副教授chris f wright在对话中写道，可用性的下降导致了大量的无薪加班，这“让工人从正常工作日的工作中获得了正常工作日工资”。 chris f wright副教授澳大利亚工人一旦下班，就有权与工作场所断开联系。 推动这一变革的绿党参议员barbara pocock表示，这将“使工人能够在下班后无视（雇主）的工作电话和电子邮件，因为这些要求是不合理的”。 上周，参议院委员会审查了《公平工作法》的“堵塞漏洞”修正案，建议引入断开连接的权利，以支持“对工作场所的接触和可用性提出明确的期望”。 周三，阿尔巴尼亚政府表示支持修正案。 为什么需要断开连接的权利去年，参议院工作和护理特别委员会提请人们注意“可用性蠕变”，即员工越来越多地被期望在工作时间之外完成工作。 智能手机使经理更容易随时与员工联系。 新冠肺炎大流行期间向远程工作的转变导致工作和个人生活之间的界限进一步瓦解。 根据未来工作中心2022年的一份报告，71%的受访员工在计划工作时间之外工作，通常是由于过度工作或管理人员的压力。 这导致约三分之一的受访员工疲劳、压力或焦虑加剧，超过四分之一的员工人际关系和个人生活中断，约五分之一的人工作动机和满意度下降。 下班后被雇主联系会增加工人的压力。 图片：adobestockparliament的调查强调了在预定时间外工作对身心健康、生产力和人员流动的负面影响。 可用性的攀升导致了大量的无薪加班，这“让工人们为了一天的工资而放弃了一天的工作”。 对某些工人群体的影响尤其严重。 那些签订不安全合同的人缺乏抵御可用性攀升的能力。 那些负有无偿护理责任的人可能会经历强化的工作/生活平衡。 “名册正义”断开连接的权利为这些挑战提供了解决方案。 参议院工作和护理特别委员会发现，这一权利可以通过赋予工人更多的工作时间确定性，为他们提供“名册正义”。 欧洲、亚洲、北美和南美的许多国家已经制定了法律或法规，限制雇主在工作时间以外与工人联系。 目前在澳大利亚运作的至少56项企业协议提供了断开连接的权利。 其中包括教师、警察以及各种银行和金融机构的协议。 劳资关系部长托尼·伯克表示，中断立法的权利将为雇主提供“合理的理由”，让他们在工作时间之外与员工联系。 这可能包括打电话给员工，看看他们是否能胜任一个轮班。 如果带有现有断开连接权条款的企业协议是一个迹象，那么公平工作委员会可能会被要求确定工作时间以外的哪些接触被认为是“合理的”。 考虑到委员会被要求对就业法其他领域的“合理”做出裁决的悠久传统，这种做法似乎是明智的。 tonyburke表示，如果雇主“不合理”地期望员工在正常工作时间之外从事无薪工作，委员会可能有权实施“停止令”，并可能处以罚款，以阻止雇主在工作时间之外联系员工。 包括教师和警察代表在内的工会支持断开联系的权利。 根据澳大利亚警察联合会的说法：警察不仅要看到创伤，处理家人的创伤，处理同事的创伤，必须进行调查，必须上法庭，并引起媒体的关注，而且他们还必须回家处理家人[…]断开联系的权利给了这些警察一点喘息的空间。 就业法专家和人力资源专家也认为，鉴于可用性蠕变对工人福祉的负面影响，有充分的理由支持这一权利。 雇主协会不那么支持。 澳大利亚工商会（acci）在最近的一次参议院调查中表示，断开连接的权利将是“一种生硬的工具，弊大于利，包括对员工而言”。 他们声称，如果不再允许在正常工作时间以外的时间接触，雇主将不太愿意接受员工在正常工作期间提出的灵活工作安排的要求。 香蕉共和国？acci首席执行官安德鲁·麦克凯拉表示，断开连接的权利将是“澳大利亚成为香蕉共和国的最后一步”。 但必须记住，工人实际上有权在智能手机出现之前断开连接。 现在技术已经侵蚀了工作和家庭之间曾经牢固的界限，这种保护需要明确。 随着工作性质和雇主做法的变化，就业法规必须做出相应的回应。 有权断开连接以保护工人免受雇主侵犯他们的自由时间是一种必要的回应。 克里斯f。 赖特是悉尼大学商学院工作与组织研究副教授。 这篇文章最初出现在对话中。 披露声明chris f。 赖特获得了澳大利亚研究委员会、加拿大社会科学和人文研究委员会、国际劳工组织、澳大利亚和新南威尔士州政府以及各种商业和工会组织的资助。availability creep has led to significant unpaid overtime which “takes workers away from a fair days work for a fair days pay“, writes associate professor chris f wright for the conversation.associate professor chris f wrightaustralian workers are set to have the right to disconnect from their workplaces once they clock off for the day.this will “empower workers to ignore work calls and emails after hours [from their employers], where those demands are unreasonable”, according to greens senator barbara pocock who has been driving the change.last week, the senate committee reviewing the “closing loopholes” amendments to the fair work act recommended introducing a right to disconnect to support “the development of clear expectations about contact and availability in workplaces”. on wednesday, the albanese government indicated it supported the amendment.why a right to disconnect is neededlast year, the senate select committee on work and care drew attention to “availability creep” where employees are increasingly expected to complete work outside of work hours.smartphones have made it easier for managers to contact workers any time. the shift to remote working during the covid pandemic caused the boundaries between work and personal life to disintegrate further.according to a 2022 report by the centre for future work, 71% of workers surveyed had worked outside their scheduled work hours often due to overwork or pressure from managers.this led to increased tiredness, stress or anxiety for about one-third of workers surveyed, disrupted relationships and personal lives for more than one-quarter, and lower job motivation and satisfaction for around one-fifth.being contacted by employers after hours can increase workers’ stress levels. pictures: adobe stockparliamentary inquiries have highlighted the negative consequences of working outside scheduled hours for mental and physical health, productivity and turnover.availability creep has led to significant unpaid overtime which “takes workers away from a fair day’s work for a fair day’s pay”.the impacts are especially acute for certain groups of workers. those on insecure contracts lack the power to resist availability creep. those with unpaid care responsibilities are likely to experience intensified work/life balance.