Remote work in our country it is not as developed as, for example, in the USA or Europe. Entrepreneurs are still frightened by the prospect that they may never meet their employees. In our article we will figure out exactly how remote work can be organized so that it does not cause concern for the enterprise and questions for the inspection authorities.

Remote or remote work from home

What do we know about remote work? There are several types of remote work:

• home-based;
• remote;
• freelancing

Freelancing is work under a civil law contract. With this type of remote work everything is clear. The entrepreneur finds an employee (freelancer), gives him a specific task, sets deadlines and indicates all this in the GPC agreement. If the employee completes the work on time, the employer pays him a one-time remuneration specified in the contract. This type of employment does not imply any social guarantees.

But with homework and remote work things are different. The employee enters into an employment contract (EA), which gives him all social guarantees.

Features of remote work of a home worker

When working from home, the employee’s workplace is his home. Raw materials and tools for performing certain work are provided by the employer or the employee can purchase them independently. This is specified in the TD. Under such conditions, the contract specifies compensation for expenses incurred by the homeworker:

• for the purchase of materials, raw materials, tools;
• use of equipment (if it belongs to the employee and is not provided by the organization), the Internet, telephone;
• electricity costs and any other expenses, the reimbursement of which will be indicated in the TD.

A home worker can involve his family members in work (Chapter 49, Article 310 of the Labor Code of the Russian Federation).

We found out what working from home is. Let's figure out how to properly build labor relations with such employees?

Ch. 49 of the Labor Code of the Russian Federation regulates labor relations between the employer and the homeworker. From Art. 311 of the Labor Code of the Russian Federation, it is clear that the main conditions under which work can be entrusted to a home worker are his state of health and compliance with labor protection requirements (Article 212 of the Labor Code of the Russian Federation). The majority of people working at home are producers of handicraft goods, seamstresses, and assemblers.

All relations between an enterprise and a home worker are regulated by the Labor Code of the Russian Federation and the Labor Code. Let's consider the main points of the contract.

After the conclusion of the TD, the enterprise issues an order to hire an employee. In the “Nature of work” column you need to write: “Work from home.” The employee must read the order and put his signature in the appropriate place.

The work book is filled out without any instructions about home work.

IMPORTANT! Despite the fact that the homeworker manages his own working time, the employer must fill out a time sheet. The rules on overtime payments do not apply to him.

How to fill out a time sheet correctly, read in articleatie .

Regulations on working conditions for homeworkers

Until recently, there was a provision on the working conditions of homeworkers, approved by Decree of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated September 29, 1981 No. 275/17-99, but it has lost force and is no longer valid on the basis of Order of the Ministry of Labor of Russia dated December 29, 2016 No. 848.

To avoid misunderstandings with the employee, it would be correct to draw up a job description or regulation on home work. There you can describe in detail the safety requirements, responsibility for non-compliance and other work rules. It is also possible to provide compensation and additional guarantees. In the TD, the employee must mark that he is familiar with the rules.

Remote work according to the Labor Code

Remote work By Labor Code of the Russian Federation can be considered the performance of certain functions specified in the TD, which occurs outside of a stationary workplace provided by the employer. To work and communicate with the employer, the employee must use public information and telecommunication networks (ITS) (Article 312.1 of the Labor Code of the Russian Federation).

A remote worker is a person who has concluded a TD on remote work.

One of the differences between a remote worker and others is communication with the employer through the exchange of electronic documents and the use of enhanced electronic signatures (Law “On Electronic Signatures” dated April 6, 2011 No. 63-FZ). Each party, after receiving the electronic document, is required to send confirmation electronically.

What is an electronic signature, read in the articleatie .

The question arises: how to remote work conclude a contract agreement with a remote employee?

The contract is concluded, as is the document flow in general, using public information technology systems, including e-mail. After which the employer sends the remote worker a paper copy of the contract by mail within 3 days.

How to register an employee, working from abroad, read inarticle .

Since when remote work the employee has all the same rights as those performing his duties in the office of the enterprise; he must submit to the employer in electronic form the documents listed in Art. 65 Labor Code of the Russian Federation. If necessary, the employer has the right to require the employee to send him notarized copies of documents.

If the employee has not previously had a SNILS, he must obtain it himself and send a copy to the employer.

If there is mutual agreement, the work book is not filled out. A document confirming work activity and length of service is a TD. In the absence of such an agreement, the employee sends the work book to the employer by mail (registered mail) (Article 312.2 of the Labor Code of the Russian Federation).

Let's take a closer look at some points.

Reflection of the remote worker’s place of work in the employment contract

Because remote work cannot be associated with the employer’s address; the employee’s home address is indicated in the contract as the place of work. But this does not mean that he should only work at home.

An employee may, for example, appear at the employer's office to submit completed work results or receive an assignment. It is possible for the employee to be present in the office for a limited time (specified in the contract). But if in fact the bulk of the work is performed outside the office, it is still considered remote.

