[vc_row][vc_column][advice_text_block font_weight=”500″ font_size=”20px” line_height=”36px” css=”.vc_custom_1531245847023{margin-bottom: 34px !important;}”]La conciliazione dei tempi di vita e lavoro è maggiormente sentita e necessaria per le famiglie che devono quotidianamente organizzare la vita familiare in funzione ai tempi, alle scadenze ed alle esigenze di familiari con disabilità.[/advice_text_block][vc_column_text]Achieving a life-work balance is particularly difficult and necessary for families whose family life revolves around the needs of family members with disabilities.
The need to care and provide assistance for disabled family members, even more pressing when those in need are children, often conflicts with work performance outside the home, leading one of the parents to leave their job, and that parent is almost always the mother, the woman. In situations which are already difficult per se, employers can contribute to the well-being of employees and their families by facilitating and encouraging smart work solutions. Alternating the presence of the parents at home allows each of them to work without being penalized and to engage in their professional activities without restrictions, enjoying equal opportunities. And for workers who have two children with disabilities in their family unit, Camì Srl, a leading company in IT solutions for large retailers from Como, has created a smart working agreement that allows workers to reconcile caring for their children with their own working needs and those of their spouse. The nature of the working method, characterized by the use of cutting-edge technology, allows the worker to perform their duties off the company premises and, within the limits of reasonableness imposed by Law 81/2017, wherever family commitments require their presence. While Camì Srl and the worker had initially evaluated the possibility of resorting to telework, the limitations imposed by regulations conflicted with the need for flexibility that the worker’s specific family situation required.
Smart working must therefore be understood not only as a relocation of work but as a tool to support workers in their family care needs. The company, on the other hand, will be able to count on the loyalty of the worker and on the quality of their work, and to compare results with the goals set.
Therefore, having also resolved the problem of fixed working hours, and making it possible to achieve objectives by organizing the time dedicated to work in a different way and ensuring presence at a workstation (albeit at home), workers can support their children without having to reduce and/or penalize their working performance and, consequently, also their career.
Furthermore, it should not be underestimated that smart working is a tool aimed at significantly reducing the phenomenon of absenteeism and the use of permits which are unexpected, unplanned or unplannable, with their consequent impact on work organization.
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