미국 내 재택근무의 현황과 시사점

Despite the increasing number of flexible work systems such as telecommuting in Korea due to COVID-19, there are no legal grounds to regulate the working conditions such as wages and working hours, industrial accidents, and industrial safety. Therefore, since the telecommuting is not a traditional working method that provides work under the direction and supervision of employers, labor issues are arising. On the other hand, the United States systematically implements telecommuting in the public and private sectors based on the the Telework Enhancement Act of 2010. The Telework Promotion Act of 2010 establishes working hours, extended work, industrial accidents, or industrial safety by preparing the 2021 Guide to Telework and Remote Work in the Federal Government In terms of comparative law of telework in Korea, this paper can confirm the following implications. First, in the United States, it is mandatory for both employees and managers to participate in and complete telework education programs before signing the telecommuting contract between employees and managers. Second, the telework in the United States is implemented by signing the telecommuting contract between employees and managers, and the reasons for termination are clearly defined in the documents to limit or exclude those eligible for telework. Third, the United States gives the benefits to working conditions for telework and allows flexible use of working hours. For example, employees can be classified according to telecwork or telework contracts to determine and designate formal workplaces on a case-by-case basis, while the vacation and work schedules can be adjusted according to employees' telework contracts based on telework policies. Fourth, the United States is seeking to switch from telework to remote work. Fifth, the United States guarantees the safety of employees by applying the employees' Compensation Act and using safety checks in relation to industrial accidents and industrial safety.