Common use of VOLUNTARY CHARACTER Clause in Contracts

VOLUNTARY CHARACTER. TELEWORK is voluntary for the worker and the employer concerned. Teleworking may be required as part of a worker's initial job description or it may be engaged in as a voluntary arrangement subse- quently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including information on appli- cable collective agreements, description of the work to be performed, etc. The specificities of telework normally require additional written information on matters such as the department of the undertaking to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc. If telework is not part of the initial job description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker's employment status. A worker refusal to opt for telework is not, as such, a reason for terminating the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to telework is reversible by individual and/or collective agreement. The rever- sibility could imply returning to work at the emplo- yer's premises at the worker's or at the employer's request. The modalities of this reversibility are esta- blished by individual and/or collective agreement.

VOLUNTARY CHARACTER. TELEWORK Telework is voluntary for the worker and the employer concerned. Teleworking may be required as part of a worker's ’s initial job description or it may be engaged in as a voluntary vo- luntary arrangement subse- quentlysubsequently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including information on appli- cable collective applicable collec- tive agreements, description of the work to be performed, etc. The specificities of telework tele- work normally require additional written information on matters such as the department of the undertaking to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc. If telework is not part of the initial job description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker's ’s employment status. A worker refusal to opt for telework is not, as such, a reason for terminating the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to telework is reversible by individual and/or collective agreement. The rever- sibility reversibility could imply returning re- turning to work at the emplo- yer's employer’s premises at the worker's ’s or at the employer's request’s requ- est. The modalities of this reversibility are esta- blished established by individual and/or collective agreement.

VOLUNTARY CHARACTER. TELEWORK Telework is voluntary for the worker and the employer concerned. Teleworking Telewor- king may be required as part of a worker's ’s initial job description or it may be engaged in as a voluntary arrangement subse- quentlysubsequently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including information informa- tion on appli- cable applicable collective agreements, description of the work to be performed, etc. The specificities of telework normally require additional written information on matters such as the department of the undertaking underta- king to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc. If telework is not part of the initial job description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker's ’s employment status. A worker refusal to opt for telework is not, as such, a reason for terminating termina- ting the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to telework is reversible by individual and/or collective agreement. The rever- sibility re- versibility could imply returning to work at the emplo- yer's employer’s premises at the worker's ’s or at the employer's ’s request. The modalities of this reversibility are esta- blished established by individual and/or collective agreement.

VOLUNTARY CHARACTER. TELEWORK Telework is voluntary for the worker and the employer concerned. Teleworking Telewor- king may be required as part of a worker's ’s initial job description or it may be engaged in as a voluntary arrangement subse- quentlysubsequently. In both cases, the employer provides the teleworker with relevant written information in accordance with directive 91/533/EEC, including information informa- tion on appli- cable applicable collective agreements, description of the work to be performed, etc. The specificities of telework normally require additional written information on matters such as the department of the undertaking underta- king to which the teleworker is attached, his/her immediate superior or other persons to whom she or he can address questions of professional or personal nature, reporting arrangements, etc. etc.‌‌‌ If telework is not part of the initial job description, and the employer makes an offer of telework, the worker may accept or refuse this offer. If a worker expresses the wish to opt for telework, the employer may accept or refuse this request. The passage to telework as such, because it only modifies the way in which work is performed, does not affect the teleworker's ’s employment status. A worker refusal to opt for telework is not, as such, a reason for terminating termina- ting the employment relationship or changing the terms and conditions of employment of that worker. If telework is not part of the initial job description, the decision to pass to telework is reversible by individual and/or collective agreement. The rever- sibility re- versibility could imply returning to work at the emplo- yer's employer’s premises at the worker's ’s or at the employer's ’s request. The modalities of this reversibility are esta- blished established by individual and/or collective agreement.