Begin with the planning phase, carry out a diagnosis using formats defined by law, establishing evidence (place and work tools established by the SST system) ending with the presentation of the reports and findings in the audit carried out, using as support technologies information and communication (TIC).



Generate greater productivity by optimizing time and work tools.
Identify the teleworker's socio-work environment through psychological measurement.
Socio-labor inclusion of vulnerable population.
Control and establish permanent monitoring of the development of tasks

The following stages are met:

1. Inspection visit to the Telework position

A visit is made in order to fill out a self-report format about the teleworker’s employment situation, in order to observe the appropriate working conditions: Equipment, employees, classes of trades or tasks performed by the official, as evidence is carried out photographic shots.

3. Verification

Completion of the Telework check list and compliance with legal requirements.

2. Information for the Employee

An interview is conducted with the employee to determine the existing needs in the workplace, in addition to which he is informed about (rights, duties of the worker, legal compliance, recommendations of the SST – AT report and incidents – what to do in case of emergencies ).

4. Report

A management report is sent to the client which contains observations, findings, recommendations and conclusions (photos of the evidence).

GLabor guarantees in teleworking

Article 6 of Law 1221 of 2008 considers a series of guarantees for teleworkers, among which we highlight:


The salary of the teleworker may not be less than that paid for the same work, in the same town and for the same performance, to the worker who provides her services at the employer’s premises.

In cases where the employer uses only teleworkers, the nature of the work must be taken into account to set the amount of the salary and the remuneration is paid for similar tasks in the locality.

A person who has the status of an employee shall not be considered a teleworker merely because he occasionally performs his work as an employee at his home or in a place other than the employer’s place of work, instead of doing it at his usual place of work.

The assignment of tasks for teleworkers must be done in a way that guarantees their right to take a break for a creative, recreational and cultural activity.

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