Remote place of work. Remote worker: are such employees needed? Principles of building work with them

Many companies have long been convinced of the real benefits of hiring remote workers, but literally until recently in Russia there was no legal framework for formal labor relations. How to correctly register remote employees for work, what is important to consider in employment contracts, how to avoid financial risks- tells the IPK legal expert Tatyana Shirnina.

In 2013 the Labor Code Russian Federation(hereinafter referred to as the Labor Code of the Russian Federation) was supplemented by chapter 49.1 "Peculiarities of regulation of the work of remote workers". These innovations were due, among other things, to high development information technologies. And in practice, the principle of remote work has been used for a long time, that's just legal regulation hasn't been for a long time.

Today, outside the location of the employer (at home, in another city / country, in a restaurant, on the beach, etc.), specialists with different skill levels work: engineers, lawyers, accountants, translators, journalists, editors, designers, programmers, auditors. Despite the fact that remote work is already a well-established phenomenon in Russia, there are no fewer questions. Let's try to answer some of them.

So, first of all, let's consider the main question:

How to issue labor Relations with a remote worker?

The main assistant for you will be the Labor Code, namely the above-mentioned chapter 49.1, which, by the way, provides for two options for concluding an employment contract:

1) an employment contract with a remote worker can be concluded by visiting the employer's office in person;

2) an employment contract with a remote worker can be concluded through an exchange electronic documents. This option can only be used if the parties have enhanced qualified electronic signatures.

When hiring a remote worker, the list of documents required to conclude an employment contract is no different from the general list provided for in Article 65 of the Labor Code of the Russian Federation. Just one caveat: if an employment contract for remote work is concluded by exchanging electronic documents with a person entering into an employment contract for the first time, this person receives an insurance certificate of compulsory pension insurance on his own.

The obligation of the employer to familiarize employees with the documents before signing the employment contract is also preserved. The method of familiarization depends on how the interaction between the employee and the employer takes place: by exchanging electronic documents (here we remember the enhanced qualified electronic digital signature) or by visiting the employer's office directly.

Conditions of an employment contract with a remote worker

When drawing up an employment contract, it is necessary to be guided by article 57 of the Labor Code of the Russian Federation. But since it's a special kind labor activity, the text of the contract must reflect that the work is performed remotely.

Besides this, there are other special conditions employment contract with this category of workers. One of mandatory conditions- indicate the place of work and there are no exceptions for remote workers in this part. However, how to specify it if we do not know in what place the employee will perform his labor function today and tomorrow?

Let's turn to article 312.1. TC RF:

“Remote work is the performance of a labor function defined by an employment contract outside the location of the employer, its branch, representative office, or other separate structural unit(including those located in another locality), outside a stationary workplace, territory or facility directly or indirectly under the control of the employer, provided that it is used to perform this labor function and to interact between the employer and the employee on issues related to its implementation, information - telecommunication networks of general use, including the "Internet" network".

According to representatives of Rostrud (Letter of Rostrud dated 07.10.2013 No. PG / 8960-6-1 "On determining the place of work of a remote worker"), an employment contract for remote work should contain information about the place of work where the remote worker directly performs the duties assigned to him with an employment contract. Of course, the clarification of Rostrud is not equated with regulatory legal acts. However, the State Labor Inspectorate acts as its territorial body, therefore, the policy will be similar. That is, if the employment contract with a remote worker does not contain such a condition as a “place of work”, the company may be held administratively liable under Part 3 of Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

So where to look for the answer? The reference may be a letter from another federal body executive branch - the Ministry of Finance of Russia dated 08/01/2013 N 03-03-06 / 1 / 30978, which concluded from the definition remote work given in Art. 312.1 of the Labor Code of the Russian Federation: for an employee permanent job is its location.

Perhaps we should agree with this opinion. After all, it is logical that the place of work of the "remote worker" is the place of his actual location at the time of the performance of the labor function.

Working conditions in the workplace

As you know, working conditions at the workplace are determined by the results of a special assessment of working conditions. But how can an employer describe these factors if the employee can move around the world every day?

In fact, the legislator has provided for exceptions in terms of the mandatory special assessment of working conditions for certain categories of workers. These include remote workers (Part 3, Article 3 of Federal Law No. 426-FZ of December 28, 2013 “On Special Assessment of Working Conditions”). Therefore, since there is no need to special assessment working conditions, the employer is automatically relieved of the obligation to prescribe in the employment contract with a remote worker such items as: “guarantees and compensation for work with harmful and (or) hazardous conditions labor” and “working conditions at the workplace”.

Working mode

Here is another important question: how to build a work schedule with remote control? It all depends on how important the employer is to the time frame in which the employee will perform his labor function. This is also connected with the way in which the accounting of working time is set: the employer will keep it on his own or entrust the employee to mark work hours by self-taping.

As one of the options - to provide for remote employees the usual work mode adopted in the company. For example: “The employee is set a 40-hour five-day work week, with two days off. The employee is set working days from Monday to Friday, working hours from 9:00 to 18:00, a break for rest and food - 1 hour from 12:00 to 13:00, which work time not included and will not be charged. Saturday and Sunday are days off.

The second option (if it is not important in what period of time the work will be performed) is to set the employee, for example, a 40-hour five-day working week, with two days off. Specify which days are considered working days, which days off. With regard to the time of the beginning and end of the working day, as well as a break for rest and meals, prescribe that they are set by the employee independently. In this case, you can write like this: “Duration of one working day: not less than 5 hours and not more than 9 hours a day. The duration of the break for rest and meals is 1 (one) hour, which is not included in working hours and is not paid.

Additional features

From the foregoing, we can conclude that it is necessary to fix the ways of interaction between the employee and the employer. In the employment contract, it is recommended to additionally prescribe the means of communication (mobile phone, e-mail, Skype, etc.) that the employee and the employer will use, and the time during which the employee must answer the call, incoming message / call back / write a message / go to connection.

Whatever mode of operation you specify in official documents, remember: a remote worker may be at a point with a different local time. Therefore, when determining the mode of operation, specify time zones. Otherwise, it may happen that when you get in touch with an employee at 8:00 Moscow time, you will not wait for him. After all, if he ends up, say, in New York, he will have a deep night - 00:00.

Don't Forget Vacation

Part 2 Art. 312.4 of the Labor Code of the Russian Federation obliges employers to prescribe the procedure for granting annual paid leave and other types of leave to a remote worker in an employment contract.

What else should be provided in the employment contract with the "remote worker"?

It is recommended to clearly state what equipment (software and hardware) will be used by the employee in the performance of his job function, by whom it is provided, what actions the employee needs to perform and within what time frame it is necessary to inform the employer about the breakdown, technical malfunctions. If the employee will use his equipment (for example, a laptop, telephone, etc.), the employment contract should additionally regulate the procedure and terms for paying compensation for its use.

In order to track the quality and quantity of the work performed, you can additionally prescribe the procedure, terms and form for the employee to submit reports on the work performed.

Of course, as with any relatively convenient option, remote work has its pitfalls.

1) When accepting a remote worker in a company, interviews are often conducted via Skype or e-mail. In this case, the employer bears the risk of incomplete and unreliable assessment business qualities specialist. Agree, at home, when there is a lot of reference material around (books, manuals, the Internet), it is much easier to pass an interview.

2) Since remote work implies the possibility electronic document management, including the signing of an employment contract, certain difficulties may arise. For example, the employer signed an employment contract and sent it to the employee, but he did not return the signed document and left all copies with him, or sent a scanned copy.

Unfortunately, due to simple carelessness in the event of a litigation, the terms of the employment contract may be recognized as inconsistent with all the ensuing consequences. Therefore, remember: the employment contract must be signed by both parties with enhanced qualified electronic digital signature or a "live" signature on paper.

