Jornada laboral a la carta?

  • Posted by PratSabat
  • On 3 Juliol, 2019
  • 45 Comments

El Reial Decret-llei 6/2019, d’1 de març, de mesures urgents per garantir la igualtat de tracte i oportunitat entre dones i homes a la feina i l’ocupació, en vigor des del 8 de març, estableix que els treballadors tenen dret a sol·licitar les adaptacions de la durada i distribució de la jornada, ordenant el temps de treball i la forma de prestació, inclòs el teletreball, per fer efectiu el seu dret a la conciliació de la vida familiar i laboral. Aquest dret se suma al que ja gaudeixen qui té la jornada adaptada fins que els fills compleixin els 12 anys.

Què significa el nou decret per a la conciliació laboral i familiar?

 

Aquest decret estableix que la jornada laboral es pot delimitar negociant col·lectivament amb criteris que garanteixin la no discriminació de gènere. En el cas que la negociació col·lectiva no existeixi o aquesta no es reguli, el treballador podrà reclamar adaptar la seva jornada, moment en el que l’empresa obrirà un procés de negociació bilateral amb el treballador durant 30 dies com a màxim.

Una vegada finalitzat aquest termini, i per escrit, es comunicarà a l’empleat l’acceptació de la petició, la negativa o bé una alternativa. En cas de declinar la sol·licitud, s’indicaran les raons objectives que recolzen la decisió, ja siguin econòmiques, tècniques, organitzatives i/o productives.

Les possibles discrepàncies que puguin sorgir entre empresa i empleat es resoldran a través dels Jutjats Socials mitjançant el procediment establert a l’article 139 de la Llei 36/2011, de 10 d’octubre, Reguladora de la Jurisdicció Social. Això significa que serà un procediment urgent. Una vegada admesa la demanda pel Jutjat Social, s’haurà de celebrar una vista en cinc dies i dictar-se sentència en tres, sense recurs. A més, a aquesta demanda se li poden sumar accions per danys i perjudicis.

 

I què en diu l’Estatut dels Treballadors?

L’estatut parla de conciliació, que dins la vida personal pot ser cuidar d’un pare, un fill, realitzar una formació o una altra activitat. Anteriorment, per tal de conciliar, el treballador necessitava d’un acord amb l’empresari. Ara, en canvi, l’última paraula la tindrà un jutge, sigui perquè s’ha de cuidar de fills o no. Tanmateix, si abans implicava una reducció de la jornada i sou, ara no, s’adaptarà l’horari sense reduir hores ni salari.

Per a sol·licitar-ho caldrà que l’interessat/da ho faci saber a l’empresari per escrit incloent els motius, raonats i proporcionats. Cal destacar que hi ha la possibilitat d’habilitar el teletreball si l’empleat ho sol·licita.
El treballador podrà demanar retornar a la seva anterior jornada laboral una vegada acabi el període acordat o quan ho consideri.

Tens dubtes sobre la com serà la jornada de treball després de l’Estat d’Alarma COVID-19? Consulta l’article Jornada de Treball amb fills a casa amb la nostra resposta.

Tant si tens una empresa com si ets un treballador, no dubtis en contactar amb Prat Sàbat Advocats, especialitzats en dret laboral a Girona.

This post is also available in: Spanish

 

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