Remote employment: work and rest schedule

According to Art. 312.4 of the Labor Code of the Russian Federation, a remote worker independently establishes the schedule of his employment and rest, unless otherwise specified in the employment contract. So it's order remote work must be determined at the time of signing the contract. These working conditions are typical for specialists in creative professions.

If the contract stipulates a free work schedule, i.e., regardless of the time of day and weekends, the employer is relieved of the obligation to keep track of working hours.

But if the working hours are established in the contract (for example, from Tuesday to Saturday from 9:00 to 15:00 or any other time), the employer must keep records of working hours and make additional payments for overtime if they occur. Such conditions are typical for the work of dispatchers.

Safety

Most of the requirements for organizing labor protection and safety are related to remote work the employer is not obliged to comply.

When hired, a remote worker must be familiarized with the labor protection requirements when working with equipment provided or recommended by the enterprise (Article 312.3 of the Labor Code of the Russian Federation).

The enterprise also has the obligation to conduct a special assessment of jobs, but according to clause 3 of Art. 3 of the Law “On Special Assessment of Working Conditions” dated December 28, 2013 No. 426-FZ, a special assessment of workplaces is not carried out in relation to the working conditions of homeworkers and remote workers.

How often should occupational safety training be carried out?, read the articles:

If an employee is injured or ill while performing his job duties, the enterprise is obliged to organize an investigation, during which it will be determined whether this is an industrial accident or not (Article 227 of the Labor Code of the Russian Federation, Article 3 of the Law “On Compulsory Social Insurance against Accidents”) cases at work and occupational diseases" dated July 24, 1998 No. 125-FZ). Only a commission has the right to conduct an investigation (Article 228 of the Labor Code of the Russian Federation).

Compensation

During runtime remote work the employee organizes his own labor process. If an employee uses his own or leased equipment, software and hardware, information security tools and other means, the TD must indicate the procedure and terms for payment of compensation for its use. It is also necessary to provide and indicate the procedure for reimbursement of other possible expenses associated with the implementation remote work(Article 312.3 of the Labor Code of the Russian Federation).

We conclude that the employee and the employer can agree and establish in the TD the procedure for compensating the employee’s expenses. But in accordance with the letter of the Ministry of Finance of Russia dated April 11, 2013 No. 03-04-06/11996, documentary evidence of depreciation of property and other expenses for which the employee requires compensation is required. It should also be noted that if the property was used not only for official needs, it is necessary to divide the degree of wear and tear in accordance with the purposes of its use.

Pay for remote workers

So that the employer can safely take into account the payment remote work in your expenses, you need to establish in the TD methods of recording time worked. The fact that an employee can independently determine his own working hours does not cancel the employer’s obligation to take into account the actual time worked (Article 252 of the Tax Code of the Russian Federation, Article 312.4 of the Labor Code of the Russian Federation). If this is not possible, other evidence can be provided. For example, a register of completed works.

The payment itself, as a rule, occurs by bank transfer using the details specified in the contract. If the employee wants to change the bank details for the transfer, it is necessary to draw up an additional agreement and indicate new card details.

In addition to transferring to the employee’s account (card), payment options are available by postal order, as well as from the company’s cash desk in cash, if the employee periodically appears at the employer’s office under the terms of the contract.

Termination of an agreement

The specifics of terminating TD are specified in Art. 312.5 Labor Code of the Russian Federation.

The grounds for its termination must be specified in the contract. The reasons may be the same as for office workers. For example, termination by agreement of the parties or on the initiative of the employee (Articles 77, 78, 80, 81, 83, 84 of the Labor Code of the Russian Federation).

You can also give specific reasons that will be characteristic of a particular remote work. This may be due to the number of defects or violation of deadlines for submitting reports on the work performed. By specifying all this in the contract, the employer will be able to protect itself from unscrupulous employees.

After the dismissal order is issued, it is sent to the employee on the day of dismissal via electronic communication channels, and a paper copy of it is sent by registered mail. The employee has the right to request copies of all documents related to his work activity (Article 62 of the Labor Code of the Russian Federation).

Results

Despite concerns, more and more modern employers are beginning to resort to the services of remote workers. This is largely due to the desire of the enterprise to save on the costs of organizing an employee’s workplace, compensation for travel to and from work, etc. Also, one should not forget that remote employees, as a rule, are paid less than their office colleagues, and this saves on salary costs and insurance premiums. The main thing when hiring an employee is remote work, correctly draw up an employment contract with him.

New forms of employment

The acceleration of the pace of development of all spheres of social production, which was a consequence of technological progress, changes in managerial views on the effectiveness of the organization, the source of which is the optimization of the use of its human resources, led to the emergence of new forms of employment that provide greater business flexibility. General trends in the development of modern organizations are: a reduction in the number of permanent staff with an increase in the proportion of employees employed under temporary employment contracts, part-time workers, as well as workers fulfilling their work responsibilities in forms of agency and remote employment, which differ significantly from traditional models of using hired labor strength.

