¿Cómo afectará las relaciones laborales la covid-19?
Author | Pamela Navarro |
Position | Director de PPU experto en derecho laboral y de la seguridad social, en temas migratorios y en temas de empleabilidad |
Resulta evidente que el mundo entero se ha visto paralizado, aislado y afectado por la propagación de la COVID-19. No cabe duda de que las relaciones laborales han tenido que evolucionar en tiempo récord para no perder la poca productividad que podría generarse adaptando el trabajo a esquemas de trabajo remoto. Pero ¿que acaso esta no era una alternativa que ya existía en nuestra legislación? La respuesta es afirmativa, nuestra legislación prevé el teletrabajo, con un régimen legal bastante rígido, (que esperemos cambie en el corto plazo) pero permite también que las partes opten por fórmulas de trabajo remoto o políticas de home office a fin de buscar un balance entre la vida profesional y la vida personal de los trabajadores. Este balance, no solo visto como un beneficio que otorgan algunas empresas a favor de sus trabajadores, sino como la necesidad de cumplir con la ley de no discriminación salarial, que si bien está orientado a proteger y fomentar el crecimiento de las mujeres en el ámbito laboral, debe ser pensado y adaptado al total de los colaboradores de las organizaciones.
Este dispositivo señala la necesidad de las empresas de buscar regímenes flexibles que permitan un balance entre la vida personal y la vida laboral. Luego de haber experimentado la primera etapa del aislamiento social, hemos podido comprobar que el trabajo remoto es una posibilidad real y que la flexibilidad laboral para la ejecución de las labores que desarrollan nuestros colaboradores pasa por creer y confiar en la capacidad de cada uno de nosotros de lograr de manera conjunta los mecanismos que garanticen mantener la eficiencia y el nivel de servicio a pesar que las labores no necesariamente se desarrollen dentro del local de la empresa.
Debemos ver esta coyuntura como una posibilidad para buscar alternativas de trabajo flexible no solo pensando en el personal femenino de nuestra empresa sino en el total de colaboradores. Para ello es necesario replantear los esquemas básicos del derecho laboral, utilizando las tecnologías de la información al servicio de las relaciones laborales.
Volver con fuerza en esta coyuntura, requiere digitalizar nuestros procesos, proveer a nuestros colaboradores de los equipos necesarios para trabajar de forma remota, implementar nuestra firma digital entre algunas otras medidas.
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