3) The question of control remains open, namely, how many hours a day a person works. That is, the interaction must be clearly regulated, otherwise the employer will never know how long the remote worker worked on a given day - 8 hours or only 2 hours.

4) When an employment contract is terminated at the initiative of an employee, the employer often receives a scan of his letter of resignation. However, based on the existing judicial practice, the courts do not recognize the scanned application as evidence, indicating that the employee’s will to dismiss must be expressed either in writing with a "live" signature of the employee, or signed with an enhanced qualified electronic digital signature.

5) From the point of view of the procedural code, it is not entirely clear from what point the employee has the right to apply to the court for the restoration of violated rights.

Here is an example from practice. The Moscow City Court in the Appeal ruling dated 01/20/2015 in case N 33-1146 / 2015 found that on May 21, 2014 the plaintiff received a dismissal order by e-mail, printed it out, put his signature on it and also sent this order by e-mail the defendant. Thus, the plaintiff received a copy of the dismissal order on May 21, 2014, and from that date he knew about his dismissal, and was not deprived of the opportunity to apply to the court with a claim for reinstatement at work before the expiration of one month. However, the plaintiff applied to the court on July 7, 2014, that is, he missed the one-month deadline.

Thus, in order to calculate the time limits for appealing against the actions of the employer, it is the employee's awareness of the violation of his rights that matters, including the receipt of an electronic copy of the order and the subsequent actions of the employee.

Of course, it is often convenient for both employees and employers to use the remote collaboration format, but please note that not all specialists can be hired remotely. For example, this applies to those whose result of labor is expressed in material products. This, by the way, is one of the differences between remote workers and homeworkers.

Another interesting question that arises in practice: Can all employees work remotely in small companies?

The legislation not only does not contain restrictions on the number of employees employed remotely, but also does not define a list of positions that cannot be occupied in this form. For example, if this is an online store, why not arrange remote work for everyone? There is only one condition: the nature of the duties performed must comply with the definition of remote work (Article 312.1 of the Labor Code of the Russian Federation), namely:

a) performance of a labor function outside the location of the employer;

b) performance of a labor function outside a stationary workplace, territory or facility directly or indirectly under the control of the employer;

c) the use of public information and telecommunication networks, including the Internet, to perform the labor function;

d) implementation of interaction between the employer and the employee on issues related to the performance of the labor function, public information and telecommunication networks, including the Internet.

That is, if we objectively consider the possibility of such an organization of labor, we must again take into account that not all categories of employees, as noted above, can work remotely. As a rule, "remote workers" are intellectual workers. Therefore, it is still quite difficult to imagine a company where only “remote workers” really work. Secondly, it is difficult to imagine how complicated the red tape with documents is, and what huge risks of losing them in the process of electronic exchange.

At the moment, there is no judicial or inspection practice on this issue, so what assessment the authorized bodies can give to such an organization of work can only be guessed at.

As rightly noted in explanatory note to the draft law on amendments to the Labor Code of the Russian Federation in terms of regulating the work of remote workers, " modern development economy is impossible without productive employment, which is a derivative of a well-functioning flexible labor market that allows you to quickly respond to economic challenges.”

Of course, remote work has many advantages, for example:

• reduction of the employer's costs for renting premises and organizing workplaces;
• saving time, energy and money for the employee due to the absence of transport problems - delivery to the workplace and back;
• growth of labor productivity during its organization in accordance with the desire of the employee in more comfortable conditions.

Remote work increases business activity and employment of the population, since people have the opportunity to work without leaving their homes or other convenient locations. The benefits for employers are obvious: to attract workers without the cost of equipping workplaces, and at the same time receive income from their productive activities.

Tatyana Shirnina, Leading Associate of the Department labor law

Remote workers usually incur certain costs associated with the performance of their work duties. Including - and in connection with the use of personal property for these purposes. Can an employer reimburse an employee for such expenses? What problems arise in this case? If we turn to articles 188 and 310 of the Labor Code of the Russian Federation, then we can conclude that the parties to the employment contract have every right to independently determine the procedure for reimbursement of such employee expenses. Moreover, the amount of compensation must correspond to the degree of depreciation of the property owned by the employee. The Government of the Russian Federation in its own way makes one exception to this rule: this is the depreciation of an employee's car. If the parties to the employment contract decide to fix in this document other grounds for reimbursement of the employee’s expenses, then in accordance with the letters and the Ministry of Finance of Russia dated 11.04.13 No. attention!) with differentiation of the degree of wear and tear for the use of property for labor and personal purposes. Thus, the tax authorities get certain opportunities to challenge such compensations. Those expenses of an employee that are difficult to differentiate according to their goals can become controversial: to separate depreciation as a result of using property for personal needs from depreciation when the owner performs his own professional duties. For example, any employee can use Internet access both for personal purposes and for professional activity. And the proportion of its use for certain needs can be difficult to establish and, accordingly, questions arise regarding the payment of such expenses.

"Remoteness" and "isolation" - is it the same thing?

For tax purposes, it may matter where the employee works, can the place where he performs his labor duties be considered a separate division of the enterprise? By general rule remote workplace cannot be considered a structural unit. fixes the requirements that apply to a stationary workplace. In the case of remote work, there is no fixed place. And if there is no workplace, then, therefore, there is no separate place of work. The same, but in other words, is also stated in clause 2 of article 11 of the Tax Code of the Russian Federation. It says that the activities of the organization should be carried out in a separate unit. The work of an individual homeworker does not meet this definition. But there is one exception that follows from the letters of the Ministry of Finance of Russia (dated 05/23/13 No. 03-02-07/1/18299 and 03/18/13 No. 03-02-07/1/8192), and judicial practice: location of remote work (homework) may be recognized in some cases separate subdivision organizations, if the employer creates stationary jobs for such employees for a period of at least a month.

Homeworker in the office - is it a business trip?

An employee who performs his duties remotely visited the office of his employer in connection with the performance of his labor function. Is it possible to say that he is on a business trip and, accordingly, pay him travel expenses? The Ministry of Finance of Russia repeatedly (see letters dated 08/01/13 No. 03-03-06/1/30978, dated 08/08/13 No. 03-03-06/1/31945, dated 04/14/14 No. 03-03-06/1/ 16788) gave a legal interpretation of articles,, and 312.1 of the Labor Code of the Russian Federation. These documents explicitly state that all guarantees of labor legislation, including those related to the employee's stay on a business trip, including reimbursement of expenses incurred by him in connection with the trip, such as travel and accommodation, as well as per diem, apply to those who performs their labor function remotely, remotely, with a home-based way of performing the duties enshrined in the employment contract. At the same time, there is a conflict of labor legislation that arises when interpreting the provisions of Art. 209 of the Labor Code of the Russian Federation. The tax authorities sometimes consider that, since the workplace of a homeworker may be considered the place of his residence (and for those who work remotely, the place of work may not appear in the employment contract at all), that the payment of expenses in connection with the trip to the head office and living in foreign locality can be made in accordance with the provisions of Article 188 of the Labor Code, but not as payment for the expenses of a seconded employee. In cases where the place of remote work and the location of the head office coincide within the same locality, this point of view is likely to be supported in a controversial case by the court.

How to correctly account for the results of remote work as expenses in the form of a salary

There are two polar points of view on this matter, since there is a certain competition between the norms of labor and tax legislation. Let us designate both positions that can become the basis for resolving disputes in court. One of the key principles of labor legislation is the prohibition of discrimination against certain categories of workers. That is, remote employees of the organization cannot be required to do what is prohibited in relation to office workers. And the features of the working conditions of workers "at a distance" are enshrined in the Labor Code of the Russian Federation. Going beyond these limits will mean discrimination.