Employment based on “agency labor” is a form of organizing the use of hired labor, the participants of which are the employee, a commercial recruitment agency that accepts him into its staff, concluding a temporary or permanent employment contract, as well as an organization that enters into an agreement with the recruitment agency to provide her with for temporary use of hired labor. At the same time, the recruitment agency itself selects workers, concludes employment contracts with them and performs all the functions of the employer - from distribution to jobs, remuneration to payment of compensation due to disability.

Types of agency labor organization:

Seasonal employment for a short period of time;

Personnel leasing is the provision of hired workers on staff of a recruitment agency for use by the customer enterprise for a long period (from three months to several years).

Outstaffing is the removal by an employer of some of its employees from the regular structure and transfer of them to another organization (recruitment agency), which assumes the functions of the employer. The purpose of such actions is to reduce the enterprise’s costs associated with maintaining personnel, in particular, by reducing costs for wages, social and medical insurance, etc.

The use of agency labor allows enterprises to quickly replace employees who cannot cope with their duties, as well as those who are temporarily absent (illness, vacation, business trip, etc.), increase or decrease the number of employees depending on production needs, eliminate costs, related to the hiring and firing of personnel.

Employment based on agency labor is a flexible form of participation in labor activity for many categories of citizens experiencing problems with employment: young people without vocational training, young mothers, people of retirement age, low-skilled unemployed.

At the same time, the use of agency labor is associated with a number of problems in the field of its legislative regulation. At the moment, the Labor Code of the Russian Federation does not establish legal norms and guarantees for this form of employment. However, the International Labor Organization Convention No. 181 on Private Employment Agencies (Geneva, June 19, 1997) contains a number of rules ensuring the implementation of the labor rights of “agency workers”. In particular, responsibilities are established and distributed between private employment agencies and user enterprises with regard to collective bargaining, minimum wages, working hours and other working conditions, statutory social security benefits, access to vocational training, safety protection measures and occupational health, compensation for damage caused by an industrial accident or occupational disease, compensation in case of bankruptcy and protection of workers' claims, maternity protection and maternity benefits, as well as benefits and allowances for parents.

Remote employment (telework)

The active development of information technologies objectively influenced the formation of a new economic environment, functioning on the basis of the use of modern computer technology, network information resources, and telecommunications. The consequence of this was the emergence of a new form of employment - remote or telework.

Distinctive features of remote employment are:

Spatial, and often geographic, distance of the employee’s workplace from the location of the employing organization;

The use of various communication techniques and technologies for work activities (telephone, fax, computer, Internet);

Flexible modes of work organization: flexible working hours, flexible work schedule, flexible workplace location, etc.

It should be noted that remote employment is not a complete analogue of home work, since its implementation shows signs of both traditional forms of hired work and self-employment. In the first case, the work is performed within the framework of individual entrepreneurship (e-commerce). In the second, within the framework of an employment contract between teleworkers and the organization, which does not differ in content from contracts with other employees, while working contacts are carried out in real time, and remuneration, training, promotion and evaluation of such employees occur in accordance with the regulations applied by the organization in the field of personnel management.

There are several types of remote work:

1) home telework(home-based telework) - a type of employment in which employees perform work duties at home at least one working day a week; use a personal computer on the way to work; use fax, telephone, e-mail as means of communication with management and colleagues;

2) additional telework (supplementary or occasional telework)- type of employment with the same content as the previous category, which accounts for less than one working day per week. As a rule, this type of employment is additional to the employee’s traditional employment in an office, at an official workplace.

3) telework in a specialized telecentre (centre-based telework). This is a fairly new practice when a certain organization offers workplaces for employees of third-party organizations, taking upon itself the issues of equipping these workplaces with office equipment, communication means (high-speed access to the Internet, public databases, software products).

In fact, this is work through an intermediary organization, a kind of collective service center for teleworkers, specializing in providing them with services;

4) mobile telework- type of employment in which employees carry out their work duties for at least 10 hours a week outside the home and outside the workplace in the office (on business trips, at clients’/customers’ sites, on the way to work) and use a computer to communicate with the organization in real time.

Remote employment has become widespread in many foreign countries. Thus, in 1997, the number of teleworkers in Europe exceeded 2 million people, in the USA - more than 11.1 million. According to some estimates, by 2007, 40 million jobs for teleworkers had already been organized in Europe, in the USA - up to 50-60 million. In developed countries, electronic labor exchanges are actively being formed, and remote employment is used on a contractual basis between workers and organizations located in different countries.

On average, across ten European countries (Denmark, France, Finland, Germany, Ireland, Italy, the Netherlands, Spain, Sweden and the UK), teleworkers account for 6% of total employment. This share is 8.5% of the number of people employed in the financial sector of the economy, in industry and construction - 3.5, in transport and communications - 5.5, in education and public administration - 2.3%.

Remote employment, according to many experts, creates significant potential for the Russian labor market, and, above all, by expanding employment for regions with high unemployment. Territorial independence of the workplace provides employment opportunities anywhere in the country and the world. Secondly, telework provides additional chances for employment for people with disabilities, women, citizens forced to abandon traditional forms of employment due to the need to provide care for disabled family members, young people entering the labor market for the first time, etc.

