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Charter on teleworking


In France, teleworking refers to an organization which allows voluntary employees of a company to carry out, on a regular or temporary basis, work which could have been carried out on the employer's premises, outside these premises, most often from
their homes. Due to its activity as a publisher of monitored file transfers, WAARP is convinced that teleworking is an innovative form of work organization aimed at giving everyone more flexibility and flexibility. Following the confinements imposed by the Covid-19 crisis, our employees have expressed the wish to continue to telework 100%. The evolution of new technologies and organizational methods, as well as the wish expressed by all of our company employees to benefit from a certain flexibility in the organization of their time, the reduced space in premises, the lengthening of travel times in the urban area, the development of the commercial strategy, etc.) led to a reflection on the possibility of allowing all our employees to work remotely. Teleworking constitutes a lever in favor of the modernization of managerial relations, based on reciprocal volunteering and on a relationship of mutual trust between the employee and their hierarchical manager. This new way of working promotes a balance between economic and social performance. Teleworking aims to offer a better balance between personal and professional life, to give our employees greater autonomy in carrying out their tasks and also to contribute to sustainable development by reducing the footprint of employees. transport on the environment. This charter, in accordance with articles L1222-9 of the Labor Code, specifies the essential rules applicable in this matter. Acceptance of the terms of this charter is an essential condition for benefiting from teleworking. However, the Management reminds in advance that teleworking should never harm the continuity of the activity of the company or service which remains the priority and that teleworking is a modality of organizing work from home and in no case a means of meeting the personal or family needs of employees.


Teleworking is accessible to all company employees, including interns. Teleworking must allow employees to carry out their missions from home on a regular basis, it being specified that teleworking employees remain administratively attached to their original establishment. Teleworking can also be one of the measures allowing disabled workers to access employment or maintain employment within the meaning of article L5213-6 of the Labor Code. Teleworking is based exclusively on voluntary work and cannot give rise to any sanctions in the event of refusal by the employee.

Definition of teleworking

In accordance with the terms of article L.1222-9 of the Labor Code, teleworking refers to any form of work organization in which work which could also have been carried out on the company's premises is carried out by an employee.
outside these premises voluntarily using information and communication technologies.

Conditions for transition to teleworking

Since 03/01/2020, all WAARP employees have carried out their missions 100% remotely.
Teleworking is open to activities and functions in the company that can be carried out remotely, namely all of the following positions:

  • Computer engineer,

  • Sales and marketing manager,

  • Customer support.

To be eligible for teleworking, employees must have accommodation compatible with teleworking (benefit from a space reserved for work, a compliant electrical installation, etc.), provide certification of technical and electrical compliance or certify on the honor that he has a compliant technical and electrical installation (see certificate of honor to be completed in the appendices).

Under no circumstances should teleworking modify, upwards or downwards, the employee's usual missions and activities, their objectives, the number of working hours and their workload. The use or not of teleworking has no impact on the evaluation
professionalism of the employee. In any case, the expected results in a teleworking situation are equivalent to
those which would have been obtained on the company's premises.

Employee acceptance terms of teleworking arrangements

Employees who volunteer to benefit from regular teleworking must have expressly accepted the conditions and rules set out in the framework of this charter. Employees working regularly from home will confirm their acceptance by affixing
their signature at the bottom of the document, preceded by the words “I have read, understood and accepted the terms of the teleworking charter”. This acceptance will definitively materialize the agreement of the parties for the application of the conditions of teleworking, for each day of teleworking; no contractual amendment will be concluded.

Conditions for returning to work without teleworking

Adaptation period

The exercise of teleworking functions begins with a four-month adaptation period. This period must allow the employer to verify whether the employee has the personal and professional skills to work remotely or whether the employee's absence from the company's premises does not disrupt the operation of his service. For the employee, this period allows them to check whether the teleworking activity suits them. During this period, the employer or employee may decide, unilaterally, to end the teleworking situation, subject to one month's notice. If the teleworking situation is ended, the teleworker will return to their position in the premises of the company or one of its partners.

Return to performance of work without teleworking requested by the employee

The teleworker has priority to occupy or resume a position without teleworking which corresponds to his professional qualifications and skills, subject to the application of the rules relating to hiring or rehiring priorities (part-time, priority of rehiring after redundancy, etc. .). The company undertakes, in this case, to inform it of any available position of this nature. The request will be made in writing by registered letter with acknowledgment of

Return to teleworking requested by the employer

The employer may ask the teleworker to return to work entirely on the company's premises, in particular for the following reasons:

  • Eligibility condition not met,

  • Significant change in working conditions or in the organization of the service becoming incompatible with the teleworking situation,

  • Change of functions and/or service and/or geographic mobility becoming incompatible with the teleworking situation,

  • Failure to comply with security, confidentiality or data protection rules. This decision will be notified in writing by registered letter with acknowledgment of receipt. The end of teleworking will take effect one month from receipt by the employee of the decision to end teleworking.

