The examination of a significant number of observations submitted by the Commissioner for Personal Data Protection regarding the teleworking bill is impeding the completion of its discussion before July 15th.

Andreas Kaukalias, the President of the Parliamentary Committee on Labor, reiterated the committee's commitment to proceed with the examination of the teleworking bill and expedite its review in the Plenary for decision-making. Despite the ongoing discussions on harmonizing a European directive at the EU level and the existing gaps in the bill concerning the public and wider public sector, the members of parliament are determined to discuss the bill and strengthen the rights of teleworking employees.

However, it should be noted that the substantial number of observations presented by the Commissioner for Personal Data Protection in her memorandum on the bill objectively prevents its completion before July 15th. Consultations are expected to continue, and the committee will reconvene in September.

Furthermore, Mr. Kaukalias expressed dissatisfaction with the responses received from the relevant authorities regarding the management of teleworking in the public sector. The explanation that the public sector is not prepared for teleworking is deemed unacceptable, Mr. Kaukalias said. Consequently, the executive authority has been urged to take swift action by implementing regulations and mechanisms that support teleworking in the public sector. "The Labor Committee anticipated the public sector to take the lead in this endeavor", he conculed.

Moreover, no response has been provided by the executive authority concerning the method of regulating teleworking in the public sector, whether through amending existing legislation or introducing a new bill.

1. Flexibility in Teleworking: The legislation emphasizes the voluntary nature of teleworking, ensuring that its adoption is based on mutual agreement between employers and employees.

2. Mandated Teleworking: Similar to the COVID-19 period, the legislation allows for mandatory teleworking under specific circumstances, as determined by relevant health authorities.

3. Non-Discrimination: Teleworkers are protected against any form of discrimination, ensuring equal treatment in the workplace.

4. Employer Responsibility: Employers are required to bear the costs associated with teleworking, including necessary equipment and resources.

5. Work-Life Balance: The legislation places importance on establishing work hours and the right to disconnect after working hours, promoting a healthy work-life balance for teleworkers.

6. Transparent Communication: Employers must provide advance notification to employees regarding teleworking specifics, such as tele-availability time limits, support procedures, equipment usage restrictions, associated risks, and personal data protection.

7. Occupational Safety: The legislation aims to ensure occupational safety for teleworkers without compromising existing employee rights, such as fair wages and regulated working hours.

8. Equal Rights: Teleworkers are entitled to the same obligations and rights as on-site workers, fostering equality in employment conditions.

9. Health and Safety Regulations: The legislation encompasses provisions for regulating the health and safety of teleworkers, prioritizing their well-being.

10. Professional Development: Employers are encouraged to provide professional development opportunities, training, and upskilling programs to enhance the skills and competencies of teleworkers.

11. Enforcement and Oversight: The legislation outlines the powers and responsibilities of inspectors entrusted with enforcing the teleworking law, ensuring compliance within organizations.

12. Penalties for Non-Compliance: Violators of the legislation may face penalties of up to €10,000, serving as a deterrent against non-compliance with teleworking regulations.