Article 312 of the Labor Code of the Russian Federation. General provisions(extract) Remote work is the performance of a labor function defined by an employment contract outside the location of the employer, its branch, representative office, other separate structural unit (including those located in another locality), outside a stationary workplace, territory or facility, directly or indirectly under the control of the employer, provided use for the performance of this labor function and for the interaction between the employer and the employee on issues related to its implementation, public information and telecommunication networks, including the Internet. Remote workers are persons who have concluded an employment contract for remote work. Remote workers are subject to labor legislation and other acts containing labor law norms, taking into account the specifics established by this chapter. If this chapter provides for the interaction of a remote worker or a person entering a remote work and an employer by exchanging electronic documents, enhanced qualified electronic signatures of a remote worker or a person entering a remote work and the employer are used in the manner prescribed by federal laws and other regulatory legal acts of the Russian Federation. Each of the parties to the specified exchange is obliged to send in the form of an electronic document confirmation of receipt of an electronic document from the other party within the period specified by the employment contract on remote work.

The general rule states that the proof of the costs incurred by the employer for the remuneration of employees are the relevant provisions of employment contracts and job descriptions. Consequently - no additional reports, other evidence of the employee's performance of his labor duties. On this occasion, there is arbitrage practice(See, for example, the decision of the Federal Arbitration Court of the North-Western District of April 17, 2013 No. A13-6626/2012). At the same time, clause 1 of Article 252 of the Tax Code of the Russian Federation states that expenses (including those for paying salaries) need to be documented. In relation to office workers, such confirmation is the data personnel records, including how much time is actually worked out by a person. And established in Art. 312.4 of the Labor Code of the Russian Federation, the right to independently determine the working hours for those who work remotely does not at all cancel the employer's obligations to record the hours actually worked. Since there is no relevant data for "remote workers" - please, provide other evidence. No discrimination, but only a forced reflection of the specifics of this kind of labor relations. One of the ways to solve this problem is to fix the methods of accounting for hours worked directly in the employment contract. As such methods, you can use printouts of control telephone conversations. This is not a troublesome business, but it will help save the employer from unnecessary disputes with the tax authorities in the future.

Applicants and existing employees are increasingly willing to work remotely, some employers meet this offer with a smile, and some are wary. The article discusses the opportunities that remote employment opens up and what consequences it is fraught with. The question is very twofold, in the USA this way of working is very popular, and in Russia it is only gaining momentum.

What is remote work

The official definition says that this is an employment relationship between an employer and an employee, in which the latter performs his duties outside the office.

remote worker has a free schedule, is not always bound by an employment contract. Increasingly, the concept of "freelancer" is a synonym for " remote employee» Abroad, is inherently employed on an hourly or piecework basis.

V Civil Code meets concept "home worker", which indicates the legitimacy of this interaction format.

Who is remote work suitable for?

It is important to realize that telecommuting is not the right fit for every task, and before making the decision to move the office to remote work, it is necessary to evaluate whether the decision is appropriate. For some professions, remote work will serve as an impetus for development, while others will destroy them in the bud.

Often such a schedule attracts advertising specialists, designers and editors. In a word, those professionals who do not always manage to withstand a stable workload and full-time employment. In addition to creators, remote work is interesting for marketing figures, analysts (including financial ones), psychological and sociological research. As a rule, such employees perform project tasks and it is much more efficient for them to work at home.

Increasingly, adherents of the IT-sphere are opting for remote work, because. there is no need to organize workplaces within the walls of the office. With the help of the progress of information technology, software developers and webmasters, system administrators and many others can easily cope with tasks without leaving home.

It is convenient to transfer copywriters, artists, proofreaders, translators and journalists to the home schedule. Professionals in the opposite field of activity can also work at home: stitching, packing, assembly and other similar work.

Working from home opens up employment opportunities for people with disabilities and women on maternity leave. This category of people is characterized by high motivation, works efficiently, but does not have the opportunity to get to offices and work out eight-hour working days.

Conventionally, from the volume of tasks that fall on specialists, 3 areas of remote work can be distinguished. The table shows an example of how often representatives of a particular profession are hired.

1. Remote workers.
They do not need an office to work, as tasks can be remote or traveling.
For instance: sales representatives, sales managers, employees of remote regions.

2. Freelancers.
They will perform a one-time task or are suitable for hourly loading, they are drawn up under a contract or services. .
For example: translators, proofreaders, tutors, copywriters, lawyers, recruiters, business coaches, designers.

3. Remote workers.
Complete full-time office tasks while at home. For example: editors, creative specialists (designers, artists, etc.), marketers, researchers, IT-sphere, analysts, accountants.

Such an example does not limit the method of hiring, it all depends on what kind of load a person has and on the specifics of his functionality.

Economic efficiency

This format of interaction with an employee saves about half a million rubles a year. This is verified by a simple calculation, in which average figures are taken (in each region they may change).

The cost of an office worker for a company

For example, consider hiring a designer. The average salary for this position is 35 thousand - 30 thousand rubles per month, provided that the person works in the office. As practice shows, wages make up approximately 40% of all costs for office staff. The employer pays contributions, say, 13 thousand rubles, equips the workplace for 27 thousand rubles (rent, office equipment and its maintenance, stationery, public Utilities, telephone, social package, internet, cleaning and much more). In total, the presence of an employee in the office will cost 75 thousand rubles a month.

And if you also equip the workplace, then the amount can be safely doubled.

Remote employee costs

When calculating the cost of a homeworker, the financial side is much more interesting for the employer. Hiring a designer to work remotely, on average, they set a salary of 25 thousand rubles a month. If we talk about official employment, then contributions here will cost approximately 8.6 thousand rubles. You don’t need to spend money on a workplace, they have computers, roofs over their heads and the Internet. There is a possibility that the cost of stationery and communications (including the Internet) will have to be reimbursed, but it is much cheaper - 1.5 thousand rubles. Thus, the designer will cost 35.1 thousand rubles per month.

The calculation clearly demonstrates monthly savings of 39.9 thousand rubles, translating into a year - this is a rounded figure of 480 thousand rubles. Even if you have to spend more than the indicated amounts on something, for example, to install the Internet, the benefit to the employer will still remain impressive.

Pros and cons of remote work

Despite the obvious savings, it is important to objectively evaluate the advantages and disadvantages of this type of cooperation.

Benefits for the employer:
— Reducing the cost of maintaining the workplace.
- Payment for the actual result and hours worked.
- Savings on tax payments.
- Possibility to save valuable employee in a crisis.
- Reducing the cost of the social package.
— There is no need to purchase and maintain office equipment.

Disadvantages for the employer:
- There is no way to quickly transfer the task that has arisen.
- Difficulties with job control.
- Less team responsibility and collective influence.
- The risk of lowering the company's authority among customers due to a virtual office.

Employee benefits:
- Ability to perform several tasks at the same time.
- Free schedule.
- Reduced travel costs.
— Saving time on the road to work.
— Preservation of the place in crisis.
- The ability to do personal affairs in parallel with work (flexible employment).

Employee Disadvantages:
- Unstable loading.
- There is no team spirit and belonging to society.
- The risk of falling for an unscrupulous employer.
- Distribution of the content of the workplace among employers (calculations).
- Distracting factors.
— Reduction of guarantees from the labor legislation.

As the analysis shows, the coin always has two sides and each person determines the most significant factors.

How HR to build work with remote employees

In the absence of stable personal contact, the need to form a loyal attitude towards the company and work does not decrease. To do this, it is recommended to choose communication channels by phone or using the Internet. Key goal: to constantly be in touch with a colleague so that he realizes his value to the company and belonging to the corporate culture.

