GREECE Law and Practice Contributed by: Nikolas Sigkridis, Semina Zavitsanou, Chrysa Kalantzi and Yannis Ragos, POTAMITISVEKRIS
(a) the duration of the transfer; (b) the location of the Greek company; (c) the job description; (d) the salary; (e) the working conditions;
(in the first case) or upon the employee’s request (in other cases). Cost of Remote Work The cost of remote work is borne by the employer and must not be lower than the minimum amounts stipulated by the respective ministerial decision per month, as follows: • EUR13 for the use of the employee’s residence as a workplace; • EUR10 for telecommunications costs; and • EUR5 for the maintenance of work equipment. Nevertheless, the employer has the option to cover telecommunications costs by paying them directly to the service provider and/or providing the employee with the work equipment, thereby avoiding the cor - responding monetary compensation. Furthermore, if the employee works remotely for fewer than 22 days in a given month, the compensation is proportionally reduced. Working Time in Remote Work Remote work does not affect the employee’s work schedule as declared to the Labour Authority. How - ever, for now, remote workers are excluded from the use of the digital work card, which is being gradu - ally implemented across all sectors of Greek labour market. Remote workers have the right to disconnect and are not required to engage in work-related commu - nications (eg, emails, phone calls, messages) outside working hours. They are also protected from any form of retaliation for exercising this right. Health and Safety The employer is obliged to inform the employee of all applicable company policies and procedures regard - ing health and safety. Conversely, the employee is required to comply with these procedures and all rel - evant health and safety legislation. Although the gen - eral rule assigns responsibility for employee safety to the employer, in the case of remote work, due to the employer’s limited ability to adequately inspect the workplace, it is presumed that the remote workplace meets the minimum health and safety requirements.
(f) proof that after the completion of the ICT the employee will move to a company within the same group; (g) proof of employment with the parent company for at least 12 months; and (h) educational degrees in a field similar to the job position (duration of studies of at least three academic years) or proof of five-year work experience at a similar position. Following the issuance of the pre-approval, the file will be sent to the competent Consulate (based on the employee’s country of residence) and a visa appoint - ment will be scheduled. Following issuance of the visa, an application is filed digitally for the issuance of the ICT permit. According to the applicable legal framework, remote work is defined as the provision of work performed remotely using technology, which could otherwise be carried out at the employer’s premises. Remote work may be agreed under a full-time, part-time, rotational or other form of employment. Remote Work Agreement Remote work should be mutually agreed between the employer and the employee, either at the time of hir - ing or by amending the employment agreement. The parties are also free to agree on a hybrid work model. Implementing a remote work policy is common prac - tice in the Greek labour market to cover specific terms of remote working. In specific cases (eg, protection of public health, employee health issues, parents of children up to 12 years old, and caregivers), remote work may be unilat - erally implemented by either the employer’s decision 5. New Work 5.1 Mobile Work Definition of Remote Work
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