At the same time, remote employment, like no other form of employment, requires the employee to have knowledge and skills in the field of information technology. Moreover, qualification requirements are not only dictated by employers using telework, but are also determined by the very nature and content of the work, and this, in turn, means that a person who wants to realize himself in remote self-employment must have certain training. In addition, the most important a condition for the development of remote employment is the state of the information infrastructure, as well as the degree of accessibility of information networks and resources. However, today, acceptable conditions from this point of view have formed only in large cities and economically prosperous regions of Russia. Nevertheless, the practically unlimited opportunities for obtaining paid work based on distance employment should be fully used in the sphere of labor market regulation.

Applicants and current employees are increasingly expressing a desire to work remotely; some employers greet this offer with a smile, while others are wary. The article discusses the opportunities that remote employment opens up and what consequences it is fraught with. The question is very twofold: in the USA this way of working is highly popular, but in Russia it is only gaining momentum.

What is remote work

The official definition says that it is an employment relationship between an employer and an employee in which the latter performs his duties outside the office.

Remote worker has a free schedule and is not always bound by an employment contract. The concept of “freelancer” is becoming more and more common - it is a synonym for “remote employee” abroad, essentially hired for hourly or piecework.

The Civil Code contains the concept "home worker", which indicates the legitimacy of this format of interaction.

Who is suitable for remote work?

It is important to recognize that home-based workers are not suitable for every task and, before deciding to switch the office to remote work, it is necessary to evaluate whether the decision is feasible. For some professions, remote work will serve as an impetus for development, while for others it will destroy them in the bud.

Often such a schedule attracts advertising specialists, designers and editors. In short, those professionals who are not always able to maintain a stable workload and full-time employment. In addition to creators, remote work is of interest to marketing workers, analysts (including financial ones), and experts in psychological and sociological research. As a rule, such employees perform project tasks and are much more effective at working from home.

Increasingly, adherents of the IT field are choosing to work remotely, because... there is no need to organize workspaces within the office walls. With the help of the progress of information technology, software developers and webmasters, system administrators and many others can easily cope with tasks without leaving home.

It is convenient to transfer copywriters, artists, proofreaders, translators and journalists to a home schedule. Professionals in the opposite field of activity can also work from home: stitching, packaging, assembly and other similar work.

Working from home opens up opportunities for hiring disabled people and women on maternity leave. This category of people is characterized by high motivation, works efficiently, but does not have the opportunity to get to offices and work eight-hour workdays.

Conventionally, depending on the volume of tasks that fall on specialists, 3 areas of remote work can be distinguished. The table shows an example of how representatives of a particular profession are more often hired.

1. Remote workers.
They do not need an office to work, since tasks can be remote or traveling in nature.
For example: sales representatives, sales managers, employees of remote regions.

2. Freelancers.
They will perform a one-time task or be suitable for hourly loading, drawn up under a contract or service agreement. .
For example: translators, proofreaders, tutors, copywriters, lawyers, recruiters, business trainers, designers.

3. Remote workers.
Perform full-time office tasks while at home. For example: editors, creative specialists (designers, artists, etc.), marketers, researchers, IT specialists, analysts, accountants.

Such an example does not limit the hiring method; it all depends on the workload on the person and the specifics of his functionality.

Economic efficiency

This format of interaction with an employee saves about half a million rubles a year. This can be verified by a simple calculation using average figures (they may vary in each region).

Cost of an office worker for a company

For example, the task is to hire a designer. The average salary for this position is 35 thousand - 30 thousand rubles per month, provided that the person works in an office. As practice shows, wages account for approximately 40% of all office staff costs. The employer pays contributions, say, 13 thousand rubles, equips the workplace for 27 thousand rubles (rent, office equipment and its maintenance, stationery, utilities, telephone, benefits package, Internet, cleaning and much more). In total, keeping an employee in the office will cost 75 thousand rubles per month.

And if you also equip a workplace, then the amount can be safely doubled.

Costs for a remote employee

When calculating the costs of a homeworker, the financial side is much more interesting for the employer. When hiring a designer for remote work, the average salary is 25 thousand rubles per month. If we talk about official employment, then contributions here will cost approximately 8.6 thousand rubles. There is no need to spend money on a workplace; they have computers, roofs over their heads and the Internet. There is a possibility that the costs of stationery and communications (including the Internet) will have to be reimbursed, but this is much cheaper - 1.5 thousand rubles. Thus, the designer will cost 35.1 thousand rubles per month.

The calculation clearly demonstrates monthly savings of 39.9 thousand rubles, translated into a year - this is rounded 480 thousand rubles. Even if you have to spend more than the specified amounts on something, for example, installing the Internet, the employer’s benefit will still remain impressive.

Pros and cons of remote work

Despite the obvious savings, it is important to objectively assess the advantages and disadvantages of this type of cooperation.

Benefits for the employer:
— Reducing the cost of maintaining the workplace.
— Payment for actual results and hours worked.
— Savings on tax payments.
— The ability to retain a valuable employee during a crisis.
— Reduced costs for social benefits.
— There is no need to purchase and maintain office equipment.

