Common use of VOLUNTARY CHARACTER Clause in Contracts

VOLUNTARY CHARACTER. Telework is voluntary for the worker and the employer concerned. Telewor- king may be required as part of a worker’s initial job description or it may be engaged in as a voluntary arrangement subsequently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including informa- tion on applicable collective agreements, description of the work to be performed, etc. The specificities of telework normally require additional written information on matters such as the department of the underta- king to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc.‌‌‌ If telework is not part of the initial job description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker’s employment status. A worker refusal to opt for telework is not, as such, a reason for termina- ting the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to telework is reversible by individual and/or collective agreement. The re- versibility could imply returning to work at the employer’s premises at the worker’s or at the employer’s request. The modalities of this reversibility are established by individual and/or collective agreement.

VOLUNTARY CHARACTER. Telework is voluntary for the worker and the employer concerned. Telewor- king Teleworking may be required as part of a worker’s initial job description or it may be engaged in as a voluntary arrangement subsequently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including informa- tion information on applicable collective agreements, description of the work to be performed, etc. The specificities of telework normally require additional written information on matters such as the department of the underta- king undertaking to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc.‌‌‌ etc. If telework is not part of the initial job work description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker’s employment status. A worker refusal to opt for telework is not, as such, a reason for termina- ting terminating the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to the telework is reversible by individual and/or collective agreement. The re- versibility reversibility could imply returning to work at the employer’s premises at the worker’s or at the employer’s request. The modalities of this reversibility are established by individual and/or collective agreement.