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Abstract

ABSTRAK


Bagi seorang pekerja saat ini, waktu kerja tidak selalu berakhir ketika telah meninggalkan kantor. Pekerja dalam berbagai profesi kerap menerima komunikasi elektronik dari klien, kolega dan pimpinannya sepanjang waktu, termasuk pada akhir pekan maupun hari libur. Walaupun pekerja secara fisik telah meninggalkan kantor, namun tidak serta merta pekerja turut meninggalkan pekerjaannya. Pandemi Covid-19 turut kembali menguatnya keterhubungan pekerja dengan serangkaian instruksi pengusaha. Hal ini sesungguhnya telah mencederai hak dasar pekerja, bahkan merusak iklim ketenagakerjaan yang berorientasi pada keseimbangan kehidupan pribadi dan pekerjaan. Right to disconnect dapat menjadi salah satu alternatif yang dapat diadopsi sebagai solusi dini. Tiga nilai utama Right to Disconnect adalah: (1) ) hak pekerja untuk tidak melakukan pekerjaan di luar jam kerja normal; (2) hak untuk tidak menanggung akibat negatif karena melakukannya dan (3) kewajiban pihak lain untuk menghormati right to disconnect. Metode penelitian yang digunakan adalah yuridis normatif dengan pendekatan undang-undang, kasus, analitis dan perbandingan. Ditemukan kesesuaian kebijakan Right to Disconnect yang diberlakukan oleh Perancis, khususnya mengenai serikat pekerja, peraturan perusahaan serta sanksi.
Kata kunci: hak digital; jam kerja; right to disconnect.


ABSTRACT


For current employees, working time does not always end when they leave their office. Employees from various professions often receive electronic communications from clients, colleagues and bosses all the time, including on weekends and holidays. Even though the employee has physically left the office, it does not mean the employee leave their job. The Covid-19 pandemic has also strengthened the relationship between employees and a series of employer instructions. This actually has violated the basic rights of employees, and even damaged the workforce climate which is oriented towards the balance of personal life and work. Right to disconnect can be an alternative that can be adopted as an early solution. The three main values of Right to Disconnect are: (1) the right of workers not to work outside normal working hours; (2) the right not to endure negative consequences for doing it and (3) the obligation of other parties to respect the right to disconnect. The research method used was juridical normative with a statute approach, case approach, analytical approach, and comparative approach. It was found that the suitability of the Right to Disconnect policy imposed by France, particularly regarding labor unions, company regulations and sanctions.
Keywords: digital right; right to disconnect; work hours

Keywords

hak digital right to disconnect jam kerja

Article Details

How to Cite
Rifqi Noval, S. M. (2022). EVOLUSI HAK PEKERJA DI ERA DIGITAL: PRAWACANA RIGHT TO DISCONNECT DI INDONESIA. Jurnal Bina Mulia Hukum, 6(2), 234-253. https://doi.org/10.23920/jbmh.v6i2.637

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