Home workers tend to be self-motivated and able to discipline themselves. At the same time, as noted above, they have enough reasons to be distracted. The ability to combine remote workers into working groups helps to cope with this problem, the result of which is evaluated by team indicators. Thus, 2 issues are solved: team spirit, communication with the team and involvement in the work process.

Working with remote work involves a certain percentage of maternity employees. It is important for HR not to neglect building contact with this category of personnel. If the interaction is completely satisfactory for both parties, then there is a great chance to subsequently transfer an effective colleague to a permanent basis in the office.

Arrange monthly or quarterly meetings, round tables, allowing you to share the results and unite in a team.

As attractive as the prospect of telecommuting is, it is important to act consciously, considering each step before making a decision. To understand how it suits the company to start hiring a small group of people, and test new format work for the company. After that, you can try to develop the project and expand the remote staff.

It will not be surprising if, after some time, most companies switch to the considered format of cooperation, because in addition to savings, it has a novelty effect that opens up interesting prospects.

The employment process went like this: I applied for a job on HeadHunter and received test. It was designed for 30 minutes, but it took me 50. After the test, there was an interview stage. We agreed on a convenient time and phoned on Skype.

So I ended up at Tilda and started working remotely from home. There were no difficulties: I worked half the shift, went about my business, and then sat down to work again. It was cool because I used to spend two hours a day commuting to and from work.

Most of the guys in support break their working day into two parts. During the break, I managed to get to the ocean to surf - it helped a lot to be less tired at work

Three life hacks to help you find a remote job

1. Find out if you can switch to a remote format at your current job. This is the easiest and most comfortable option. Talk to your manager and explain the situation to him: you don’t want to spend an hour or two every day on the road to the office, so the only option that suits you is remote work. If this option is possible, agree on how the transition will take place. If not, think further about how to develop within this company.

2. Write to employers directly. It often happens that the company in which you would like to work does not have open vacancies on the site. Try writing a letter with an offer and a description of how you can be of service. It is highly likely that the company is ready to work with remote workers on certain conditions. Even if there are no open vacancies in your field, do not hesitate to offer your services.

3. Apply for vacancies with work in the office. Let's say you met a vacancy on HeadHunter or SuperJob that clearly states: work in an office, at such a metro station. Respond and send a letter in which you describe in detail your professional experience, how you can be useful and why you think that you should get this position. But specify that you live in Kursk and successfully work remotely. Even large companies will pay attention to the letter if the specialist really deserves it.

4. Features of working in Bali

Seva Petrov

I worked remotely from Rostov-on-Don, but I wanted to try . Therefore, when I found out that Ivan was leaving for Bali, I decided to follow him - when there are acquaintances in a foreign country, it’s already calmer. Before that, I did not travel to Turkey or Egypt, I was not in the near abroad - for me it was the first big trip.

About what our working day looked like: life on the island does not compare to life in the city. Now I look out the window, and there are concrete slabs, panel houses. And there around unusually beautiful views: the ocean on one side, on the other - the sea, on the third - mountains, forests, rice fields.

It seems that it is not the workplace that is changing, but you yourself are changing. The environment has a strong influence on you. It is more pleasant to work there, even if the conditions are worse than the city ones. For example, in Bali I didn’t have a special job: I worked at home at a coffee table or went to a cafe.

We had one advantage - time zones. We could get up early, go somewhere or go surfing, and at 11 am local time we sat down to work - at 6 am Moscow time. That is, we had 4-5 hours in the morning and 4 hours in a break to rest and explore the island.

Internet in Bali is worse than in Russia. Therefore, when there were connection problems, we went to warungs - small cafes where there is free wifi. And of course, we always had with us Mobile Internet, but it is quite expensive: 600-1,500 rubles for 30 GB of Internet, which does not always work.

Ivan Bystrov

Lead support specialist at Tilda Publishing, has been working remotely for 1.5 years.

When I got tired of working from Krasnoyarsk, I bought tickets to Bali, rented a hostel for the first month and went to a country that I knew nothing about before. All issues were resolved on the spot. Here are some tips that may come in handy for those who want to repeat our experience.

How to get a visa to Indonesia

You do not need a visa for up to one month. If you want to stay for a couple of months, then it is enough to pay at the airport for a visa on arrival. It costs $35 and allows you to stay on the island for up to 2 months without leaving the country. The only thing to do is to extend the visa after the first month. It also costs $35 if you do it yourself and $50 if you outsource it to an agency.

After the expiration of the visa, you need to leave the country and repeat the procedure for subsequent residence. In Malaysia, you can get a social visa (you need a letter from an Indonesian resident, you can do it through an agency) for 6 months at once. This visa can be extended directly in Bali, but you cannot leave the country - it will burn out.

Where is the best place to rent and how much does it cost?

Housing is no more expensive than in Russia, while the quality is better. The average option will cost about 3,000,000 Indonesian rupees - about 13,000 rubles per month. This is a guest house, in fact a small hotel. We lived in air-conditioned rooms with large beds and with all amenities. The kitchen is shared by 5 rooms. Near the bar, swimming pool, bike parking. The price includes Wi-Fi and cleaning once a week.

How to get around the island

Surprisingly, there is no public transport in Bali. Therefore, renting a bike here is as obligatory as finding housing. Prices range from 600 thousand rupees per month to 2 million. In rubles, this is 2,500–8,500 per month. For 2,500 rubles you will get a moped to move around the island, and for 8,500 you will rent a Kawasaki Ninja and enjoy the speed.

How much does food cost in Bali

Prices for locals and tourists may differ by an order of magnitude. For example, a coconut costs 40 rubles - you can drink it and eat it. A portion of rice with chicken - 60 rubles. That is, for 150 rubles you can have a good lunch and drink freshly squeezed juice, if you know where. I have seen such that the price of the same dishes increases up to a dozen times if you eat in a restaurant, and not in a cafe where the locals eat.

Do you need medical insurance

Necessarily. I didn’t need it, but my friend needed the help of doctors twice: because of poisoning and toothache. If there was no insurance, you would have to pay 80-100 thousand rubles. Health care here is very expensive.

5. How to organize work so as not to let clients and colleagues down

Ivan Bystrov

Lead support specialist at Tilda Publishing, has been working remotely for 1.5 years.

To communicate with colleagues, we use the chat in Telegram, it is convenient to exchange anything there. Periodically, we test other services as well, for example, we change platforms for schedules - we are trying to find the most suitable one.

We also try to meet with colleagues if we meet in some cities. Part of the Tilda team communicates in person, and we try to call each other in video chats. For example, on Fridays we hold video meetings where all support employees discuss the tasks for the week and say what needs to be added, what to pay attention to.

When a newcomer joins the team, we do not need to explain that we have a remote work - this becomes clear already in the process. We, in turn, help him gradually get up to speed. We are only "for" if the newcomer will ask questions and mark us in their tasks. We help and don't burden him with complex backend questions until he has mastered the basics.

Alexander Marfitsin

Content Director of Amplifer.

For a specialist who wants to start working remotely, I can give three simple pieces of advice.

• Designate an area in your apartment where you will work. Don't let anyone in there for a cannon shot all day long. If you do not abstract, you will be pulled all day, and you will not work normally.
• Spare no expense on a good chair and table.
• Run, swim, go to the gym, play football, basketball, practice. Choose anything, but be sure to do some physical activity.

Seva Petrov

Lead support specialist at Tilda Publishing, has been working remotely for 1.5 years.

Most of our communication takes place in Telegram. But we also use the excellent Trello task manager. There we enter our wishes, tasks, bugs. And when the tasks are solved, we add new ones.

