by complying with their requests about the place they work from. On the other hand, remote work is sometimes ground for the rise of anarchist feelings, always brewing under the surface, with the badly hidden aspiration of mid or high - level employees to be free from the instructions and directions given by their senior managers and to acquire significant autonomy in decision - making. If anything, in this context, the finalization of individual contracts is highly complex, as they must ensure pursuance of objective and unbiased goals set by the public administration, along with the achievement of public interest12. This requires that controls be objective, or at least less discretionary than the ones carried out by companies, because trust informs work relationships in the public administration to a lesser extent than in companies and in the former there are stronger and more stable requirements that employees’ behaviour be standardized, at least in order to ensure equal treatment. Some jobs have long been able to be done from abroad. With no material technical difficulties, employees based in different States can do their job under employment contracts, to the full satisfaction of the companies they work for, which sometimes do not even know and do not even care to know where their workers are and whether they live in same Country where the company is headquartered. Remote work and its success make our workers perhaps freer (or, at least, convinced of being freer), but certainly more alone, deprived of the human experience connected to their work at the company and immersed in telecommunication contacts, which, at least to fossils like I am, seem a little pitiful, in a flood of e - mails, data, summary news, which make it difficult to understand their thread and ultimate sense. If these considerations, which are unprovable and go against the favourable reception by the doctrine13, are accepted, it follows that remote work has lowered cohesion, culture and the ability to give a personal interpretation of the actions of trade unions and of the public administration, and has fostered isolation and subservience to the point of view imposed by the employer, to the detriment of freedom, at least in companies. In Italy, remote work shifts the importance of individual contracts to a side that was before, but little considered, that is to say towards the organization and the job specifications, with bargaining set between the company and an individual worker, in search for personal balance, with all related pitfalls, including poor 12 See: Zilli, Il lavoro agile nella pubblica amministrazione 4.0, in Aa. Vv., La nuova frontiera del lavoro: autonomo, agile, occasionale, edited by D. Garofalo, Adapt university press, Bergamo, 2018, 356 ff.. 13 See: Timellini, In che modo oggi il lavoro è smart? Sulla definizione di lavoro agile?, in Lav. giur., 2018, 230 ff.. 103 “WORKATION” AND THE EMPLOYMENT RELATIONSHIP
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