Motivational Stories
Motivational story 1
6. Adaptability and flexibility
6.1. Adaptability at work
(LIFE-SUCCESS STORY AT WORK ADAPTABILITY FOR HEALTH REASONS)
In Spain, Article 26 of the Law on Occupational Risk Prevention (LPRL) regulates the basic aspects of protection for pregnant and breastfeeding workers. This protection may entail an adaptation of the job and working conditions in the event of pregnancy, however, it may never entail a reduction in pay.
This is what the Supreme Court has ruled in its STS 633/2017. Ms. Asunción was a first-year medical intern at the Hospital Universitario Príncipe de Asturias. She had a contract of 1,667.5 (4) hours per year and an ordinary full working day of 37.5 hours per week. In June 2013, she informed the Hospital that she was in her 22nd week of pregnancy, so that her employment situation could be assessed.
The hospital, after the relevant risk assessment, stated that it was not necessary to interrupt her work, but that an adaptation of her position was necessary. The hospital ordered the following measures: a) avoid, as far as possible, tasks where the risk is not defined; b) avoid manual carrying or moving loads without the help of other workers, as well as carrying weights of more than 10 kg repeatedly from 18 weeks; c) avoid night work and shift work, unless there is voluntary consent to the contrary – subject to prior agreement; avoid repeated bending over from 18 weeks of gestation and, from 22 weeks, spend less than 4 hours a day on your feet.
After giving birth and taking her maternity leave, Ms. Asunción asked to be reinstated in January with the adaptation of her post due to the risk of breastfeeding. In this case, the hospital agreed to adapt the post, but reduced the worker’s total pay. The worker filed a lawsuit that went all the way to the Supreme Court in 2017.
Despite having granted the adaptation, and having taken the relevant measures, the Supreme Court declared that Asunción’s right to equality and non-discrimination had been violated by reducing her pay during a period which, according to the law, was under a job adaptation. The company had to pay €1,339.03 per month for the period during which this situation was maintained.
Source: Judgement of Supreme Court 633/2017 (Social Chamber, 1st Section), 24 January 2017.
Picture source: https://image.shutterstock.com/image-vector/adaptability-icon-monochrome-simple-element-600w-1994888819.jpg
Motivational story 2
6. Adaptability and flexibility
6.2. Flexibility
(BENEFITS OF FLEXIBILITY AT WORK)
In the post-COVID era, flexibility at work has become one of the most sought-after employment demands for workers. The ability to improve work-life balance in the event of an emergency; to continue business productivity during emergency circumstances; or to boost worker morale are just a few examples of the goals that companies like Amazon or Apple are seeking today.
The biggest deal with these organizations is remote working or teleworking. A study by the Society for Human Resources Management and Gallup research reports that professionals who work from home are 13% more productive, and 9% more engaged, then those who perform their tasks in the office. In addition, telecommuting has a positive impact on the global ecology, as it reduces carbon emissions, and reduces companies’ furniture costs.
Apple is launching new positions called “home advisor“, whose role is to assist customers and solve their online problems. To do this, all you need is a computer – iMac, provided by the company itself – high-speed internet, and a comfortable space to work in your home.
Disney, for its part, has the status of “guest services representative” or consultant for the company’s shops. In addition to teleworking, it offers the possibility of contacting internal headhunters for free admission to various study programmes.
Other types of agreements that these companies contemplate are health, disability, death or illness insurance; holiday time, functional mobility, and continuous training. For example, Amazon offers a “Career Choice” programme, where it covers 95% of the cost of necessary training courses in advance, thus that they can be promoted.