Sometimes there are non-trivial tasks, for example, when users ask for features that we have not even thought about. We look at the reaction of users: if 30-40 identical requests are collected, then we will definitely pass them on to the developers for consideration.

We have built a small hierarchy: we communicate with users, identify requests and bugs, and pass them on to front-end or back-end specialists. If for a good answer I need the help of a developer, then I send it to a special chat.

Tanya Abrosimova

Producer of the magazine "Knife".

It turned out to be very easy to build processes. For a year I worked remotely in Moscow, and now in Tbilisi. All our working communication is concentrated in Telegram, it is supplemented by Trello and Google Docs. It turned out that everything can be done remotely.

But there are some peculiarities: remote work I got lost, so I can wake up at 12 o'clock in the afternoon, and fall asleep at 4 in the morning. Therefore, I can write to colleagues at 3 o'clock in the morning. But I never demand an immediate answer. If they have a different routine, they will just do the job when it suits them. It often happens that when I wake up, they have already sent me the results.

Alexander Marfitsin

Content Director of Amplifer.

To build processes when working with remote workers, you do not need to do anything unusual: just explain to them how everything happens. Any reasonable person can work remotely. And if he can’t, then he won’t be able to cope in the office either. To remain in demand remotely, you need to do the same as on normal work: Do your job well, be in touch and be able to communicate with people.

6. How to work away from the office and not feel disconnected from life

Sergey Bolisov

One of the frequent problems of remote workers, which many of my colleagues are familiar with, and I myself once experienced it, is a kind of isolation from the world. Personally, I have two ways to help with this. The first way - I artificially invent reasons for myself to leave the house. Even if I don’t need anything in the store, I will figure out what to buy so that I can walk for another 10-15 minutes. And the second way is .

Seva Petrov

Lead support specialist at Tilda Publishing, has been working remotely for 1.5 years.

Content Director of Amplifer.

If you compare the office and remote work, the office is still preferable for me. But the secret is that you can not work too long in one place. Office better themes, what is this special place where people come to work - you can’t lie on the couch in shorts. But if you sit in the office for too long, then productivity decreases. Therefore, when I freelanced, I constantly went to cafes, libraries, co-working spaces.

7. What will help you stay in demand as a specialist

Sergey Bolisov

Distribution director of Lifehacker, lecturer at Netology, evangelist at Tilda Publishing, has been working remotely for 12 years.

I have two pieces of advice personal experience and the experience of my colleagues, which will help to remain in demand. Both of these tips come from the fact that any remote worker is hidden from view. large companies and renowned HR professionals.

Go to public events

At least once in a while, once every six months or a year, go to a major conference in Moscow or St. Petersburg. This is an opportunity to ask questions to colleagues and experts, to learn something new, to get to know people. This will help you become more visible in your field.

Tell about your work

Everyone has something to say. Share interesting things from your experience in a blog, social networks, Telegram channel or YouTube. If you are engaged in SMM, tell us how you used new mechanics in social networks. Tell us about new approaches to infographics if you are a designer. Or show what interesting things happen in your work. Share this so that people around you and subscribers can see how you can be useful. And when they need to hire an employee with the same skills, they will remember you. Even if they are in Moscow, and you are in Novosibirsk.

Tanya Abrosimova

Producer of the magazine "Knife".

I have been working remotely for a year now, and in my opinion, this is the best thing that can happen to a person. But this realization did not come immediately.

At the very beginning, it was hard when I had to learn how to switch from the state of "I'm resting at home" to the state of "but I'm already working." I did not have a workplace, and the sofa was so conducive to just lying down. Friends gave advice on self-organization: set up a workspace in order to make a clear distinction, start a work circle, and even change into work clothes. Very good advice which I did not use. It turned out that the most effective thing for me is to make a list of tasks, complete them and cross them off.

Lack of socialization. In the office, between tasks, you could chat with colleagues, exchange jokes, play games, and go to a bar in the evening. A large open space was conducive to this - many colleagues, many friends. And when you work remotely, during the break between tasks, you can go to the kitchen at most to fry cutlets.

If we compare the results of remote and office work, then outside the office is higher. What was a plus in terms of socialization turned out to be a minus: when your colleagues distract you with laughter, and they flood the chat, the probability of working intently rolls down to zero. Therefore, I used to do most of the tasks at home, when no one writes or bothers me.

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Many managers have probably had to deal with the fact that their employee wants to “work from home”. How did you react to this? Most likely, you imagined how fun an employee is having a good time, not thinking about work at all.

Modern technologies allow the employer not to worry about the fact that their subordinate "shirks" from performing his duties. The emergence of smartphones and free Wi-Fi zones allow you to keep this issue under control. Therefore, it will be better if you take care of maintaining the integrity of the company.

From this article you will learn:

1. 5 options for finding remote employees
2. Step-by-step instruction correct set employees
3. 6 Best Remote Employee Management Tools

Who are remote workers

remote employee

This is a specialist hired to perform certain duties. Moreover, it can be staff members, with whom the company has entered into an employment contract, and freelancers, that is, private specialists who are involved in the performance of any specific work (for example, the development of a specific project).

In essence, concepts remote employee and a freelancer are very different from each other and should not be confused.

According to forecasts, up to 20% of Russian citizens by 2020 will acquire the status of "remote worker at home". Even today, some companies practice this form of work.

Pros and cons of an employee working remotely

Not so long ago, a survey was conducted in which 500 remote employees took part. The researchers were faced with the task of comparing the level of satisfaction of remote and office employees.

The experts were very surprised by the results. Remote employees have highlighted jobs in their system whole line advantages:

1. About 91% of respondents believe that they work more productively at home.
2. People like to work more seven days a week but be less busy during the day (fewer hours). They feel happier than people who work in a non-standard mode (for example, at night, from Saturday to Wednesday, etc.).
3. Assessing their level of job satisfaction (on a scale of 1 to 10), the average score for remote workers was 8.1 and for office workers 7.4.
4. In terms of whether they are valued by management and peers, the remote worker score was 7.9 and the office worker 6.7.

Criticism from the management and analysis of the performance of remote employees is perceived much easier than when working in the office (as a rule, this process is quite painful and is associated with certain problems).

but remote work It also has shortcomings, which are often not given due attention either by management or by the employees themselves.

Below are the results of the study, the purpose of which was to identify the negative impact of remote work on corporate culture:

1. So, 27% of remote employees could not fully work due to the lack of support from colleagues (correspondence and chat will not replace simple human communication).
2. Assessing the relationship with other employees, the remote employee gave 7.9 points, and the office employee - 8.5 points (on a scale of 10).
3. Employees who remote system work was "imposed", felt more unhappy than those who did it voluntarily. This fact once again testifies to the social nature of a person, confirming the need for habitual interaction with colleagues and other people.

According to the results of the survey, it can be concluded that the use of a remote work system is moving to new stage development. Now a remote employee can do much more in less time than an employee who is in the office can do in the same time.

Of course, management will have to make a choice between a slight decrease in productivity and a deterioration in corporate culture, which is a consequence of the fact that employees do not know each other and are deprived of the opportunity to discuss their ideas, consult.

3 common misconceptions about hiring remote employees

Remote workers put company data at risk

Some believe that information leakage is inevitable if it is transmitted through third-party servers. However, the risk of leakage can be minimized by using the services of a highly qualified IT specialist.

In the arsenal of professional IT teams there are quite a few methods that have received worldwide recognition. Such remote employees can protect the computer of any manager from unauthorized intrusion, as the use of cloud technologies makes it possible to work with special programs. In addition, information will be more secure if you use a VPN and two-factor authentication.

Naturally, if an employee wants to steal data, he will do it regardless of where he works: at home or in the office. So, the office mode of operation does not guarantee 100% safety, everything here depends on human qualities.

