Dear colleagues,
The forced teleworking over the past months has shown some undeniable advantages, but also its limits. Within BESIX, co-creation, teamwork and unity have always been our greatest assets. We are and remain convinced that proximity and informal exchanges between colleagues constitute the cement of our teams. However, in certain circumstances and for specific duties, teleworking also brings an added value.
BESIX Group therefore wants to continue to offer all its employees the flexibility to organise their work better, considering both their personal needs and professional requirements. The Executive Committee decided to clarify the teleworking policy applicable within BESIX, ensuring that the following principles are applied by all departments and all entities in Europe:
1. Teleworking is neither a right, nor an obligation, nor a reward. This is a functional possibility granted to the staff member. Teleworking can only be practised as long as it does not interfere with the smooth running of operations;
2. The job position/tasks must be suitable for teleworking. Only tasks that can be (better) performed remotely (for example tasks which require increased concentration) can be performed by teleworking;
3. Teleworking is carried out on a voluntary basis, and each time subject to prior approval by the Line Manager.
The flexibility offered by teleworking, based on respect, accountability and dialogue, naturally entails responsibilities, both for the teleworker and for the Line Manager and the team.
In practice, the department head will ensure the organisation of tasks within his/her team. In this context, the average of 1 day of teleworking per week is maintained, with a maximum of 4 days per period of 4 weeks. Exceptions can be made for medical/personal/quarantine reasons, or if exceptionally extended or grouped teleworking makes it possible to improve the productivity of the employee and/or the team in exceptional cases. The manager must explicitly accept these exceptions and remains accountable for the productivity of the team.
Each group entity (and, within the larger entities, each department) is advised to develop as a team, under the manager's responsibility, a teleworking charter aimed at specifying the terms of application of the teleworking policy. You will find the new policy, as well as other supporting documents, on the intranet.
As a reminder, the teleworker must make a formal request for each telework day. If the request is not made, the work accident insurance may refuse to intervene in the event of an accident occurring while working from home.
Wherever we work, let's focus more than ever on our values, and get back to the essence of our profession: building with passion!
Keep on taking care of yourself and others.