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If during the first months of the pandemic it is smart working was mostly considered a useful tool to avoid the spread of the infection, that of agile work today it is an increasingly consolidated way of working. The awareness of the benefits that derive from being able to manage the work activity without depending on being present at certain times or not, which most workers have discovered with the pandemic, seems to be increasingly widespread.
According to Arianna VisentiniCEO of the consulting and organizational innovation company for the adoption of smart working policies Variationswhich he recently conducted the first national survey on smart working policies in companiesthe “transformation in people’s mentality is irreversible“. Precisely because the will of the people “will dictate the agenda of companies “it seems that smart working will be an integral part of the future of Italian companies.
However, as the study results show and as Arianna Visentini reiterated a Wiredthe work system in Italy is still “obsolete“. “The rigidity of working hours and the designation of the workplace“- says Visentini – is still a”essential and fundamental element of the employment relationship“.
I study
I guess how “the use of agile work is highlighting how inadequate the regulation of labor relations that we know up to now is inadequate“, Variazioni, which has been dealing with the phenomenon for years, surveyed a sample of three hundred companies to investigate the guidelines of companies with respect to the phenomenon. One of the most significant findings is that almost 40% of the companies surveyed do not have a smart working policythat is a general framework specifically designed to regulate the possibility for employees to work in the way that suits them best.
Arianna Visentini specifies how it should be highlighted “a non-total representativeness of the sample“, Given that the organizations considered are those that”they mostly gravitate around Variations”, Which however make the sample taken into consideration “privileged“. There proportion real nationwide could therefore still be highest.
How a smart working contract is built
Agile employment contracts have “some features that must be indicated by law“. First of all, there must be a “precise indication of how the alternation between presence and absence takes place”, Which can be formulated through an explicit number of days which can be carried out on a weekly basis outside the workplace or through a percentage of the overall time (for example, 20% of the weekly hours or of the monthly hours). It should then also be made explicit “the possibility or not of accumulation“, Or it should be clarified whether, in the event that the worker does not make use of his right to work away from the workplace for a period, it is possible to use them in the next one.
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