Remote work raises costs

There is a common belief among employers that a remote worker is expensive because they need to use additional technology. But this is usually not true. Of course, sometimes management has to spend some money on the purchase and delivery of equipment. But these costs are justified.

This is quite understandable. First of all, the employer is exempt from rent (office and furniture), from providing additional benefits (coffee, tea, copiers, etc.). In addition, there are countries where the reduction in the company's carbon gas is reflected in taxes, and remote employees do not need to use transport every day to get to the workplace.

Submit your application

Remote work kills company culture

A remote employee cannot fully experience the corporate spirit - it's true. However, the success of the company directly depends on the attitude of management towards their subordinates, and not on how often they can “chat” with each other. Therefore, only properly organized communication contributes to the preservation of corporate culture.

The manager's task is to show that the company really needs the employee and means a lot to it (especially if he works remotely). So, it is not at all necessary to regularly personally communicate with subordinates in order for the employees to be positive and the company to have a friendly atmosphere.

Who is most likely to seek remote work?

A remote worker typically falls into one of the following categories:

Women on maternity leave

Young mothers who want to earn extra money. They can live in any city, and not necessarily in Russia. They are most suited to work with a free time schedule, to which they can devote about five hours a day.

This regime allows them to combine child care, family life and earnings. Such women can be involved in both administrative and collective activities. The main thing is that the duties performed do not require adherence to a clear schedule (for example, communicating with customers by phone, accepting applications, etc.).

Main criteria: women under 38 living in the regions.

Preferred vacancies: social network administrator, operator of incoming/outgoing calls.

Likely risks: lack of work experience, non-compliance with the terms of the assignment.

People restricted by the labor market

We are talking about people who cannot find offline work due to the fact that they live in small towns or are disabled. Often the possibility of employment of such people is practically equal to zero. Of course, life does not stop there, so they have to look for a way out of this situation, and remote work is very difficult. good decision Problems.

These can be specialists of completely different orientations and qualifications, who will suit any work schedule, since often this the only way earn and survive. For the employer, such a remote employee can be a real "find". Often they have to retrain, as their previous work experience may not match that required for online.

Main criteria: men and women of any age, without restrictions on the place of residence.

Preferred Jobs: any work. The main thing to pay attention to is the desire to work and the potential of the applicant, since these people are characterized by high self-organization and a sense of responsibility.

Likely risks: low professional skills.

freelance artists

This category includes people who need to be free in a given period of time, or they like to travel. They feel comfortable when they can do work with a cup of coffee in their hands, sitting in a cozy cafe.

Such a remote employee is able to combine personal life and the process of "earning" for its worthy provision. For some time we observed such people and came to the conclusion that they, as a rule, master such a field of activity where “direct” communication with people is not required.

Main criteria: men and women of any age, without restrictions on the place of residence, with creative thinking.

Preferred vacancies: marketers, content managers, technologists or executive assistants.

Likely risks: low level of self-organization, violation of deadlines for delivery of work, decrease in labor efficiency.

Experts

These are highly qualified specialists, true masters of their craft. Such employees use every opportunity for self-improvement and self-development. Of course, they can work equally effectively both at home and in the office, because the only thing they are interested in is their work. They guarantee a quality result, because they have high professional skills.

Main criteria: most often, men who are responsible for work and have a high level of self-organization. Guaranteed high quality work.

Preferred vacancies: programmers, intellectuals, technicians, managers who manage remote employees, specialists with a narrow focus.

Likely risks: professional risks No, but they need to ensure high wages.

Search for remote employees: 5 options

Labor exchange

Various sites with job offers. It is obligatory to specify in the announcement: work at home or the remote employee is required. On some resources and sites aimed at employment, there are separate sections that are marked as “remote work”. For example, "From hand to hand", HH.ru, Rabota.ru and some others.

Social network

A fairly effective way if you need employees to work remotely. You will be required to develop a banner with a message about the vacancy. Then you launch targeted ads in popular in social networks(Facebook, VK and OK). Also, you can place paid and free ads about hiring in the thematic community.

In addition, you can visit the communities where job seekers post their resumes and get acquainted with the materials of users leading groups whose topics are similar to your field of activity.

Territory of job posting

It is very important to observe the geographical aspect of the search. For example, companies located in Moscow, when recruiting remote employees for regular positions, should pay attention to the regions. But if you need a specialist high category, then, of course, focus on large cities, because you are primarily interested in the professionalism of the applicant.

If you need an IT specialist, then it is better to use Ukrainian sites, practice shows that a large number of very smart programmers are concentrated there.

If you need remote employees to work in a call center or other specialists whose duties will include communicating with customers by phone, then, of course, only Russian resources should be used here. It makes no sense to look for literate and pure Russian speech in any other country or in the Russian outback (dialects, peculiarities of dialect and pronunciation may not have a good effect on work efficiency).

Specialized Resources

There are many portals and resources that facilitate the search for highly qualified specialists, experts in their field. Finding them is easy if you enter the appropriate query into the search engine. Among them are such as Zarplata.ru, VC.ru and many others.

Freelance exchanges

Today, labor exchanges are becoming more and more popular, thanks to which it is possible to recruit employees for remote work. Of course, specialists working “from order to order”, in other words, freelancers, are most often registered there, but it is also worth a look there.

When writing a job posting, note that you are counting on long-term cooperation, and not on short-term work. In addition, we advise you to mention that you do not welcome part-time work in other companies.

Popular freelance exchanges are recognized such sites as freelance.ru, work-zilla.com, FL.ru and some others.

The Right Recruitment of Remote Employees: A Step-by-Step Guide

Step 0. We decide for ourselves: why we hire remote employees

Before you start looking for your remote worker, you should answer the following questions:

1. What is the purpose of hiring an employee? What responsibilities will the remote worker perform? What kind production tasks will decide?
2. What qualities should an employee have? so that he successfully solves the tasks assigned to him? What should be the education, qualifications, work experience?
3. What salary are you willing to pay? Set the minimum and maximum earnings (the amount should not be announced in the ad or at the interview, you must determine the allowable limits, first of all, for yourself).

Step 1. Compose a job description

If a job is opened by a popular company like Google, then the need for a detailed introduction disappears by itself. Job seekers understand that a decent company will offer a decent job. But if you are not yet one, then people will only know about you what you tell them in the vacancy.

The text should be positive, honest and informal in order to evoke appropriate emotions in the reader. For example, you run a company whose team consists of young people, and the relationship between team members is more like friendship than business. So dry formal business style text for your ad just doesn't fit.

Present the vacancy as you would invite a good friend to become a member of your team. Do not forget to finish with the words: "We are waiting for your resume at the address ...".

Also, remember to be honest. Agree, you will have a "pale look" if the employee is disappointed, not having received what was promised and convicting you of deceit.

Step 2. We study the received resumes

Some are sure that a resume cannot be of any value to an employer. We want to challenge this misconception. We believe that a resume is the first thing a candidate should submit for vacant position. First of all, you will have the opportunity to get acquainted with some facts of the applicant's work biography: education, seniority and experience, previous place of work, etc.

At first glance, the presence of the "Hobby" section is not at all necessary. But we do not agree with this, because the interests of a person, what he does in his free time, can characterize him much better than any labor characteristics. Because this is what is really interesting for a person, since he does it “for his own pleasure”. It is this section that can reveal the true motivation of a future employee.

In addition, you should pay special attention to how the resume is designed. For example, what would you think if a future remote worker sends you a document with a completely different addressee? Most likely, you will decide that he is not attentive enough or absent-minded.

