Managers require the employee in uniform during "remote work" hours

Workers of the remote work system in federal and local government agencies discussed the obligation of some of their employees ’employers to register the geographical locations of their homes on the devices designated for the remote work system, GPS, with the aim of monitoring them and tracking their locations, to ensure their permanence in the homes.

And they expressed alarm at the interest of a large number of their managers regarding matters that they described as "bureaucracy", pointing to sending emails to prove attendance and leaving, and other reports every hour, and obliging them to wear uniforms during working hours.

The director of one of the institutions responded to some remarks by saying that the supervisory measures are necessary to distinguish between the employee who carries out his duties and the playboy employee.

In detail, the social networking platform «Twitter» witnessed a debate among a large number of account holders of citizens working in government and local agencies in the country, about what they described as «limited negatives» in the application of the remote work system, in a discussion during which they agreed to shed some managers and attention With routine procedures, such as an e-mail to prove attendance and leave, are the most prominent problems they face during the course of time, in addition to requiring some institutions to register their geographical locations of their homes on the devices used in the remote work system, to prove that they are staying from their homes.

An account holder said: "The official has no right to compel his employees to send their home locations to prove to him that they are working in their homes. Everyone is obligated to the house according to the government's instructions, so what is the need to penetrate privacy?"

Another account holder described this behavior as "bullying" and said: "This matter clarifies the difference between the leader in work and the manager who does not think."

Another account refused to use the term "bullying", claiming that it is administratively misplaced, explaining that "the description that fits the manager who imposes work mechanisms that penetrate the privacy of his employees is (the psychopathic director), because he seeks in various ways to control others and harm them even remotely" .

An account holder wondered that some managers asked their employees to send two e-mails in the morning and evening to prove attendance and leave, instead of the fingerprint system in the workplace, saying that "this measure reflects the frustration of some minds, and the loss of trust in employees."

He said, "This is the institution that is run by a manager and not a leader."

On the other hand, the owner of one of the accounts (Director of an institution) asked a question, which reads: “If the manager does not pressure his employees, how can he determine and measure the employee’s productivity and commitment? How can we control the reckless employee, who evades his duties? ”Stressing that“ criticism is required, but with the need to find solutions, because the official is ultimately required to control the work environment. ”

An account holder answered him by saying that “measuring productivity is according to the goals associated with each employee, and according to a protocol for work.” She asked, “Does the manager usually sit in the office with every employee to measure his productivity? Are all seven working hours elapsed in the performance of work? ».

She added: «As long as we start to go to work remotely, the supervisory mechanism should be to measure the productivity rates, so the employee must produce what is required within his duties, and he shall adhere to that within the time specified for him, otherwise it will be negligent.»

The account holder expressed his annoyance with what he described as "obsession obsession", considering that it is a satisfactory condition that still controls many officials, "explaining that" remote work causes this type of managers a psychological crisis, to the point that some of them request a detailed report of the tasks during every hour of Working hours, with commitment to uniforms, and acceptance of all video meetings to ensure the presence of the employee, in addition to leaving the device only to pray or go to the bathroom ».

An account holder replied to him by saying: “This is a model for an inappropriate official, officials must know the mechanism of work remotely, and how it is managed from their companies to facilitate tasks and increase productivity, so the employee ultimately has rights and privacy, and every person working remotely must be respected, especially as he He works from his home. ”

Another asserted: “Teleworking does not have to be at home. When it is applied in the future, it is possible for a person to work remotely while traveling, or in a café, the important thing is to carry out work regardless of location,” stressing that “the teleworking system has been implemented In order not to stop work and conduct business ».

On the other hand, the Federal Authority for Government Human Resources stressed the importance of the work authorities setting controls and mechanisms for remote application of work to ensure the maintenance of efficiency and productivity, provided that these authorities are committed to coordinating with the Communications Sector Regulatory Authority, providing the necessary infrastructure services and applications necessary to implement the work Remotely, to ensure the security and confidentiality of information, and cybersecurity standards set by the Telecommunications Regulatory Authority and relevant authorities in the country.

4 obligations on the employer

The Federal Authority for Government Human Resources has identified four obligations for the federal agency that applies remote work, which include: Ensuring the availability of technical support necessary to complete the remote work. Determining the efficiency measurement mechanism with setting standard criteria, mechanisms and time-frames for each activity and output chosen. Ensuring a safe technological environment when working with digital and electronic technologies. Finally, the obligation to follow employees working remotely electronically in order to ensure their commitment to working hours remotely, and to perform their duties.

5 duties of the employee

The Federal Authority for Government Human Resources has obligated the employee who works remotely with five duties, which he undertakes to implement, including: delivering work at specified times, and answering calls and emails. And obtaining prior approval for work remotely from his employer. The employee’s commitment to work ethics approved in his work place. In addition to adhering to the standards of professional conduct and job ethics, and the obligation to submit a daily report on his accomplishments and the level of his productivity in remote work.

Employees:

"(The Psychopath Director) seeks to continue to harm others, even remotely."

"Obsession obsession is a disease that still controls many officials."

Institution manager:

"How can the underpowered employee who evade his duties be controlled?"

"If the manager does not pressure his employees ... how can he measure their productivity?"