{"id":12106,"date":"2021-01-11T08:35:25","date_gmt":"2021-01-11T08:35:25","guid":{"rendered":"https:\/\/www.paginaweb54.cat\/causas-despido-disciplinario\/"},"modified":"2022-12-21T10:41:20","modified_gmt":"2022-12-21T10:41:20","slug":"causes-acomiadament-disciplinari","status":"publish","type":"page","link":"https:\/\/www.fontelles.com\/ca\/causes-acomiadament-disciplinari\/","title":{"rendered":"Causes de l’acomiadament disciplinari"},"content":{"rendered":"\n

En aquest article explicarem totes les causes de l’acomiadament disciplinari<\/strong>. Aquest tipus d’acomiadament es fa servir com a conseq\u00fc\u00e8ncia, extintiva de la relaci\u00f3 laboral presa per l’empresari, originat per conducta greu i culpable del treballador.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

En aquest article explicarem totes les causes de l’acomiadament disciplinari<\/strong>. Aquest tipus d’acomiadament es fa servir com a conseq\u00fc\u00e8ncia, extintiva de la relaci\u00f3 laboral presa per l’empresari, originat per conducta greu i culpable del treballador.<\/p>\n\n\n\n

En aquest article explicarem totes les causes de l’acomiadament disciplinari<\/strong>. Aquest tipus d’acomiadament es fa servir com a conseq\u00fc\u00e8ncia, extintiva de la relaci\u00f3 laboral presa per l’empresari, originat per conducta greu i culpable del treballador.<\/p>\n\n\n\n

7 causes de l’acomiadament disciplinari<\/h2>\n\n\n\n

L’article 54 de l’Estatuto dels treballadors<\/a> establiran les causes de l’acomiadament disciplinari i s\u00f3n les seg\u00fcents:<\/p>\n\n\n\n

    \n
  1. Faltes d’assist\u00e8ncia o puntualitat repetides i injustificades<\/li>\n\n\n\n
  2. Ofenses a l’empresari, companys o familiars de tots dos. Poden ser verbals o f\u00edsiques.<\/li>\n\n\n\n
  3. Ab\u00fas de confian\u00e7a o transgressi\u00f3 de la bona fe contractual.<\/li>\n\n\n\n
  4. Disminuci\u00f3 de l’rendiment acordat, continuat i voluntari.<\/li>\n\n\n\n
  5. Embriaguesa habitual o toxicomania, quan afecti negativament a la feina.<\/li>\n\n\n\n
  6. Assetjament a companys o a l’empresari<\/li>\n\n\n\n
  7. Indisciplina o desobedi\u00e8ncia.<\/li>\n<\/ol>\n\n\n\n

    Aquesta enumeraci\u00f3 de causes no \u00e9s exclusiva, ja que els convenis col\u00b7lectius poden establir m\u00e9s causes disciplin\u00e0ries.<\/p>\n\n\n\n

    Per l’acomiadament disciplinari n’hi ha prou amb un motiu<\/h2>\n\n\n\n

    \u00c9s important esmentar el fet que es pot aplicar l’acomiadament disciplinari solament amb la comissi\u00f3 d’una causa, i no l’acumulaci\u00f3 reiterada de diverses o una sola, \u00e9s a dir, que l’empresari ens pot acomiadar amb nom\u00e9s una falta comesa. Per exemple, seria suficient una ofensa verbal a l’empresari per a procedir a l’acomiadament disciplinari i no diverses ofenses verbals en un curt per\u00edode de temps.<\/p>\n\n\n\n

    Dins de les causes exposades, les m\u00e9s controvertida \u00e9s \u00abla disminuci\u00f3 de l’rendiment acordat, continuat i voluntari\u00bb.<\/p>\n\n\n\n

    La disminuci\u00f3 de l’rendiment voluntari i continuat suposa que el treballador, conscientment, redueix de manera continuada en el temps, el seu rendiment de treball, pel que perjudica greument a l’empresa.<\/p>\n\n\n\n