Or maybe he is simply not interested in your offer, and he sent the document "on the machine"? After all, for some reason he did not correct the name of the addressee company. Are you interested in this candidate? Unlikely. So, it will be quite logical if you just thank the person for the information provided and participation.

So, the resume should be requested, but you should not believe everything that is written in it. Quite often it does not correspond to reality: someone can talk very beautifully about himself and be “no” specialist, and someone, on the contrary, is an extra-class professional, but he could not compose a resume correctly.

Step 3. We conduct a survey, narrowing the circle of candidates

If you are interested in someone's resume, invite candidates to answer the questionnaire. You can use Google Drive to create a form. It should not be too voluminous (10 questions are enough), information content is first of all.

The questionnaire should contain situational questions in order to have an idea of ​​some of the candidate's professional skills before the interview. For example, “What would you do in such a work situation?”.

In addition, ask what salary the applicant expects. We are sure that a person should receive as much as he wants for work. Therefore, if he voices a figure that exceeds the one that you are ready to offer, then further conversation does not make sense.

Even if you find a compromise, one of the parties will be unhappy: either the employee, receiving an unsatisfactory salary, or the employer, "does not fit" into his budget. The outcome of such relationships, as a rule, is predetermined from the outset.

Ask what working hours (Moscow time) the remote employee prefers and see how many working hours you have the same (preferably at least a four-hour coincidence of the schedule).

As a result of the survey, you should have 3-5 people who you consider the most promising candidates. Do not forget to thank everyone who took part in the survey, and with the rest, we move on to the next stage - the interview.

Step 4. We conduct an interview

Given that you need a remote employee, we are not talking about a face-to-face meeting. The interview can be conducted, for example, via Skype.

Before the start of the interview, you should have a list of questions ready to be asked to absolutely all applicants (this will make it possible to objectively evaluate the candidates). You can offer situational questions and ask about the person's past achievements (education, previous jobs, etc.).

It is advisable that during the interview you conduct a small test to determine the key professional skills and skills.

Suppose you need a remote employee − programmer. Ask him to solve an appropriate problem, for example, let him share a Google document. You watch his work right there, being on the air.

If you need support worker, then his main qualities should be accuracy, literacy and attentiveness. So, as a test, you can offer a text in which mistakes are made, and see what and how quickly he sees and corrects.

Candidate for marketers offer a theory case. For example, a company is engaged in the production of slippers that it plans to sell to hotels. What is the best way to approach this task?

remote employee analyst will be engaged in the processing of information, which means that the applicant can be provided with some (fictitious) statistical data and asked to analyze according to some parameters (for example, set the time spent on the site, the most popular pages, etc.).

It's hard to tell how honest sales agent, salesman approached writing a resume, if not to ask him to "call a potential client now and try to sell your products."

During the interview, you should take into account:

• Candidate is anxious. The stressful situation will negatively affect the quality of the tasks being solved.
• You must identify core professional skills Therefore, testing should include tasks inherent in a particular specialty.
• Don't neglect feedback. After completing the task, it is necessary to evaluate the work done (mark the positive points and mention what did not go completely smoothly).
• Take the opportunity to test in a relaxed environment. Offer to work from home. For example, "Solve this problem and send the result by 11:00 tomorrow." Important: set specific deadlines (you will find out how punctual a person is).

Moments that can ease the "pangs of choice":

• Record your impressions immediately after the interview. If you're dealing with multiple applicants in succession, it's easy to get confused.
• Trust your intuition. If one of the applicants is in doubt, stop dating. Practice shows that such premonitions are justified.
• Do you need one remote employee, and you have two worthy applicants? Conduct additional testing, verification. People can be told that you need time to make a final choice between two candidates.

Large companies practice paid probation, after which the most suitable employee is selected. During the internship Feedback should be done at least once every two days. Ask what your colleagues think about the intern.

• When hiring an employee, pay more attention to his attitude to work. Professional skills are acquired, but the attitude is almost impossible to change.

How to register a remote employee

Registration of a remote employee is carried out after the provision of certain documents provided for article 65 Labor Code :

• Identification document (passport).
• Employment book (except for cases of first employment or part-time employment).
• Certificate of state pension insurance.
• A military ID or a document on military registration (required for those liable for military service and people of military age).
• Diploma or other document on education, indicating the presence of certain professional knowledge (if the job requires special knowledge).

To employ a remote employee, the employer must:

1. Accept the documents listed above from the employee.
2. Submit for review regulations which an employee must know in order to perform their duties.
3. Conclude an employment contract for a remote employee.
4. Issue an order to hire a new employee.
5. Fill out the T-2 form (personal card).
6. Make an entry in the work book (except in cases of mutual agreement that an entry on remote work will not be made).

A remote employee must be included in the company's staff and have the same rights as other employees. The laws of the Russian Federation do not provide for any “special provision” or exceptions.

However, remote work provides one, fundamentally new form interactions: exchange of documents in electronic form.

Both the employer and the subordinate must provide confirmation that an electronic document sent by the other party has been received. The terms for sending the confirmation must be stipulated in the employment contract.

In order for such a document flow to be possible, it is necessary to obtain an electronic signature. An electronic document can be considered information confirmed electronic signature, since it is equivalent to the signature and seal that are put on paper copies.

Electronic document management opens up the following opportunities for the employer:

1. Conclusion of an employment contract (if this applies to remote work).
2. Obtaining a signature on regulations sent to a remote employee for review. According to Article 68 of the Labor Code, rules of internal order are sent, collective agreement, accrual provision wages and some other local regulations, according to which remote employees will be controlled.
3. Drafting additional agreement on the basis of which amendments to the employment contract may be made.
4. Familiarization of the employee with the orders and orders of the head, with other documents, after reading which the subordinate must put his signature.

Electronic document management allows an employee to send various documents (applications, explanations, etc.) to his employer.

The employment contract must indicate the place of its conclusion. As a rule, this is the address where the employer is located.

The contract must specify the place where the remote employee will work.

V Article 312.1 of the Labor Code it says that it is allowed to indicate his address of residence as the workplace of a remote employee.

An employment contract for remote work may include additional terms. For example, about the use in their work of certain data protection tools, programs, equipment and other tools that the employer considers necessary. Moreover, equipment and facilities can be provided by the company's management, or they can simply be recommended.

On the territory of Russia in relation to individuals working remotely, there is a generally established taxation system (personal income tax).

Thus, working on the Internet as a remote employee is equivalent to working in any other company.

Employees who work remotely are entitled to all compensation and guarantees provided for by the Labor Code of the Russian Federation if they work on the basis of a concluded employment contract (that is, they are officially employed). These include:

• Paid holiday duration 28 calendar days(at least), which must be provided annually.
• Additional and educational leave.
• Payments of benefits for temporary disability (sick leave due to illness, childbirth, etc.).

How to organize remote access for employees

Make sure you have internet access

If your company works remotely, then the Internet is your space. All work processes are connected with it: informing, data exchange, communication, accounting, control.

For us, cloud CRM has become a real find. This virtual environment is available anywhere in the world. In order to enter it, it is not at all necessary to have a server or wires, it is enough to have some device that supports the Internet.

There is Internet access, the appropriate speed - you can get to work.

Use cloud programs

To work effectively, you will need to manage the business process: set tasks, take into account time and control the performance of work, take care of the safety of information.

In fact, a lot of cloud programs have been developed. The main thing is not to get confused and choose the one that best suits your needs. In this case, you can be guided by the following principles: simplicity, speed and accessibility.

In addition, pay attention to the presence of "reminders" (sometimes this is simply necessary). Often schedulers are equipped with many options that are absolutely useless, so the functionality should be as simple as possible.

A plan has been drawn up, tasks have been set - proceed to their implementation.

