSR Council.

They participated as speakers Ana Ercoreca, Active Labor Inspector and President of the Union of Labor Inspectors; Anna Benavides, Director of Labor Relations and Government of MAPFRE; Y Paul Carrillo, Director of HR Operations and Labor Relations at Orange.

The session was about Going back to the office from a social responsibility perspective in de-escalation and Ana Ercoreca opened the debate, who reviews the current legal regulations on teleworking, the use of which has increased enormously in the Spanish labor market, both in distribution by sectors and in average terms.

Before the Covid, the reference regulation was established in arts. 13 and 34.8 of the ET, while as a result of the declaration of a state of alarm, a prevalence of teleworking was established, which brought with it the possibility of carrying out a self-assessment of needs by the worker, to be satisfied by the companies (the “Me takes care").

In accordance with art. 7 RDL 21/2020, it is the obligation of companies to put sufficient security measures (ventilation, water, soap, distances, etc.), which have the character of public health measures and not of PRL policy, as it is not an occupational risk, except for people whose profession brings them into contact and is especially at risk, such as the health sector. Its duration will be extended until the Government declares that the exceptional situation has been overcome.

In particular, it is important to promote teleworking, reduce the number of workers in the workplace, and reduce or eliminate air circulation (the use of air conditioning and heating can be maintained). If it is not possible to implement these measures, workers must be provided with protective equipment appropriate to the risk.

On the other hand, it is necessary to observe the regional regulations, and close a labor relations agreement. Thus, the CECA and trade unions agreement have already reached an agreement, also establishing the digital disconnection measures, and the obligations derived from art. 7. The work-from-home agreement must be in writing, otherwise it would be a violation of LISOS.

Next, Ana Benavides makes a presentation on good business practices and measures to improve legal compliance.

Given MAPFRE's international presence, it has been necessary to manage COVID in different stages in the different countries in which the Group is established. At the beginning of the pandemic, this facilitated an early action both in the activation of our Business Continuity Plan, as well as in the establishment of measures, even before they were adopted by the Governments (travel restriction, prophylaxis and hygiene, information channels about the virus or telework).

MAPFRE's performance can be described through 6 main lines of action, which are the following:

  • The first, health and protection with the establishment of measures aimed at reducing the risk of disease transmission, such as how to calculate and respect the biological capacities of buildings, signaling and conditioning of work centers, health self-questionnaire prior to joining the work center, medical tests for the detection of COVID by the Company's Medical Services, installation of temperature control cameras, specific disinfection protocols, provision of hydroalcoholic masks and gels, capacity, MAPFRE's own tracking app (Radar COVID MAPFRE)
  • The labor relations of flexibility by offering employees time bags and specific permits to attend to personal needs derived from COVID, teleworking, flexibility in the organization and development of their daily workday, continuous dialogue with the Legal Representation of Workers and actions aimed at managers for remote team management
  • New ways of working through the promotion of the implementation of digital tools for collaboration, communication and management, with the necessary training support for the proper learning of their management and use.
  • Communication with employees. Constant communication with employees has been maintained through the Intranet, email and the People APP. Likewise, the ASK MAPFRE channel was created through which all employees around the world could raise doubts and questions about how the Company was addressing the crisis, which were answered directly by the President and the General Director of the People and Organization Area.
  • Change management. A multitude of actions have been carried out in the areas of health, cybersecurity, organizational reputation, work organization, training resources, communication models, volunteering or professional development to help employees face the new situation
  • First of all, social. Collaboration and volunteer actions have been developed with food banks, the elderly, children admitted to hospitals and their families, people with disabilities and young people in situations of social exclusion, among others.

Finally, Pablo Carrillo explains how the different stages of the evolution of the pandemic have lived in Orange, implementing measures appropriate to the circumstances at all times.

In Orange, the return to the offices, with a 3-day teleworking scheme during this extraordinary situation, has meant an effort to adapt the facilities (workstations, common spaces, meeting rooms, etc.), access to them (serological tests, QRs, daily temperature taking, etc.), HR processes, and the adoption of safety and protection measures (masks, hydro-alcoholic gel, cleaning, capacity limitation, etc.) that make the environments of I work in safe environments.

At the same time, the protection of sensitive employees, living with sensitive people, employees who live in perimeter confinement areas and who use public transport, makes it a priority for the company, giving them the possibility of teleworking 5 days a week as long as this extraordinary situation is maintained. All this counting on the continuous participation of the legal representation of the workers, with which we have intensified the social dialogue.

Orange has already included in its collective agreement the possibility of carrying out the work remotely for a few years and this has facilitated the implementation of this transitory scheme in a simple and fast way.

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