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145
May 2021
SCIENCE AND EDUCATION
STATE AND LAW
FEATURES OF THE WORKING TIME OF THE REMOTE EMPLOYEE
Dilfuza Abdullaeva
dilfuza.abdullayeva@yandex.ru
Head of the Department of
Private Law, Specialized Branch
of Tashkent State University of Law
Annotation: The article analyzes the legal regulation of remote operation in Uzbekistan. The main
forms of non-standard employment are highlighted, such as flexible working year, flexible working
week, flexible working time schedule, remote work. Based on the analysis of the current legislation
in the field of labor, the author formulated criteria to distinguish these types of working time. Some
working time conditions with a remote employee are considered.
Key words: labor law, labor relations, labor legislation, working week, flexible working year,
flexible working week, flexible working time schedule, remote work.
In the conditions of the digital economy, the proportion of remote forms of employment will in-
crease. Digital skills in the future can be the catalyst that contributes to accelerated economic growth.
According to foreign researchers, the “trap of digital discharge” is currently being formed between
developed and developing countries [1].
The meaning of working time regulation is very significant. It is one of the most important legal
guarantees of the right of citizens to rest, which is why the norms about working time are together
associated with the standards of rest time. Working hours as a work condition in a significant extent
determines the standard of living of employees.
The amount of free time consumed by citizens depends on its duration to meet their personal needs.
The question of the need for detailed regulation of labor of remote workers in the United States
was realized significantly earlier than in Uzbekistan - in the 90s. XX century against the background
of the rapid development of information technology. The first scientific publications related to its or-
ganization are by the end of the XX century, when Jack Nillad allocated a new form of labor - remote
operation [2].
The duration of daily work has an impact on the ability to work and well-being workers, includ-
ing pregnant women and women who have young children. Continuous work for several hours of the
working day (shift) tires the employee and leads to a decrease in the level of working capacity by the
end of working time. In this regard, labor productivity decreases.
Remote operation is the fulfillment of a certain employment contract outside the location of the
employer, its branch, representation, other separate structural unit (including located in another area),
outside the stationary workplace, territory or object, directly or indirectly under the control of the em-
ployer, provided Use to perform this employment function and to interact between the employer and
an employee on issues related to its implementation, information and telecommunication networks of
public, including the Internet.
Remote employees are considered to be persons who have entered into a labor agreement on re-
mote operation, that is, in the employment contract, this condition should be directly indicated.
According to M.A. Vinokurova, N.A. Gorelov, “Non-standard extension forms include non-
standard modes of use of full working time, increased flexibility in acceptance and dismissal issues,
the use of reduced costs of flexible wage systems” [3].
Non-standard employment forms are very diverse, which requires their classification: 1) on the
flexibility of working time modes: a flexible working year, a flexible work week, a flexible working
time schedule; 2) According to the method of organizing work activities: remote labor, challenges for
challenges, the watch-expedition form; Agency employment [4].
The beginning in the world of Pandemic COVID-19 led to the large-scale distribution of the
work mode outside of stationary jobs, the development of interaction between the parties to labor
relations with the use of information and communication technologies. Thus, the contradictions were
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