Teleworking

As part of its teleworking policy, TDH Suisse has identified a focal point whose role is to support, in the form of training and expertise, TDH teams in organising online events (workshops, meetings). Not only does it make remote working more efficient, but by demonstrating that online work sessions can be fun and useful, it encourages their use, thus generating more e-meeting and e-working opportunities.(4)

In response to the lack of adequate training in the use of new technologies, Unifranz University, Microsoft Bolivia, the Foundation for the Development of Information and Communication Technologies (FUNDETIC-Bolivia) and the International Labor Organisation (ILO), developed a telework platform called: “e-telework”. This platform aims to contribute to the development, promotion and implementation of telework as a new way of working through a digital platform that allows to generate new skills and abilities, offers training and virtual learning spaces. So far, it has allowed 55 Bolivian companies to implement telework in a better way, training employees and providing a safe telework environment.(5)

The EPFL is constantly improving its regulations and guides to reinforce its teleworking policy. EPFL distinguishes three types of teleworking: regular teleworking, fixed or flexible. They have developed the project ”Future of Work @ EPFL” intending to promote work-life balance, flexibility, inclusion, the engagement of employees, and create a positive impact on the environment. This initiative includes a broad range of teleworking opportunities at EPFL. (6)

In Colombia, Bancolombia has increased its teleworking options for employees to reduce their CO2 emissions. The “flexiwork” modality allows employees to work up to a maximum of 16 hours per week outside the office from their homes or other spaces, and they can also register their hours in the bank’s sustainable mobility application, Try my Ride, to obtain benefits and discounts related to sustainable soft mobility. (7)