Disadvantages for the employer:
— There is no way to quickly transfer the task that has arisen.
— Difficulties with control of work.
— Less team responsibility and collective influence.
— Risk of lowering the company’s authority among clients due to a virtual office.

Benefits for the employee:
— Ability to perform several jobs simultaneously.
- Free schedule.
— Reduced travel costs.
— Saving time on the road to work.
— Preserving space in a crisis.
— Possibility to do personal affairs in parallel with work (flexible employment).

Disadvantages for the employee:
- Unstable loading.
— There is no team spirit and belonging to society.
— The risk of ending up with an unscrupulous employer.
— Distribution of workplace content among employers (calculations).
- Distractions.
— Reduced guarantees from labor legislation.

As the analysis shows, a coin always has two sides and each person determines the most significant factors.

How HR can work with remote employees

In the absence of stable personal contact, the need to form a loyal attitude towards the company and work does not decrease. To do this, it is recommended to choose communication channels by telephone or via the Internet. Key goal: to constantly be in touch with a colleague so that he understands his value to the company and belonging to the corporate culture.

Homeworkers tend to be self-motivated and self-disciplined. At the same time, as noted above, they have enough reasons to be distracted. The ability to unite remote workers into working groups, the results of which are assessed based on team indicators, helps to cope with this problem. Thus, 2 issues are resolved: team spirit, communication with the team and involvement in the work process.

Working remotely requires a certain percentage of maternity employees. It is important for HR not to neglect building contact with this category of personnel. If the interaction is completely satisfactory for both parties, then there is a high chance of subsequently transferring the effective colleague to the office on a permanent basis.

Organize monthly or quarterly meetings, round tables, allowing you to share results and unite as a team.

No matter how attractive the prospect of remote work may be, it is important to act consciously, thinking through every step before making a decision. To understand how suitable it is for the company, start by hiring a small group of people and testing a new format of work for the company. After which you can try to develop the project and expand the remote staff.

It will not be surprising if after some time most companies switch to the considered format of cooperation, because in addition to savings, it has the effect of novelty, which opens up interesting prospects.

• Specialty of the Higher Attestation Commission of the Russian Federation08.00.05
• Number of pages 220

CHAPTER 1. Theoretical approaches to research 11-82 remote employment

1.1. Conceptual approaches to defining the conceptual apparatus 11-34, criteria for identifying remote employment and typology of its types

1.2. Main prerequisites and factors determining 34-73 processes of formation of distance employment

1.3. Stages of the spread of distance employment and its 74-82 scientific study

CHAPTER 2. The impact of distance employment on 83-124 functioning of the labor market

2.1. Scales and modern forms of remote work 83

2.2. Advantages and problematic consequences 98-115 of using distance employment for labor market subjects

2.3. Main directions in the mechanism for regulating 115-124 remote employment

CHAPTER 3. Formation and development of remote 125-187 employment in the Russian labor market

3.1. Distance employment in Russia: prerequisites 125-144 formation and stages of formation

3.2. Distribution of remote employment according to estimates of 145-175 researchers and managers of Russian enterprises

Recommended list of dissertations

• Development of remote forms of employment in the modern global economy 2011, Candidate of Economic Sciences Kvetnoy, Lev Matveevich

• Features of labor mediation based on modern information technologies 2004, Candidate of Economic Sciences Kamalova, Yulia Fedikhanovna

• Development of the labor market as a socio-economic system in modern Russia 2007, Candidate of Economic Sciences Shlyakhtova, Lyudmila Mikhailovna

• Regulation of innovative forms of social and labor relations in the modern economy 2013, Candidate of Economic Sciences Esipov, Andrey Sergeevich

• Regulation of informal labor employment in the Russian Federation 2012, Candidate of Economic Sciences Konobevtsev, Fedor Dmitrievich

Introduction of the dissertation (part of the abstract) on the topic “Distance employment in the Russian labor market: formation, development and regulatory mechanisms”

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• The concept of telework as a new form of personnel management in virtual organizations in Russia 2003, Candidate of Economic Sciences Libo, Marina Grigorievna

• Intra-company labor market: theory, methodology, analysis 2009, Doctor of Economics Esaulova, Irena Aleksandrovna

• Innovative-type employment: theory, research methodology, management 2008, Doctor of Economics Sankova, Larisa Viktorovna

• Development of organizational and economic mechanisms to promote the employment of people with disabilities 2013, Candidate of Economic Sciences Razinov, Anton Evgenievich

Conclusion of the dissertation on the topic “Economics and management of the national economy: theory of management of economic systems; macroeconomics; economics, organization and management of enterprises, industries, complexes; innovation management; regional economy; logistics; labor economics”, Ludanik, Marina Valerievna

List of references for dissertation research Candidate of Economic Sciences Ludanik, Marina Valerievna, 2006

Please note that the scientific texts presented above are posted for informational purposes only and were obtained through original dissertation text recognition (OCR). Therefore, they may contain errors associated with imperfect recognition algorithms. There are no such errors in the PDF files of dissertations and abstracts that we deliver.