The place of teleworking

Teleworking takes place:

  • At the employee's main residence as declared to the company.

In the event of a change of address, the employee will notify the company indicating the new address. For reasons of safety for the employee and the proper functioning of the company, the conditions for carrying out teleworking will then be
re-examined. They may, if necessary, be called into question under the conditions set out in article 6.

The teleworker must allocate a space in his home for teleworking where he will have the equipment necessary for remote professional activity. The teleworker must commit to ensuring that this workspace is suitable for working remotely. The space dedicated to teleworking must be equipped with equipment allowing telephone exchanges and the transmission and reception of digital data compatible with professional activity.

Workload regulation arrangements

The workload at home must be comparable to the volume of work carried out when the employee works on company premises. Consequently, teleworking should not generate excesses in terms of effective working time, this
this being controlled by the working time management tools used in the company. The hierarchical superior of the teleworkers must carry out, with each of them, a review every week on what has been achieved according to the following methods: by videoconference. This exchange will focus in particular on the evaluation of the workload. In the event of difficulty carrying out or completing the work entrusted to them, the teleworker is required to contact their superiors as quickly as possible in order to find appropriate solutions as quickly as possible. Furthermore, the conditions of teleworking activity and the workload that this generates will be discussed during the annual interview.

Teleworking control methods

The teleworker must organize their working time respecting:

  • For employees covered by an annual days package, the minimum working hours, i.e. seven hours per day and thirty-five hours per week as well as a break time of two hours per day.

Frequency and number of days teleworked

Teleworking days will be set according to the following conditions: 5 days/week.

Determination of time slots for contacting the teleworker

The time slots during which the employee can be contacted and will carry out their activity are the opening hours of the service as displayed in the company's Google calendar. A teleworker who is not available during the service's opening times may be subject to disciplinary sanctions. WAARP also reminds that regardless of the schedules mentioned above, the teleworker must take into account the organizational constraints that exist in the company (meetings, projects, etc.) as well as the needs of customers.

Equipment related to teleworking

Subject to the conformity of the electrical installations already in place at the teleworker's home, the company supplies, installs and maintains the equipment necessary for carrying out the teleworking activity. The compliance of these electrical installations, particularly in terms of electrical standards and fire risks, is the responsibility of the teleworker who must provide a certificate of conformity for this purpose. This equipment consists of: a laptop and an additional large screen at the employee's request. Any use of personal computers will be prohibited unless expressly waived by management. The employee may, if he wishes, use his personal computer accessories such as screens, keyboards, mice, docking station which will not be provided by the company. The IT equipment made available by the company is reserved exclusively for the execution of professional tasks directly linked to the employment contract. Any personal and private use is prohibited and may result in sanctions. The equipment provided by the company remains its property and must be returned at the end of the teleworking period. Furthermore, the teleworker will not be able to use this equipment during periods of suspension of the contract.

The teleworker is required to take care of the equipment entrusted to him. In the event of a breakdown or malfunction of work equipment, the teleworker must immediately notify the company by notifying their hierarchical superior (e.g.
email or by telephone). The teleworker is required to give access to his or her home to technical workers who may have to check or maintain the material or equipment of the work entrusted with the following reservations: access only during office hours (Monday to Friday – 9:00 a.m. – 6:00 p.m.). These interventions on teleworking equipment can only be carried out at the employee's home after their agreement. The employer will notify the teleworker concerned by email or in writing two days before the intervention. Finally, the equipment intended for teleworking made available to the teleworker can only be moved to another address after obtaining the agreement of the employer.

Reimbursement of professional expenses linked to teleworking

If necessary, the company covers the costs of installing office and IT equipment.
The costs incurred by the employee to carry out their activity remotely are reimbursed by the company under the following conditions: €60/month, to cover internet and mobile connection costs.

Insurance covering risks related to teleworking

The company covers the possible additional cost of insurance policies to cover all damage that may occur due to the use of company equipment in the teleworker's home. The teleworker undertakes to inform his insurer of the fact that he works at home with equipment belonging to his employer and to provide the latter with a “multi-risk home” certificate covering his home.

Obligation of discretion and confidentiality

The teleworker must ensure not to transmit any information on confidential data to third parties and to lock access to his computer equipment to ensure that he is the only user. Violation of this obligation is grounds for disciplinary sanction, which may go as far as dismissal of the person concerned.

Health and security at work

Teleworking employees benefit from the same accident, illness, death and welfare coverage as other employees of the company and they are subject to the same monitoring by the health service. In the event of illness or accident during teleworking days, the teleworker must inform the human resources department, within the deadline applicable to employees.
present in the company, i.e. a period of two days. The teleworker is informed by WAARP of the health and safety rules, particularly those relating to the use of screens. He will benefit in particular from the medical surveillance provided for in articles R.4542-17 and R.4542-18 of the Labor Code.

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