“roster justice”the right to disconnect provides a solution to these challenges. the senate select committee on work and care found such a right can provide workers with “roster justice” by giving more certainty over their working hours.many countries in europe, asia, north america and south america have already established laws or regulations limiting employers contacting workers outside work hours.at least 56 enterprise agreements currently operating in australia provide a right to disconnect. this includes agreements covering teachers, police officers and various banks and financial institutions.industrial relations minister tony burke has indicated the right to disconnect legislation will provide employers with “reasonable grounds” to contact their employees outside work hours. this might include calling employees to see if they can fill a shift.if enterprise agreements with existing right to disconnect clauses are an indication, the fair work commission will probably be asked to determine what contact outside of work hours is deemed “reasonable”. this approach seems sensible given the long tradition of the commission being asked to rule on what’s “reasonable” in other areas of employment law.if an employer “unreasonably” expects employees to perform unpaid work outside of normal hours the commission may be empowered to impose a “stop order” — and potentially fines — to prevent the employer from contacting employees outside hours according to tony burke.unions including those representing teachers and police officers support a right to disconnect. according to the police federation of australia:not only do the police see that trauma, deal with the families’ trauma, deal with their colleagues’ trauma, have to investigate, have to go to court, and get media attention but they also have to go home and deal with their families […] the right to disconnect gives those officers that little bit of breathing space.employment law experts and human resource specialists also believe there is a strong case for such a right given the negative impacts of availability creep on worker well being.employer associations are less supportive. the australian chamber of commerce and industry (acci) told a recent a senate inquiry a right to disconnect would be “a blunt instrument which will do more harm than good, including for employees”. they claim employers will be less accommodating of employee requests for flexible work arrangements during normal work hours if contact outside these hours is no longer allowed.a banana republic?according to acci chief executive andrew mckellar, a right to disconnect would be “the final step in australia becoming a banana republic”.but it must be remembered that workers effectively had the right to disconnect before the smartphone. such a protection needs to be explicit now technology has eroded the once-firm boundaries between work and home.as the nature of work and employer practices change, it’s essential for employment regulations to respond accordingly. having a right to disconnect to protect workers from employers encroaching upon their free-time is a necessary response.chris f. wright is an associate professor of work and organisational studies at the university of sydney business school. this article originally appeared in the conversation. disclosure statement chris f. wright has received funding from the australian research council, the canadian social sciences and humanities research council, the international labour organization, the australian and nsw governments, and various business and trade union organisations.亲，点击此处在线申请留学咨询服务和报名评估！我们将竭诚提供最佳评估服务！
