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{
    "id": 1381010,
    "url": "https://info.mzalendo.com/api/v0.1/hansard/entries/1381010/?format=api",
    "text_counter": 165,
    "type": "speech",
    "speaker_name": "Nominated, UDA",
    "speaker_title": "Hon. (Dr) Jackson Kosgei",
    "speaker": null,
    "content": " Thank you, Hon. Temporary Speaker. In principle—notwithstanding some gaps in the Bill which I believe can be treated by various laws established while and when we shall look at it in detail—I support the Bill for two reasons. Firstly, employees' right to disconnect helps to protect them against burnout hazards. Secondly, it protects the workers against exploitation where some organisations use them and mistake loyalty to mean a right to infringe on their rights. The current Prime Minister of Australia, Hon. Antony Norman Albanese, said: “Someone who is not being paid 24 hours a day should not be penalised if he is not online and available 24 hours a day.” I am sure there is a reason the word \"hours\" has been defined. A worker should work for 45 hours a week. Scholars describe the right to disconnect as an entitlement. Employees should not be contacted by the employer during out-of-work hours as per the employer's policy. There must be a policy that guides every employment and creates a workable environment in every organisation. This encourages the right to privacy. Some bosses have telephone goals. They call somebody's wife or husband even at midnight, which causes disunity in families. We need some kind of working relationships that dignify a worker. Simply because one works for you does not negate it. The second thing I wish to refer to is that in corporate governance, there is a cliché of professional distance. This is where we exercise it. There is no doubt that there are areas where the relationship between the employer and employees is strong, well connected and caring. The electronic version of the Official Hansard Report is for information purposesonly. A certified version of this Report can be obtained from the Hansard Editor"
}