Several systems make it possible to maintain employee compensation

Telework, whether or not framed by a collective agreement, amounts to working from home, and not at the office. Only the modality of execution of the contract changes, not its compensation.

employees who cannot telecommute for any reason may be granted
employees who cannot telecommute for any reason can benefit from a “Compensated work stoppage”. 298168346 / Drazen – stock.adobe.com

At least three systems exist to prevent employees from losing a penny of wages and suffering from the current crisis. First, companies are paid for the remuneration of those who have already started or are about to start teleworking, to follow the government’s recommendation. Telework, whether or not framed by a collective agreement, amounts to working from home, and not at the office. Only the modality of execution of the contract changes, not its compensation.

Second, employees who cannot telecommute for any reason (because they have to babysit or do not have the equipment to do so – and in the latter case the company must justify it) can benefit from a “compensated work stoppage”. It is the employer who is responsible for making the declaration on the health insurance site (ameli.fr); only one parent can benefit. The procedure is automatic, without waiting period, and does not require

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