However, the new scenario imposed by the COVID 19 emergency represents a great opportunity for public safety organizations and MEMBERS, especially in the face of new government measures that do not allow physical proximity. Thus, a better understanding of the phenomenon could promote the dissemination of the modality of remote work, which could be associated with the creation and implementation of innovative digital methods as well as innovative management structures and processes (. B for example, Bondarouk and Brewster, 2016). In addition, the individual`s intention to work remotely in the future is also influenced by his or her attitude towards remote work, and this appears to be consistent with previous studies that examine the role of attitration factors in the influence of individual decisions on the telecommute (. B for example, Mokhtarian and Solomon, 1997). de Menezes, L.M., Kelliher, C. (2011). Flexible work and performance: a systematic verification of the evidence of a business case. International Journal of Management Reviews, 13 (4), 452-474, all this occurred in the midst of an unprecedented systemic crisis that disrupted the real economy and reshaped the balance of power in the threads of the global value chain, creating unprecedented pitfalls on the way to work. On 1 March 2020, the President of the Council of Ministers adopted, as part of the measures taken by the Italian government to contain and manage the epidemiological situation of COVID-19, a decree on access to intelligent health and safety, also confirmed by the decree of 4 March 2020. As indicated in the Prime Minister`s Decree of March 11, 2020, organizations were recommended to use the broadest methods of intervention for activities that could be carried out at home or remotely.

According to the same decree, “agile Semanic work” (or intelligent work) is a mode of execution of subordinate working relationships characterized by the absence of time or spatial constraints, as well as an organization in phases, cycles and objectives, established by an agreement between the employee and the employer. It is a way that helps workers balance life and working time while promoting the growth of their own productivity. The definition of intelligent work, provided for by Italian law 81/2017, focuses on organizational flexibility, on the voluntary nature of the parties who sign the individual agreement and on the use of devices that allow remote work (p.B laptops, tablets and smartphones). Employers who quickly put employees in remote work situations must complete self-certification forms for each employee who works remotely/flexiblely and download these forms from the Cliclavoro website. Employers face fines of up to 500 euros for each worker if they do not.