Épisode 11 : LA DECONNEXION SELON EL KHOMRI

Les Brigades du SCID, Saison 1 : la première série sociale uniquement sur Internet et les réseaux sociaux.

LA DECONNEXION SELON EL KHOMRI

Aujourd’hui, nombreux sont les salariés qui utilisent dans leur travail les outils numériques, smartphones, tablettes et ordinateurs portables.

Ces nouveaux outils de travail – car oui ce sont bien des outils de travail – se confondent avec le téléphone, sont légers, de petite taille et faciles à transporter. Du coup, ils ne nous quittent plus et c’est bien là tout le problème.

Le salarié connecté quasiment en permanence, y compris pendant les heures de repas, dans les transports, chez lui, en vacances… n’arrive plus à se couper totalement du travail. Même si l’employeur ne lui demande pas expressément, il consulte sans arrêt ses courriels. Comme un drogué, il n’arrive plus à décrocher.deconnexion

Même en réunion, en plein travail. Il y a 20 ans, est-ce qu’on aurait eu l’idée de trimballer son unité centrale et son écran sur pied de 5 kilos en réunion ? Non bon alors, ce n’est pas la taille qui fait la différence. Il faut se désintoxiquer et réorganiser son temps de travail.

Car subie ou non, il s’agit bien d’une addiction. Et comme pour beaucoup d’addictions, le salarié ne s’en rend pas forcément compte, il pourra même le nier. Cependant, il accepte bel et bien de laisser le travail envahir sa vie privée, sa vie sociale et familiale. Il n’y a plus de frontières, plus de vrai repos de l’esprit et, donc, du corps tout entier.deconnexion

Nous sommes les victimes d’une dictature de l’urgence et de l’immédiateté. L’idée que chaque mail mérite une réponse s’immisce insidieusement dans nos esprits, on a peur de rater un truc, tout devient important et tout doit être traité.

Les autres risques de la « sur-connexion » sont le harcèlement moral et le burn out. On peut être sollicité de manière excessive par sa hiérarchie, on peut recevoir des courriels pendant ses périodes de repos et de congés.

Bien sûr, le harcèlement moral avéré est sanctionné par le code du travail et le code pénal.
Bien sûr, l’intrusion de l’employeur dans la sphère privée du salarié a déjà été sanctionnée. Un salarié ne doit pas subir de représailles parce qu’il n’a pas répondu à des messages professionnels pendant ses jours de repos.

Mais dans la vraie vie au travail, le salarié qui subit des pressions au quotidien, qui s’auto oblige à être un surhomme pour tout faire, tout encaisser et qui souffre en silence jusqu’à rupture complète, n’a pas toujours la force d’entamer une procédure au tribunal.

Il vaut donc mieux prévenir que guérir, il faut prendre des mesures pour ne pas sombrer dans cette grave dépression qu’est l’épuisement professionnel (le burn out).

deconnexionDonc, parmi les nombreux effets d’annonce de la loi El Khomri, il y a le fameux « droit à la déconnexion ». La ministre du travail semblait enfin s’attaquer à ce risque professionnel moderne.

Mais nous allons voir que ceci n’est, encore, qu’un grand effet d’annonce pour faire joli.

Depuis le 1er janvier 2017 dans les entreprises de plus de 50 salariés, les partenaires sociaux doivent aborder ce thème lors des négociations annuelles sur l’égalité professionnelle entre les femmes et les hommes et la qualité de vie au travail, dans le but de mettre en place des dispositifs de régulation de l’utilisation des outils numériques.

Il faut donc « aborder le thème », la belle affaire.

Naturellement, il n’y a comme d’habitude aucune obligation d’arriver à un accord. Dans ce cas, la loi prévoit que l’employeur élabore « une charte » après avis du comité d’entreprise ou, à défaut, des délégués du personnel.

Cette charte doit définir les modalités d’application de ce droit à la déconnexion. Elle prévoit aussi, pour les salariés, le personnel d’encadrement et la direction, des actions de formation et de sensibilisation à un usage « raisonnable » des outils numériques…

Première remarque, cette disposition de la loi travail n’est absolument pas précise et ne guide donc pas les entreprises sur le contenu de ce nouveau droit.deconnexion

Il n’existe aucune définition légale du droit à la déconnexion ! Donc, la loi laisse les entreprises libres de faire comme bon leur semble, encourageant vaguement le dialogue social, mais sans obligation aucune.

Pire : aucune sanction n’est prévue en cas d’absence de négociation ou de mise en place de la charte !

Donc le droit à la déconnexion de la loi travail, c’est du flan.deconnexion

Imaginez des routes sans limitation de vitesse, sans radar, sans contrôle ni aucune sanction en cas de conduite dangereuse. On vous dirait simplement : soyez responsables, pour la sécurité de tous, veuillez respecter une vitesse « raisonnable ».
On sait que la notion de « raisonnable » est loin d’être la même pour tout le monde, pourquoi serait-ce différent dans le monde du travail ?

Une loi qui n’entraîne aucune sanction si elle n’est pas respectée ne sert à rien.

Deuxième remarque : il ne faut pas se laisser enfumer par cette mesure du droit à la déconnexion, car c’est l’arbre qui cache la forêt. En effet, les causes profondes de la sur-connexion et du burn out sont bien l’organisation du travail, la course au rendement, le manque d’effectifs, la déshumanisation du travail, l’isolement des salariés, la disparition du droit à une vie privée et familiale.

Il ne faut pas se tromper de sujet et se laisser persuader qu’il suffit de mettre une rustine là où il faudrait changer la roue et revoir tout le fonctionnement du moteur.

deconnexionLes politiques de ressources inhumaines en entreprise doivent être sévèrement dénoncées et sanctionnées. Si la loi se contente de donner des codes de bonne conduite sans pénalités en cas de non respect, eh bien c’est comme dans tous les domaines, la loi du plus fort s’appliquera et les salariés seront écrasés.

On a un peu tendance à oublier que c’est à ça que sert le code du travail : restaurer par la loi un équilibre entre deux forces totalement déséquilibrées : l’employeur d’un côté avec son pouvoir de direction, de contrôle et de sanction et le salarié de l’autre, obligé par son lien de subordination.

Les Brigades du SCID ne sont pas dupes et, partout où elles sont présentes, elles revendiqueront des mesures de fond pour protéger les droits et les libertés des salariés, mettre des frontières nettes et claires entre vie pro et vie perso et redonner du sens au travail.

Tout le monde y gagnera, les salariés comme les employeurs.

A suivre SAISON 2 très prochainement
Retrouvez l’ensemble de la saison 1 des brigades du SCID.
Restez connecté(e) !

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