General definitions of policy on remote work
When the employer orders the employee to work remotely from home, the following procedures are followed:
1. In roles where working from home is possible, work and the payment of salary continue normally.
2. In roles where working from home is not possible and the employer orders the employee to stay home, the payment of salary continues normally. The employee’s supervisor charts the employee’s possibilities to perform other duties that are suitable for working from home.
3. If the employee falls ill during this period, he or she is entitled to sick pay, in accordance with the Collective Agreement. In this case, the employee has no obligation to work.
4. If a physician in charge of infectious diseases orders the employee to isolation by the Act on Infectious Diseases due to exposure or suspected exposure, the employee is entitled to sick pay.
5. If a physician in charge of infectious diseases orders the employee to quarantine by the Act on Infectious Diseases due to exposure or suspected exposure,
a. the employee has an obligation to work, if he or she is fit to work and his or her duties can be performed remotely from home. In this case, the university has the obligation to pay salary.
b. If the employee is in quarantine but is not fit to work or does not work, the employee is entitled to sickness allowance on account of an infectious disease. In the event of a quarantine or isolation, the university will provide separate instruction to the persons affected.
Remote work and the duties to be performed during remote work are agreed upon with the supervisor orally at first. If remote work continues, a written agreement may become necessary, if so required by the supervisor or the employee. In this case, the remote work template available in Heimo can be used for concluding an agreement on remote work.
(Updated 17 April 2020 at 10.30.)
Statutory workers compensation insurance is also valid for working from home. However, it only covers accidents that occur in direct connection with performance of work. Accidents caused by, for example, toilet visits, coffee breaks or lunch breaks are not covered by the insurance. Working from home also does not include commuting i.e. travel between home and office; circumstances are deviating from a trip under the scope of workers compensation commuting cover (e.g. going to a grocery store or picking up a child from a day care) which during commuting from home to an office are not covered. An accident in direct connection to work will be considered, for example, a situation in which an employee has picked up work supplies from a car and fell down on his way back from the car. In such a circumstance it is essential that walking to and back from the car was unambiguously and directly related to the performance of work tasks only. In practice, the scope for workers compensation insurance when working from home thus remains rather limited.
Effective from 2 April 2020, the University of Eastern Finland has taken out a separate insurance policy to cover working from home, which extends employees’ insurance coverage during working from home. This insurance policy covers accidents that happen during breaks normally associated with work, such as toilet visits and coffee breaks, or during other moving about indoors. However, leisure time, visits to the grocery store or picking up a child from day care remain outside the scope of this insurance policy, too.
The amounts of indemnity of this insurance policy are as follows:
Costs of medical care: 10,000 euros
Disability: 30,000 euros
Death: 30,000 euros