Distance work for modern youth is a new form of employment, which became possible thanks to the development of information and digital technologies and the formation of an information and electronic society. The information and electronic society, notes J. Cook, predetermines the potential flexibility of everyday life and work of a modern person, contributes to its virtualization and flexibility. Today it is possible to create a workplace in many specialties in almost any place where there is the Internet or other modern communication resources. In fact, there is a gradual replacement of “real” employment mechanisms and practices with virtual analogues. D. Ivanov means by virtualization any replacement of reality with its simulation, not necessarily with the help of computer technology, but always with the use of the logic of virtual reality. This directly affects the specifics of social interactions, which become more flexible, cross-border and more rich in both content and visual terms.

Virtual space is currently being successfully mastered by almost all categories of the population, which is due to both its relative accessibility, information richness, visual appeal, and the possibility of carrying out very real social interactions and building sustainable communication connections. As a result, if five years ago a person living on the Internet was either significantly more educated than the average Russian, or significantly younger, now the whole difference is that children are on VKontakte, and parents are on Odnoklassniki. The slightly more educated communicate on Facebook, while the older generation communicates on LiveJournal, but these are all minor differences. For many teenagers and young adults, the real and virtual worlds have become identical. According to statistics, more than 90% of teenagers have access to the Internet and spend most of their time in the virtual space. Among young people aged 18-24, according to sociological research by the Public Opinion Foundation (2011), this figure is 83%. Therefore, remote employment, which is characterized by virtuality, is easy for them to learn - they know all the tools for its technical implementation.

This is due to the fact that young people, being the most mobile socio-demographic group, are characterized by a high degree of receptivity to various innovations and a desire for everything new. Young people have a special set of sociocultural characteristics, as well as value, generational, and age characteristics that distinguish this group from younger (children) and older (adults) age groups. Accordingly, young people, in large part, have a level of mobility, intellectual activity and health that distinguishes them favorably from other groups of the population.

Young people are the first to master new information technologies, gadgets, electronic services (for example, Wi-Fi, IT telephony, WebMoney, Skype) and the possibilities of their use in everyday life, incl. and in the field of employment. For example, according to the results of our surveys of young people in 2011-2012 (N = 24; Grigorieva O.A., Zaitsev D.V., Pravkina Ya.Yu., Shcheblanova V.V.) everyone is interested in innovations in the communication sphere, if possible strive to acquire new means of communication and work (including remote work), noting that it is not only fashionable, modern, but also convenient (for example, iPod, iPhone, TouchPad, products with Touchscreen and Multitouch technologies). Resources for remote employment, implemented specifically through electronic innovations, are of interest to young people due to flexible work schedules and the opportunity to work for foreign companies.

The post-industrial (information) society expands the very space of human employment, and at certain moments makes its boundaries “transparent”. Employment based on information and digital technologies (distance employment) is becoming transnational, potentially globalized. The spread of new forms of professional activity and types of its implementation has essentially been the main trend in the development of social and labor relations since the 1980s. The specific forms of this innovativeness in employment depend on the factors that determine them. Thus, the transition to an information-digital society, which continues to take shape at the intersection of changes in communication technologies and in the motivation of people’s work behavior, causes significant transformations in labor relations, namely, the emergence of “distance relationships” between the employer and his employees, which are part of the decentralization process labor activity in time and space, that is, the process of forming a polymorphic, flexible, virtual labor market.

In our opinion, from a sociological point of view, this is a factor in the change in the social and gender structure of the population engaged in traditional labor, the emergence of fundamentally new groups of workers (for example, freelancers), the transformation of their social statuses, the functions of social institutions, and in general - the spread of labor virtualization trends human activity.

In the world, the number of remotely employed people is increasing every year, for example: in Europe in 1997 there were more than 2 million people, and in 2005 there were already 27 million people. By 2014, telecommuting is projected to increase to about a third of employed Europeans and to 20% of Americans. In European countries, according to statistics from the British Institute of Personnel Development, today the share of potential teleworkers ranges from 10 to 22% of the total workforce (according to research by the Chartered Institute of Personnel and Development (CIPD, http://www.cipd.co.uk )). In developed countries, electronic labor exchanges are actively being formed. The social value of the new form of social and labor practices is determined by the potential inherent in it to satisfy a number of needs of society and solve a complex of societal problems. First of all, these are problems associated with employing the younger generation, reducing the unemployment rate, and ensuring employment (including temporary, occasional) for a significant number of members of society.

In Russia, until now, remote forms of employment have not attracted close attention from researchers and practitioners, as in developed countries (Nilles J. (Nilles Jack M.), Kinsman F. (Kinsman Francis), Gordon G. (Gordon Gil)). Analysis of domestic literature on the problem of distance employment, e.g. Veremeiko Yu. (n new forms of labor relations); Kostryukova N. (development of atypical types of employment in the scientific field, telecommuting); Ludanik M. (regulation of distance employment); Merkulov M. (remote staff); Rudenko G., Merko A. (globalization and remote (virtual) employment); Sankova L. (contradictions and trends in innovation-type employment); Chernukhin V. (remote work, virtualization of workplaces) shows the lack of fundamental scientific works on this problem. In fact, there are no studies analyzing the social aspects of remote employment, potential ways of organizing it, and, moreover, there is often a replacement of remote employment with home work, which is not legal. Home work can act as an organic structural part of the key concept, provided that it is implemented on the basis and using modern information and electronic resources and tools.

