The insurer will offer a pool of voluntary remote work hours. Mapfre employees will be able to telecommute a maximum of two full days a week until this maximum available is exhausted.
As of October 1, 2022, Mapfre workers will have a new hybrid labor model that contemplates a bag of 125 quarterly hours of remote work, which the employee may use voluntarily, with the prior consent of their manager and guaranteeing the provision of the service.
If the employee decides to enjoy this flexibility for days, they will have the option of teleworking a maximum of two full days a week until the maximum hours of the corresponding quarter are exhausted. This bag will work as a counter for natural quarters and will be discounted from the chosen model, hours or days. The time is not cumulative or transferable, so that if the worker has not used it in the established period, he loses his opportunity to do so in the next quarter.
Another novelty that Mapfre incorporates into its model is that if remote work is enjoyed for hours, the presence window that they contemplate in the flexible model will not be affected.
To further facilitate flexibility, a break may be made during the daily shift (in addition to the lunch break), so that the employee can connect from home before the start or once the presence window has ended.
It also offers the possibility of enjoying telecommuting in a second residence located within Spain and with conditions: that the employee can do his job in accordance with the provisions of the model (adequate connectivity and compliance with occupational risk prevention measures) and that, if required by business needs, he can be present at his work center within a maximum period of eight hours.
That the management of the hybrid model falls to the person in charge of a work team supposes an added commitment to guarantee the operation of the system. Elena Sanz, director of people and organization at Mapfre, explains that the remote work model allows employees to opt for greater flexibility, and what the person in charge has to do is organize it: “Basically, guarantee that the requests of all the employees who depend on him are compatible with the service or the fulfillment of the projects of each department. The priority is the service we provide to the client and the efficiency of everything we do”.
Another of the most relevant aspects when implementing a new way of doing things is to follow up to guarantee its efficiency. Sanz says that it will be the leaders, accompanied by the human resources teams, who will take care of this work. “In addition, we have technological tools that facilitate the organization itself by the employee and the knowledge by those responsible of the use that is being made of the hours of flexibility”.
The director of people and organization at Mapfre assures that productivity and the work environment are part of the day-to-day life of all company employees, and believes that, just as they did during the pandemic, professionals have shown that they can do their job I work both in the company’s facilities and from remote positions: “What we are going to do now is consolidate that step that allows greater flexibility and organizational capacity for the employees and for the company. As always, each person in charge will be the one who supervises that productivity and agility across the business continues to improve.
One of the most controversial issues in remote work has to do with compensation and how to apply the telework law without affecting the pockets of employees. Most companies choose not to exceed 30% of remote work established by law (RD 28/2020, of September 22, on remote work) so as not to have to face the costs derived from teleworking that this contemplates. norm, and that supposes to modify the contractual model.
In the case of Mapfre, Sanz underlines that “the model does not affect the current compensation and benefits that employees have. All the social benefits and compensation that people who work at Mapfre have today are maintained. This is not going to change due to the fact of working part of the day from home”. In this way, it specifies that the insurer will continue to pay the daily compensation for food that it currently offers, will maintain the route and shuttle services that now exist to access work centers, and will maintain all the school aid that it currently has. template, including nursery tickets.
