BlogContracts & TransactionsLegal ResourcesWhy Does Terminology Matter: Hello Remote Work (What Else?)

October 17, 20210

We don’t need laws to work from home. We need laws to protect our rights (and outline obligations) when we work from home – and in between these two sentences lies a whole framework of legislation and terminology.  

Less than a quarter century after the entry into force of International Labor Organization’s (ILO) Convention on Home Work –  a pandemic made the ratifying States to think better on what they had signed on. 

Albania ratified ILO’s Convention in 2002. Moreover, Article 15 of the Albanian Labor Code acknowledges the same working conditions to all the teleworkers, employees who work from home and the ones who perform the same or comparable work at the employer’s premises. To that extent, the employer should take all the measures to facilitate the employee’s telework. On the other hand, the latter should comply with contractual obligations of the telework/work from home agreement. 

Up until now, we have mentioned two concepts: telework and work from home. For the ones being here out of curiosity, you probably consider them as one.  The ones who have a legal background know that terminology matters. To all of you: in this post we don’t talk subjectively about work from home and/or telework. 

There is no one size fits all formula for it. Some people prefer and enjoy it (e.g us at Legit). There are others who prefer to commute and interact at the workplace, and the rest just goes along with it. 

So now we will go with the  terminology pitched thanks to the new culture of work from home/remote/telework (you can read more terms in the following paragraphs because this sentence is getting too long).

Work from home or Remote work is formalized in a writing document between the employer and the employee. They agree on certain terms and conditions for the best interest of the employment relationship. 

Telework contracts are similar to the previous ones, with some extra previsions. Parties should agree on the followings:

  • The place of work: Employee works from the place stipulated in the contract (home or another place)
  • Technological tools needed for the employee to work, provided by the employer 
  • Working hours

Co-working spaces are the “new offices” for the people who don’t work from the employer’s office. Freelancers, remoters, teleworkers, part-time contract employees, and any other type of employees – can all be found in a common space shared towards a fee. 

Digital work is entirely dependent on internet access and the usage of digital tools – e.g smartphones, laptops, ipads, ect. From it derives the term “digital nomad” for all the working wanderlusts. 

Remote-curious is a culture applied by companies which are curious to engage remotely their employees. It is an exemption from the general rule of Remote-first culture. The latter engages employees to work only remotely.

Hybrid is the middle way. It can be found as the example of employees working some days at the office, and the rest remote. Or as the work model where some employees work (entirely) remotely and the rest (always) at the office. 

Back to the question in the title: Why does terminology matter?

It should matter to you as an employee – for recognizing your rights. More importantly, the terminology should matter to you as an employer – to know more and do better when drafting the employment agreements. 

We do have a concrete answer to this question. 

You can either share yours with us, or Subscribe to our platform.

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