Pengurusan Media Sosial dalam Landskap Perhubungan Pekerjaan (Managing Social Media in the Employment Relationship Landscape)
DOI:
https://doi.org/10.32890/uumjls2021.12.1.12Keywords:
Undang-undang buruh, Hak prerogatif pengurusan, Hak privasi, Perhubungan pekerjaan, Media sosialAbstract
Media sosial adalah medium interaksi yang sangat berpengaruh di era ‘internet benda’ ini. Kesan sesuatu hantaran di media sosial diketahui umum adalah tidak menentu. Dalam konteks pekerja, mencatat dan membuat hantaran di media sosial boleh mengundang implikasi terhadap perhubungan pekerjaan. Artikel ini mengupas kedudukan hantaran pada media sosial oleh pekerja dari perspektif undang-undang pekerjaan. Perkaitan antara kuasa prerogatif pengurusan, hak privasi pekerja serta tanggungjawab majikan dan pekerja untuk saling mempercayai dan menyakini dianalisis untuk menilai sejauh mana impak tingkah laku pekerja di media sosial kepada kontrak pekerjaan. Objektif berkenaan dicapai dengan menggunakan metodologi doktrinal dan pendekatan analisa yang kritis dan perbandingan. Hasilnya adalah menemukan aspek-aspek yang boleh dipertimbangkan oleh majikan dan pekerja bagi menguruskan penggunaan media sosial supaya tidak menjejaskan perhubungan pekerjaan. Memandangkan tiada penyelidikan khusus tentang isu ini dalam konteks Malaysia, ia berupaya menambah nilai kepada korpus ilmu sedia ada terutamanya dalam perundangan buruh di Malaysia.
ABSTRACT
Social media is a prevalent medium of communication in the era of ‘internet of things’. The implication of a posting on social media is widely known as uncertain. In the perspective of an employee, writing and posting on social media could implicate the employment relationship. This article scrutinises the legal position of employee’s posting on social media. The relationship between management prerogative power, employees’ privacy right and mutual trust and confidence obligation of employer and employee is analysed to evaluate the extent employees’ behavior on the social media may affect employment contract. The objective is realised by applying doctrinal methodology and critical analysis and comparison approaches. The consequence is to find aspects that can be considered by employer and employee in managing the use of social media so that it will not risk the employment relationship. Considering in Malaysia that there is no specific research on this issue, the research is to add value to the existing corpus of labour law knowledge.
Keywords: Labour law; Management prerogative right; Right of privacy; Employment relationship; Social media
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