Bien que frappé d’appel, le jugement dit « France Télécom » du 20 décembre 2019 rendu par la 31 e chambre correctionnelle du tribunal de grande instance ( tgi ) de Paris a marqué les esprits par son audace et la pédagogie adoptée. La décision reconnaît, en effet, de manière argumentée la responsabilité pénale de France Télécom et de ses anciens dirigeants d’une politique générale d’entreprise déstabilisant et stressant une collectivité entendue par les juges comme un « harcèlement moral institutionnel ». Cette conception se distingue de l’approche juridique plus classique du harcèlement moral au travail liée au dysfonctionnement des relations interpersonnelles et possiblement causée par des méthodes de management à l’encontre d’un salarié. Or, pour construire et asseoir leur argumentaire, les juges se sont nourris d’expertises, le recours à la psychodynamique du travail a tenu un rôle tout particulier.
France and Spain were pioneer countries in regulating the right to ‘disconnect from work’. Indeed, this right has been recognised in these countries since 2016 and 2017 within the framework of the right to privacy in respect to the use of digital devices in the workplace. In accordance with the law, employees are protected if they do not use their digital devices (computer, mobile phone, tablet, smart watch, etc.) during periods of rest, thereby, ensuring that their right to rest is enshrined within the regulations of their country; especially in light of the Working Time Directive 2003/88/EC. Therefore, from an analysis of French and Spanish legislation, the aim is to suggest pathways that could enable other countries to better regulate the right to disconnect, but also to develop EU law on the subject.
We strive to increase public (PH) and occupational health (OSH) inter-linkages by building a collaborative framework. Besides Covid-19 pandemic, recent approaches such as Human Exposome and Total Worker Health TM, have led to a shift to improving health of working population and consequently the total population. These health objectives can be best realised through primary care actors in specific contexts. Work, school, home and leisure are the four multi-stakeholder contexts in which health and healthcare (goal-oriented care) objectives needs to be set and defined. PH policy makers need to establish a shared decision-making process involving employees, employers and OSH representatives to set PH goals and align with OSH goals. The policy making process in OSH can serve as a potential way forward, as the decisions and policies are being decided centrally in consultation with social partners and governments. This process can then be mirrored on company level to adopt and implement.
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