Among Russian specialists and practitioners, there has not been a holistic understanding of the concept of remote employment, as evidenced by the lack of a clear definition of this concept. The sources use various terms: remote work, telework, remote work, freelancing, electronic homeworking. Today, one can find dozens of interpretations of the phenomenon of remote employment, the meaning of which is popularized only as a kind of “home office” or even as a pseudo activity (for example, Kolosova R., Vasilyuk T., Merkulov M., Motsnaya O). The concept of “remote work” means performing job duties not in the company’s office premises, but where it is convenient for the employee to perform them: at home, in another city and even in another country. The English term “teleworking”, in Russian sources, is translated as telework, when employees work from home, that is, they perform “remote work”. Remote work (synonyms: remote work, telework; variety: freelancing) is interpreted as a method of cooperation in which the employer and the employee (or the customer and the contractor) are at a distance from each other, transmitting and receiving technical specifications, labor results and payment using modern means of communication (initially - telephone, fax, postal messages, nowadays - mainly the Internet). However, there is no definition of remote employment in Russian legislation. In our opinion, remote employment is a special form of labor organization, the process of performing labor activities outside the traditional workplace in order to satisfy individual, social and societal needs, generate income using information and digital means of communication (for example, fax, IP telephony, Internet).

Significant in this context are the words of D.A. Medvedev about the need to legislate the possibility of remote work, and that “it’s high time to do this, it’s right, because many people would like to work this way” (http://www.pravo. ru/news/view/48397/). However, in the modern Russian labor market this type of employment has already occupied its own special niche. Russian freelance exchanges have already existed for several years, a number of companies are creating a remote mode of professional activity for their employees (for example, in Russia: SGSEU Virtual University, DOMTEK, Yota, Vega-Tax, SladCo, CONTACT-PREMIUM, WorkleRU, PROPAGANDA, Moskomprivatbank, InterLabs). At the same time, the main cohort of remote workers are young people.

Today, Russian youth, according to the results of our research, consider remote employment more likely as an additional type of work activity, one of the forms of labor mobility (more than 75%). It was found that, in the opinion of young people, mastery of remote social and labor practices allows a person to choose the type of activity, the organization with which they want to work, the manager/customer, and the place for the activity itself. This increases its value for young people, which is confirmed by the research of Yu. Khairullina. The mass surveys she conducted (1997-2002, Republic of Tatarstan) showed that the leading values ​​in the world of work the majority of young respondents mentioned good earnings (67%) and interesting nature of the work (41%). Convenient working hours and ample vacation were of secondary importance (13%). Value orientations associated with the meaningful aspects of work are even less significant: the possibility of self-realization and independence in work “gained” 8% each (in the FOM study - more than 40%), communication (7%), the same number of opportunities for promotion and job suitability specialties – 5%. At the same time, according to the results of our youth surveys (Volga Federal District, 2010-2011, N=58), it was found that a good income also occupies a leading place in the structure of respondents’ values ​​(85%). A third of respondents agree that work must be interesting (31%). Only 11% consider the opportunity for self-realization within the profession, the need (importance) of career growth is considered by 22% of young people, and 3% consider it optional to match the existing specialty with work activity. As we see, there are no fundamental differences between the empirical data obtained in the Republic of Tatarstan and in Russia. The trends are similar.

Despite the advantages, while distance social and labor practices, in most cases, are implemented sporadically (as a part-time job), they allow you to obtain an additional source of income, the opportunity to realize yourself, and increase individual competitiveness in the domestic and foreign labor markets. In general, the specifics of organizing remote social and labor relations fit into the value ideas about the employment of the Russian population. For example, according to the results of a survey of the population “The Value of Labor and Labor Values” in 100 settlements of the Russian Federation, conducted by the FOM in 2003, the availability of a social package and opportunities for career growth are not of significant importance for workers (1% of respondents). In the context of remote employment, often these characteristics of social and labor activity are not updated, and the employee deliberately accepts the absence of these “options”, believing that the pool of advantages of telework outweighs them.

Remote employment today organically fits into the structure of global trends in the world of work. In fact, labor has become a global resource, as thanks to the Internet, labor mobility increases sharply, and the labor market crosses national borders (transborder, transcendental trend). There is no doubt that a high degree of mobility is inherent in the majority of young people. Young people are the first to master and act as the main consumers of new technologies, gadgets, services (including Wi-Fi, Skype, IP telephony), which are actually the communication base for virtual employment. At the same time, popular areas of employment realized through modern means of communication (the so-called “wires”) are, for example: design and multimedia, Web design (including development of web applications, websites), education, programming , dispatching, text editing, provision of contact center operator services, optimization of information content.

