lTeleworking has been presented and implemented by companies as the pillar of work organization, the cornerstone of the new labor relations. But the question, from the beginning, lies elsewhere! And the opposition between in-person and remote, which crystallizes current social tensions – in Ubisoft as in other places… – at a time when companies are making the call, is representative of the diagnostic error that is being committed.
The only thing that is taken into account is physical distancing, while what is questioned is the relationship with time. And the incentives to return to work, with lots of free candy, are not up to the challenge. Teleworking has not so much relaxed the physical link with the company as it has exhausted the formal and hierarchical regime of working time.
The generalization of teleworking poses a strong challenge for the empowerment of employees, of all categories together, which questions the traditional hierarchical organization of work, based on control. This questioning necessarily leads to questioning the management of working time, a measure of subordination.
Working time and autonomy
Indeed, working time is defined as the time during which the worker is at the disposal of the employer and complies with his directives without being able to dedicate himself to his personal activities. Therefore, it is a model based on an objective and homogeneous reference of working time that determines collective and social life times.
Although teleworking is not a method of organizing working time, the reality is there: personal limitations and the imperatives of social life, until now lodged in the interstices of objective and homogeneous working time, have come to disrupt time. of work.
Autonomy in time management to carry out one’s missions seems, therefore, to be the essential question raised by the practice of teleworking, which has accentuated the movements of splitting collective rhythms, heterogenization and individualization of working time .
Consequently, questioning the practice of teleworking in the company must necessarily be accompanied by a reflection on the organization of working time in the sense of greater autonomy, even for employees who cannot benefit from teleworking and, therefore, They consider themselves victims of inequality.
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