Post by account_disabled on Mar 4, 2024 4:56:46 GMT -5
Overnight remote work became the norm in 2020. In a rush to recreate our economy, the United States put aside certain lingering questions about the role of remote work in our permanent economy and, more specifically, in the rights of remote workers.
What is owed to the remote worker? And to what extent, if at all, are remote workers different from their in-office counterparts?
Remote worker rights we need to defend
The CEO of Tulsa Remote, an organization that offers remote workers $10,000 to move to Tulsa, Oklahoma, says these questions had an identity long before the pandemic.
According to Fast Company , as the world moves Chile Mobile Number List closer to a new normal, it's time to start answering our most fundamental questions about remote workers and codifying their "Bill of Rights."
While the numbers are still too early to predict, it is inevitable that even after a critical mass of the population is vaccinated, the ranks of permanent remote workers will be substantially larger than they were before the pandemic. Let's talk about the rights of remote workers.
7 rights of remote workers
1. The right to work remotely
Now that the majority of the workforce has gained extensive first-hand remote work experience, this perception has largely changed. We all know, now, that remote work is work.
So when this pandemic finally ends, any worker able to maintain productivity while working from home should have the right to continue doing so.
rights of remote workers
Of course, there will always be projects that clearly require or benefit from in-person collaboration, and there will always be people who prefer to work physically alongside their colleagues.
A world where people work in the office or at home according to their own needs and preferences, without penalty or judgment, and without a false narrative of negative economic impact hanging over their decision.
2. The right to upward mobility through remote work
Essential and service workers, who, even at the height of the pandemic, were asked or forced every day to put themselves at risk for a paycheck, have been largely left out of the conversation about the remote work to date. Obviously, there are large sectors of the economy, both high and low wage, that can never be remote.
Anyone who wants it should have access to the tools and training necessary for remote knowledge economy work. The rise of AI and the unemployment it threatens makes this increasingly imperative.
Knowledge economy companies must collaborate with each other and with relevant government agencies, non-profit organizations and educational institutions to ensure that everyone has the option to upskill in roles that can operate remotely.
3. The right to a life outside of work
Demolition of the work-life divide has been much discussed in recent years. In theory, we know that we shouldn't send or respond to emails at 9:00 pm on a Saturday. We are concerned about the invasion of the workplace into all aspects of life.
But when push comes to shove, when we're dealing with something really important, really urgent, we make an exception. And when you work in a fast-paced, high-risk work environment, where almost anything can seem important/urgent, you end up “making an exception” five or ten times a week.
rights of remote workers life outside of work
For this reason, it is more important than ever for managers and employees to collaborate within reasonable day-to-day parameters. When is it absolutely necessary to be accessible? When should you log out for the day? Which meetings are required, which are optional, and which can be turned into quick Slack chats?
Open collaboration on these and other questions helps ensure that no one feels unduly stressed and prevents work from becoming a burden.
4. The right to mutual trust
The last year has been without pleasant surprises, but there have been some bright spots, among them the success of widespread remote work. At the beginning of the pandemic, many feared that ubiquitous remote work would reduce productivity. However, the opposite has happened: in almost all reported cases, productivity levels have remained constant or increased significantly.
More than anything, this has been a result of mutual trust. A fundamental assumption of good faith on the part of both employees and employers.
What is owed to the remote worker? And to what extent, if at all, are remote workers different from their in-office counterparts?
Remote worker rights we need to defend
The CEO of Tulsa Remote, an organization that offers remote workers $10,000 to move to Tulsa, Oklahoma, says these questions had an identity long before the pandemic.
According to Fast Company , as the world moves Chile Mobile Number List closer to a new normal, it's time to start answering our most fundamental questions about remote workers and codifying their "Bill of Rights."
While the numbers are still too early to predict, it is inevitable that even after a critical mass of the population is vaccinated, the ranks of permanent remote workers will be substantially larger than they were before the pandemic. Let's talk about the rights of remote workers.
7 rights of remote workers
1. The right to work remotely
Now that the majority of the workforce has gained extensive first-hand remote work experience, this perception has largely changed. We all know, now, that remote work is work.
So when this pandemic finally ends, any worker able to maintain productivity while working from home should have the right to continue doing so.
rights of remote workers
Of course, there will always be projects that clearly require or benefit from in-person collaboration, and there will always be people who prefer to work physically alongside their colleagues.
A world where people work in the office or at home according to their own needs and preferences, without penalty or judgment, and without a false narrative of negative economic impact hanging over their decision.
2. The right to upward mobility through remote work
Essential and service workers, who, even at the height of the pandemic, were asked or forced every day to put themselves at risk for a paycheck, have been largely left out of the conversation about the remote work to date. Obviously, there are large sectors of the economy, both high and low wage, that can never be remote.
Anyone who wants it should have access to the tools and training necessary for remote knowledge economy work. The rise of AI and the unemployment it threatens makes this increasingly imperative.
Knowledge economy companies must collaborate with each other and with relevant government agencies, non-profit organizations and educational institutions to ensure that everyone has the option to upskill in roles that can operate remotely.
3. The right to a life outside of work
Demolition of the work-life divide has been much discussed in recent years. In theory, we know that we shouldn't send or respond to emails at 9:00 pm on a Saturday. We are concerned about the invasion of the workplace into all aspects of life.
But when push comes to shove, when we're dealing with something really important, really urgent, we make an exception. And when you work in a fast-paced, high-risk work environment, where almost anything can seem important/urgent, you end up “making an exception” five or ten times a week.
rights of remote workers life outside of work
For this reason, it is more important than ever for managers and employees to collaborate within reasonable day-to-day parameters. When is it absolutely necessary to be accessible? When should you log out for the day? Which meetings are required, which are optional, and which can be turned into quick Slack chats?
Open collaboration on these and other questions helps ensure that no one feels unduly stressed and prevents work from becoming a burden.
4. The right to mutual trust
The last year has been without pleasant surprises, but there have been some bright spots, among them the success of widespread remote work. At the beginning of the pandemic, many feared that ubiquitous remote work would reduce productivity. However, the opposite has happened: in almost all reported cases, productivity levels have remained constant or increased significantly.
More than anything, this has been a result of mutual trust. A fundamental assumption of good faith on the part of both employees and employers.