    L’empresa que al\u00b7legui est\u00e0 causa haur\u00e0 de provar que la conducta de l’treballador ha estat determinant en la producci\u00f3 d’un resultat negatiu per a l’empresa. En aquest sentit, la doctrina de l’Tribunal Suprem, en diverses de les seves sent\u00e8ncies, entre elles (STS 27 de novembre de 1989. RJ1989 \/ 8261), determina \u00abLa voluntarietat ve a ser mostra de la culpabilitat de la conducta incomplidora i suposa un comportament de l’treballador destinat a originar un perjudici a l’empresa i, en cap cas pot presumir, sin\u00f3 que ha de ser provada (sent\u00e8ncia de Tribunal Suprem de 27 de novembre de 1989 [RJ1989 \\ 8261]) ..<\/p>\n\n\n\n

    D’altra banda, la continu\u00eftat en la disminuci\u00f3 de l’rendiment ve a ser l’expressi\u00f3 de la gravetat de l’incompliment, i implica la prolongaci\u00f3 en el temps, no bastant descensos espor\u00e0dics o de curta durada de l’rendiment de l’treballador \u00ab.<\/p>\n\n\n\n

    A m\u00e9s, s’ha de contemplar tamb\u00e9 que les oscil\u00b7lacions de l’rendiment de treball formen part de la mateixa, sense que sigui aquesta causa de sanci\u00f3 disciplin\u00e0ria.<\/p>\n\n\n\n

    En definitiva, l’empresa haur\u00e0 de provar la conducta greu i culpable de l’treballador, si ha al\u00b7legat aquesta mateixa causa.<\/p>\n\n\n\n

    Procediment de l’Acomiadament Disciplinari: carta d’acomiadament<\/h2>\n\n\n\n

    El procediment d’acomiadament disciplinari s’ha de donar sempre per escrit. L’empresari haur\u00e0 de lliurar la carta d’acomiadament amb les causes que el motiven, de manera clara i inequ\u00edvoca. A m\u00e9s, tamb\u00e9 s’ha de donar audi\u00e8ncia als sindicats en cas que el treballador est\u00e0 afiliat o donar audi\u00e8ncia tamb\u00e9 per al cas que la persona afectada fora representant dels treballadors, incloent l’obertura d’expedient contradictori.<\/p>\n\n\n\n

    S’ha de tenir en consideraci\u00f3 tamb\u00e9 el seg\u00fcent a l’\u00e9sser un acomiadament disciplinari:<\/p>\n\n\n\n

      \n
    • No \u00e9s necessari un preav\u00eds<\/li>\n\n\n\n
    • No es t\u00e9 dret a indemnitzaci\u00f3<\/li>\n\n\n\n
    • Es t\u00e9 dret a la liquidaci\u00f3 de la relaci\u00f3 laboral<\/li>\n\n\n\n
    • Es t\u00e9 dret a prestaci\u00f3 per desocupaci\u00f3, si ha cotitzat a l’almenys un any en un per\u00edode de sis anys.<\/li>\n\n\n\n
    • Impugnar un acomiadament disciplinari<\/li>\n<\/ul>\n\n\n\n

      El treballador disposa de 20 dies h\u00e0bils, des de la recepci\u00f3 de la notificaci\u00f3 d’acomiadament, per impugnar i presentar la papereta de conciliaci\u00f3 i la demanda davant els tribunals.<\/p>\n\n\n\n

      Si finalment, l’acomiadament es decideix a inst\u00e0ncies judicials, a el jutge li correspon determinar, la proced\u00e8ncia, improced\u00e8ncia i \/ o nul\u00b7litat de l’acomiadament.<\/p>\n","protected":false},"excerpt":{"rendered":"

      En aquest article explicarem totes les causes de l’acomiadament disciplinari. Aquest tipus d’acomiadament es fa servir com a conseq\u00fc\u00e8ncia, extintiva de la relaci\u00f3 laboral presa per l’empresari, originat per conducta greu i culpable del treballador. En aquest article explicarem totes les causes de l’acomiadament disciplinari. Aquest tipus d’acomiadament es fa servir com a conseq\u00fc\u00e8ncia, extintiva […]<\/p>\n","protected":false},"author":4,"featured_media":10481,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-12106","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"\nCauses de l'acomiadament disciplinari - Fontelles Advocats<\/title>\n<meta name=\"description\" content=\"Coneix totes les causes que motiven un acomiadament disciplinari, quan s'acaba un contracte per culpa d'una conducta greu de treballador.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.fontelles.com\/ca\/causes-acomiadament-disciplinari\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Causes de l'acomiadament disciplinari - 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