Teletrabalho à luz da crise do SARS-COV-2 : o novo (a)normal?
Miniatura indisponível
Data
2023
Autores
Título da revista
ISSN da revista
Título do Volume
Editora
Resumo
Entendemos o teletrabalho como qualquer forma de prestação de trabalho subordinado praticado à distância, fora de local designado pela entidade empregadora, através do recurso a tecnologias de informação e comunicação instantânea. Originário na década de 70, a verdade é que este nunca se assumiu como forma preferencial para prestação de labor por descrença e ceticismo de toda a comunidade laboral.
A qualificação do teletrabalho como mais-valia para os trabalhadores está relacionada, no nosso entender, com as competências pessoais e com as condições sociofamiliares de cada um. Somente casuisticamente poderemos concluir, por exemplo, acerca da possibilidade de melhor conciliação da vida privada com a profissional, ou da maior produtividade individual.
Apesar de ser prestada à distância, a atividade do teletrabalhador é, da mesma forma, subordinada, na medida em que, desde salvaguardado, sobretudo, o seu direito à privacidade e a reserva da sua vida íntima, a mesma poderá ser alvo de controlo por parte da chefia, através das novas tecnologias de informação e comunicação.
A limitação e o controlo dos tempos de trabalho consagram-se enquanto direito e dever fundamental dos trabalhadores. Nesse sentido, surge o direito à desconexão que faz referência ao dever, dirigido à entidade patronal, de se abster de contactar o trabalhador fora do seu horário de trabalho e, seguidamente, aborda o direito que o trabalhador tem em descansar e afastar-se da sua vida profissional.
W e understand telework as any form of provision of subordinated work carried out at a distance, outside a place designated by the employer, using instantaneous information and communication technologies. Originating in the 70's, the truth is that it was never assumed as a prefer ential way of providing work due to the disbelief and scepticism of the whole labour community. The qualification of telework as an advantage for workers is related, in our understanding, with the personal skills and socio family conditions of each one. Only on a case by case basis can we conclude, for example, on the possibility of a better concilia tion of private and professional life, or of greater individual productivity. Despite being provided at a distance, the teleworker's activity is also subordinated in that, as long as his or her right to privacy is safeguarded, it may be subject to control by the manager, using new information and communication technologies. The limitation and control of working hours is established as a fundamental right and duty of workers. In this sense, there is the right to disconnection, which refers to the employer's duty to refrain from contacting the worker outside working hours and then addresses the worker's right to rest and to withdraw f rom his or her professional life.
W e understand telework as any form of provision of subordinated work carried out at a distance, outside a place designated by the employer, using instantaneous information and communication technologies. Originating in the 70's, the truth is that it was never assumed as a prefer ential way of providing work due to the disbelief and scepticism of the whole labour community. The qualification of telework as an advantage for workers is related, in our understanding, with the personal skills and socio family conditions of each one. Only on a case by case basis can we conclude, for example, on the possibility of a better concilia tion of private and professional life, or of greater individual productivity. Despite being provided at a distance, the teleworker's activity is also subordinated in that, as long as his or her right to privacy is safeguarded, it may be subject to control by the manager, using new information and communication technologies. The limitation and control of working hours is established as a fundamental right and duty of workers. In this sense, there is the right to disconnection, which refers to the employer's duty to refrain from contacting the worker outside working hours and then addresses the worker's right to rest and to withdraw f rom his or her professional life.
Descrição
Orientação: António Monteiro Fernandes, Carolina de Freitas e Silva
Palavras-chave
MESTRADO EM DIREITO, DIREITO, LAW, TELETRABALHO, TELEWORK, PRIVACIDADE, PRIVACY, REGIMES ESPECIAIS DE TRABALHO, FLEXIBLE WORKING, DIREITO DO TRABALHO, LABOUR LAW