Flexibility in Labor Relations

People's professional lives have constantly evolved since the end of the Twentieth Century. Professional careers are constructed by working in different companies with workloads according to the cycles of workers lifetimes and their personal circumstances. Labor relations admit different types of conditions, affecting, at certain times, all workers or concrete ones.

PART-TIME: People work fewer hours than the full-time workload established by law

SHARED WORKLOAD: Conditions in which two or more part-time workers share the work and responsibilities of a full-time work position

GRADUAL RETIREMENT: Older workers can extend their working life in exchange of reduction of their daily workloads

EXTENDED WORK LEAVE: Employment conditions in which a person stops working for a period of time. Extended work leave can be voluntary or forced, but, in both cases, the worker stops receiving his or her salary during the extension of the leave. Within these extended work leaves, we might include sabbaticals, career breaks, extended leaves for family related reasons -such as caring for a dependent person-, and extended leaves specifically designed to train workers, among others.

TIME OFF WORK PERMITS: These are working situations in which a person stops working for a period of time for reasons stated by Law, or voluntarily with the consent of the company. In addition to maternity leave or illness permits, companies can also issue time off work permits for exams, family care, breastfeeding and personal matters.

BUSINESSES IN THE NUST NETWORK THAT INCLUDE FLEXIBILITY IN LABOR RELATIONS ARE:
Abacus - ABD - Social Rey Juan Carlos I - Ingeniería Set - Hotel Adiciona - Agbar - Assessoria Aledo - Ceva Logistics - Grup Sehrs - Hospital - Mercadona - Mere - Microsoft Ibérica - Microsoft Innovation Center (MIC Productivity) - Nestlè - OPS Neo - Park of Sea Health - Polycasa - Progess - QSL Cultural Services - Random House Mondadori - SGS Tecnos.