However, there is no talk yet about professional growth, acquiring new professional skills and knowledge. Our 2011 survey of Saratov employers - representatives of the fields of education, finance, social services, and services (N=7) showed that they do not consider young people as candidates for remote employment. To do this, in their opinion, a certain degree of trust must appear between the manager and the employee. At the same time, managers do not yet see any means of monitoring the quality of an employee’s activities outside the office or institution. However, comparative studies by D. Nills in the field of those employed through Internet technologies and “ordinary” workers ( Error! Invalid hyperlink object.) confirmed the effectiveness of remote work (labor productivity and quality of work did not decrease, and were often higher than in a traditional office organization). Accordingly, in the near future it will be possible to observe an expansion of the space of telework, as a new form of employment, under the influence of socio-economic, psychological and socio-cultural factors. This development of events is confirmed by data from the Avaya Media Relations study “Flexible Working in Europe and Russia” (sample of 3,000 employees in Europe and Russia, 2008). It was found that: more than 90% of employees would like to have a flexible work schedule; every sixth company provides the opportunity to work on a flexible schedule; a third of top managers consider flexible working conditions and technologies as a resource for increasing competitiveness at the international level; 44% of employees are confident that companies that do not offer flexible working hours have outdated personnel and organizational policies; every third employee thinks that employers have technologies for organizing flexible work, but they prefer not to use them; 31% of the working population, if possible, would certainly change jobs in order to have a flexible work schedule (other factors being equal).

At the same time, a significant proportion of employees who consider flexible work schedules, telework, and remote employment to be a good thing can be considered as one of the risk factors for the sustainability of companies. This is due to the fact that, in fact, company management puts some workers (the minority) in a privileged position, for whom conditions have been created for working on a flexible schedule, while for others (the majority) this is not available. This process, according to Avaya Media Relations, leads not only to the loss of competitive advantages, but also to a serious decrease in the loyalty of productive employees. And also, we add, it stimulates the development of social inequality, discrimination, and the growth of social tension in organizations.

It is interesting that in line with the interpretative sociological tradition, with Today, and, above all, in Russia, in third world countries, a person who has an information and digital communication resource for remote work can be perceived by those who do not have it as “possessing value.” Moreover, this value is instrumental rather than existential (according to V. Atayan) . Having a virtual workplace and the ability to use it to generate income is perceived as privileged employment. Accordingly, the social status of a virtual worker increases, and he can be considered as a person with secret knowledge that is not accessible to everyone. This is justified, if we are aimed at receiving a relatively high income, then we must make certain efforts to master the body of knowledge, professional skills and abilities that are in demand in the virtual space, and which can also be implemented remotely in a commercial way. In this case, the value of knowledge itself is revealed (according to M. Scheler). As a result, remote work increases the degree of social mobility of a person, helps to equalize his life chances, and mitigates social inequality.

This is especially true for young people. They are, in my opinion S. Frith, specific unemployed, a special category in the labor market. This is due to social construction, with the specific attitude of society itself towards them. Youth is constructed as a special role, structural position or institution by market forces, government policy, business and other conditions. The reason for this societal attitude is the lack of experience, abilities, professional skills, professional knowledge and skills among young people necessary for effective social and labor activity. In this situation, distance employment contributes to the implementation of the social function of professional socialization of young people and their professional adaptation. Virtual employment allows you to gain primary knowledge about actual, real social and labor relations, their regulation, and the mechanisms of interaction between employee and manager, customer and contractor. At the same time, the remote mode (without personal contact) of such interaction is to a certain extent gentle for young people. Moreover, on the Internet there are many valuable resources that perform mentoring and educational functions, revealing the specifics of remote work, which is new for many, and the problems of its organization (for example, www.aton.ru, www.bcs.ru, www.finam.ru , www.freelance.ru, freelance-school.ru). In addition, the community of freelancers (“free workers”) also “lends its shoulder” to new teleworkers (for example, www.freelancing-help.ru, www.freelancing-1c.ru/, www.simonela.at.ua/index/ frilans, www.kadrof.ru, www.zarabotoktut.clan.su, www.earnonline.ucoz.ru).

Thus, analysis of the phenomenon of remote work in the context of employment of modern youth allows us to consider it as an innovation for Russian society. In many ways, distance work, being one of the priorities in the axiological structure of young people, determines the need for personal and professional development and self-improvement. Expanding the space of social and labor relations based on distance promotes the development of innovative trends in employment, which confirms the practical significance of this article. Taking into account the novelty of this phenomenon, consideration of distance employment, its sociocultural and virtual aspects allows for an increase in theoretical knowledge in the field of sociology of labor, modern sociology of social institutions and processes. Virtualization of employment contributes to the implementation of a complex of societal functions, from ensuring the accessibility of social and labor practices, increasing the efficiency of the activities of employees and freelancers, to mitigating social discrimination and social inequality. Distance work as a new form of youth employment is one of the conditions for the genesis of modernization processes in Russian society.

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