Use IP Telephony

The bulk of successful sales is done through telephone communication(33 - 92%). If you lose it, you risk losing customers. Familiar telephone sets imply a constant presence in the office, which means that a remote employee is not your option. Using mobile phones for regular calls is expensive. Moreover, once outside the coverage area of ​​the network, you can miss the call.

Virtual telephony is the ideal solution to the problem:

1. The cloud is involved, so it does not matter where exactly the employee is located.
2. A single number that can be used anywhere in the world.
3. Provider support may be needed at any time, and you will receive it (technical assistance, answers to questions, a hint for action).
4. The exchange of electronic documents can be carried out without personal communication, simply by sending the original documents.

The checklist required by the manager for the effective use of PBX:

• Listen to calls(you must know how an employee works, for example, an online store remotely).
• Keep track of missed calls(you will understand why not all customers can get through).
• Connect with CRM.
• Set up forwarding(your subordinates will be in touch around the clock).
• Follow the statistics(you will see the "big picture" of the company's work).

Set KPIs

Suppose you hired two employees, for example, Fedya and Kolya, to perform identical tasks. They work according to the generally accepted schedule (eight hours a day from Monday to Friday). And one day you notice that Fedya "works hard" for all eight hours, and Kolya always has a couple of hours left, which he spends "on himself, his beloved."

Naturally, you come to the conclusion that you no longer need Kolya's "services" and say goodbye to him. However, later it turns out: Kolya coped with the task in six hours, and the rest of the time he was engaged in self-education, and Vasya is not able to fulfill the daily norm even in eight hours. It turns out that your decision was hasty.

For any leader, the result is more important than the amount of time spent to achieve it. Therefore, if you are switching to remote work mode, it is advisable to install key indicators efficiency (KPI). Moreover, the assessment system should be understood not only by you, but also by the remote employee.

The principle of operation is as follows:

1. An employee enters his monthly and quarterly plan into a Google Docs spreadsheet.
2. At the end of the reporting period, the results are summed up (the employee notes completed and outstanding tasks).
3. The manager, looking through the data, sees how things are going for each employee.
4. A remote employee knows what to focus on and what the management's expectations are.

In addition, you will be able to know about the tasks completed for a specific period if you regularly conduct operative reports and get acquainted with the reports of subordinates. This approach to the organization of accounting and control will avoid the risk of dismissal of a really valuable employee.

Work on team development

It may happen that remote employees have different qualification level- this is not very convenient, so it is worth training them. Keep track of thematic online courses and educational programs, especially since there are quite a few of them at present - this is copywriting, SEO, marketing, and much more.

You can learn:

• Online university "Netology". Specialization: internet marketing various levels(from beginner to expert).
• Lecture hall "Theory and Practice". Specialization: business, art, design.
• Interactive courses "HTML Academy". Specialization: HTML and CSS.
• Online catalog "Coursera" offers the most numerous list of training courses (and not only Russian, but also other countries).
• Academic educational project"Lectorium".

Don't forget that communication involves two-way communication: you and the remote employee must be in regular contact. This will help you to verify the effectiveness of the chosen system and suggest ways to improve the company.

Ask, conduct online meetings and surveys. All in your hands!

Remote Employee Management: 6 Best Tools

• Basecamp

Basecamp is a service that provides a platform for organizing and discussing joint work. Here, a remote employee can find not only like-minded people and support, but also tools to help organize work: file sharing, tasks, time control.

Free use is not provided. The cost of one month of use is $29.

• PivotalTracker

PivotalTracker is a project management service. It is designed to plan and control the work of remote employees, tracking the effectiveness of each of them. Using PivotalTracker allows you to follow the development of the project at each stage.

The service offers analytics and visualization tools, which helps to quickly identify and evaluate problem areas, set the most successful moments and stages that are ahead of schedule.

The service can be used by a team of three people for free. In other cases, you will have to pay from 12.5 dollars.

• Kanbanery

Kanbanery is a service used by team members. It is a "task board" that can be used for any type of work that requires close collaboration between employees. Using this service, you can identify problems and errors, generate reports, search for information about any stage or section of the project.

The trial period - 30 days - is provided free of charge.

• Jell

The trial period - 14 days - is provided free of charge. Monthly tariff - from 4 dollars.

• Proofhub

Proofhub is a service suitable for both remote employees and freelancers. It has a rather advanced functionality and it is possible to carry out managerial functions (task management, performance monitoring, time tracking). Proofhub allows you to integrate other programs. Also have mobile app, thanks to which the remote employee can always be in touch.

The trial period - 30 days - is provided free of charge. The most profitable is the individual tariff, which allows you to simultaneously manage 10 projects with a different number of participants. The monthly cost of using the service is $18.

• Jira

Jira is a tool that includes many different features that allow you to effectively manage projects. It is suitable for teams with a different number of remote workers (from a few people to 50,000 employees). With Jira, you can create a plan that suits every team member.

Among the variety of tools, there is an accurate assessment function, thanks to which a remote employee can work “in time” with the rest of the team. Using the reporting system, you can control the project at any stage of work.

There is no free period. The monthly cost of using the service is $10.

How to control remote employees

Regardless of the field of activity and the complexity of the tasks, each remote employee must follow the structure of the process, and you must control this. Only with a well-established management system can you know how your subordinate solves the tasks assigned to him, how effective his work is, how the work on the project is progressing, etc.

If each employee has a clearly formulated task (with a description and a deadline), then it will be quite difficult to do something wrong. You can create a visual work plan and streamline the sequence of tasks using the scheduler or CRM system.

But it is important not to go too far with the degree of control. Keep in mind that a remote employee consciously chooses this form of work, he wants to feel more or less free in his actions. Such employees are ready to provide the company with their abilities, offer original solutions, so excessive control can cause them negative emotions, dissatisfaction and push them to quit.

In many ways, it is the nature of the tasks to be solved that determines the level of control. Sometimes you can just check the progress of the process and request statistics. It’s easier if the employee works “for the result”: use the deadline and check compliance with the established criteria. That's all control.

Naturally, many managers are afraid that a remote employee is shirking work, having a lot of rest, and so on. But competent employees plan their work in such a way as to spend less time on it. So don't get hung up on HOW MANY people work. The main thing is HOW he does it (does he meet the deadlines, does the quality match, etc.).

Dismissing a Remote Employee

The dismissal of a remote employee is regulated by chapter 49.1 of the Labor Code of the Russian Federation. The dismissal procedure is similar to that which an employee goes through during normal work: first of all, a remote employee must write a corresponding application in any form.

The structure of the application is standard:

• In the upper right corner, the employee writes to whom the document is intended (name of the company and full name of the head) and indicates his data (full name and position).
• Centered "Statement".
• The text must include the reason for dismissal ( own wish or mutual agreement of the parties).
• Date and signature below.

In order to avoid controversial issues, the application is certified by a notary, a color scan is made and sent to the employer.

A remote employee must inform the manager of his intentions no later than 2-3 days before submitting the application and work for two weeks from the date of its submission (if necessary, and the employee leaves without good reason).

In addition, the manager has the right to send the employee's work book by mail only if he has an application indicating the delivery address.

It happens that the employer is the initiator of the termination of the employment contract (this option should be provided for by the terms of the contract). Article 312.5 of the Labor Code states that such a dismissal will be legal if the employment contract is signed by both parties. This fact is taken into account in the case of resolving disputes in court.

According to Article 57 of the Labor Code of the Russian Federation, a remote worker should not be infringed on his rights: he has the right to protection from arbitrary dismissal and payment of compensation. The dismissed “remote worker” is entitled to a severance pay in the amount of a monthly salary (this will reduce the risks of litigation and maintain a loyal attitude towards the company).