La hiperconectividad laboral y el desarrollo a la desconexión digital en Honduras
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Universidad Tecnológica Centroamericana UNITEC
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El problema actual es presentar una reforma a través de la introducción de una ley que
garantice el derecho a la desconexión digital, con el objetivo de evitar injusticias relacionadas con
la presencialidad/teletrabajo y también abusos por parte del empleador fuera de la jornada
laboral. Si bien toma nota de los desafíos que plantea el teletrabajo, la Comisión concluye que
sugiere que los mandantes de la OIT deseen hacerlo para garantizar que esta forma de trabajo
satisfaga las necesidades de las empresas y los trabajadores, al tiempo que brinda protección
adecuada y ofrece una mayor reflexión para considerar cuál es la mejor manera de abordar los
problemas relacionados con el teletrabajo, tales como: Jornada laboral y derecho a la
indisponibilidad, definiendo derechos y obligaciones en relación con los costes del teletrabajo, y
requisitos en materia de seguridad y salud en el trabajo y derechos de protección de datos,
incluyendo El derecho a la indisponibilidad significaría que un trabajador podría negarse a
responder mensajes de WhatsApp o correos electrónicos fuera del horario laboral, ya que esto se
consideraría una violación del derecho al descanso del trabajador, ya que hay casos en la práctica
donde los funcionarios tienen que trabajar más de ocho horas.
The current problem is to present a reform through the introduction of a law that guarantees the right to digital disconnection, with the aim of avoiding injustices related to face-to face/teleworking and also abuses by the employer outside of working hours. While taking note of the challenges posed by teleworking, the Committee concludes that it suggests that ILO constituents may wish to do so to ensure that this form of work meets the needs of companies and workers, while providing adequate protection and offering further reflection to consider what is the best way to address problems related to teleworking, such as: Working hours and the right to unavailability, defining rights and obligations in relation to the costs of teleworking, and health and safety requirements at work and data protection rights, including The right to unavailability would mean that a worker could refuse to answer WhatsApp messages or emails outside working hours, as this would be considered a violation of the worker's right to rest, since that there are cases in practice where civil servants have to work more than eight hours
The current problem is to present a reform through the introduction of a law that guarantees the right to digital disconnection, with the aim of avoiding injustices related to face-to face/teleworking and also abuses by the employer outside of working hours. While taking note of the challenges posed by teleworking, the Committee concludes that it suggests that ILO constituents may wish to do so to ensure that this form of work meets the needs of companies and workers, while providing adequate protection and offering further reflection to consider what is the best way to address problems related to teleworking, such as: Working hours and the right to unavailability, defining rights and obligations in relation to the costs of teleworking, and health and safety requirements at work and data protection rights, including The right to unavailability would mean that a worker could refuse to answer WhatsApp messages or emails outside working hours, as this would be considered a violation of the worker's right to rest, since that there are cases in practice where civil servants have to work more than eight hours