work format, there is less opportunity to control and direct employees during the working day: "But this only becomes a problem if you try to use old, or to be more precise, outdated management methods based primarily on forced motivation, fear of getting a fine or even losing a job. In the new conditions, management methods based on positive motivation and uniting a team interested in the overall result work well." Libby Rodney is also convinced that the desire of managers to adhere to conservative management methods is a strategy that will not lead to anything good: discouraging vacations, encouraging overtime and requiring presence in the office, according to the expert, is an outdated model.
"There may be another uae whatsapp resourcetalent war, where the companies that prioritize Generation Z and millennials and value work-life balance will win," Rodney sums up. Vahe Zakaryan, head of the Gem Space super app development team, agrees that the system will change to meet the needs of new generations: "Millennials and Zoomers were the first to face the massive transition to remote work and witnessed the formation of this culture in society. They also came face to face with the imperfections of the existing system, so they use their own experience and trial and error to customize and optimize it for their needs. What now looks like a violation of work schedules or irresponsibility may eventually become the norm." The expert is confident that the total control that employers have become accustomed to in the era of ubiquitous office work is not a guarantee of success or high results, because even while sitting in offices, employees often found a way to relax by simulating busyness.
Russian labor legislation is initially much more lenient in the matter of vacations. For example, in the US, private companies are not required, although they can, to provide their employees with paid or unpaid vacation. On average, after a year of work in one company, an employee has the opportunity to take about 10 vacation days per year - but everything depends on the company itself. In Russia, companies are required to provide 28 calendar days of paid vacation, and non-working holidays cannot be included in this.
This is largely why Russian employees resort to "silent vacation" relatively less often - many simply do not have such an urgent need for it. Raisa Donskaya clarifies that in our country there is another important factor that contributes to this: "Vacation culture is part of Russian corporate culture. In addition, we have New Year's holidays - and this is 10 days of rest, then May holidays, which are also almost genetically encoded in our genes. That is, we get almost 20 days of vacation per year, in addition to the planned vacation of each employee. And, of course, I personally really like this tradition."
At the same time, Russian legislation does not regulate the need to be at home when working remotely. According to Article 312.4 of the Labor Code of the Russian Federation, a remote worker has the right to independently set his or her working hours, but only if otherwise is not provided for by his or her employment contract and the company's policy. Although even here, everything is not so simple, says Georgy Mzhavanadze, partner and co-head of the Labor and Migration Law practice at the law firm Melling, Voitishkin and Partners: "Most often, the employment contract still specifies what time the remote worker's working day begins and ends and when he or she must be in touch. Accordingly, if he or she lies on the beach during working hours and does not work, then he or she can be given a warning or reprimand for this. And for repeated violations, the employee can be fired."