Alfredo Arzola, CEO of CLAUGTO; Atzayacatl Peñaloza, GeoExpansion Director at MERCER; Lizbeth Escalante, Wealth Director at MERCER; Claudia Rodríguez, Career Products Leader at MERCER; and Julieta Manzano, Commercial Director at MERCER.

In broad terms, all the aspects that HR leaders should consider in their agendas were discussed. Julieta Manzano, Commercial Director of Mercer, opened the presentation by commenting that in 2020, the world of work changed forever. Companies realized that many of their operations can function remotely; however, this situation implies a greater focus on certain areas: health, safety, well-being, continuity, resilience, financial stability, talent, and engagement.

Claudia Rodríguez shared with the attendees the responsibilities that companies have towards their employees regarding Telecommuting, as adjustments must be made, such as payment for electricity service (approximately $130 - $150) and internet ($192.50 approximately).

She commented that one of the biggest challenges of Telecommuting is that strong cultural changes are needed since there must be a way to manage the performance of a team. It was also explained that the decision to switch to Telecommuting mode implies that both the employee and the employer agree, so a change of contract is required.

Some of the points expected to be considered in general are:

Provide the tools and maintenance needed to carry out the work.

Pay and remunerate the work in a timely manner as agreed upon.

Provide the right to disconnect, meaning that telecommuting does not imply that the employee must be available at all times of the day.

Obligation to provide training and integrate into the company.

Atzayacatl Peñaloza, on the other hand, emphasized that when it comes to defining what situations are considered work accidents, we find ourselves in a gray area, so it is recommended that, from the legal standpoint, companies specify this part with exactitude.