{"id":12423,"date":"2018-05-10T13:19:29","date_gmt":"2018-05-10T13:19:29","guid":{"rendered":"https:\/\/www.paginaweb54.cat\/despido-disciplinario-motivos-despido\/"},"modified":"2022-12-22T19:38:31","modified_gmt":"2022-12-22T19:38:31","slug":"acomiadament-disciplinari-motius-acomiadament","status":"publish","type":"post","link":"https:\/\/www.fontelles.com\/ca\/acomiadament-disciplinari-motius-acomiadament\/","title":{"rendered":"L&#8217;acomiadament disciplinari, motius per a l&#8217;acomiadament"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><strong>Acomiadament disciplinari<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.fontelles.com\/wp-content\/uploads\/\/Despido-disciplinario-1024x683.jpg\" alt=\"Despido-disciplinario\" class=\"wp-image-10658\" srcset=\"https:\/\/www.fontelles.com\/wp-content\/uploads\/Despido-disciplinario-1024x683.jpg 1024w, https:\/\/www.fontelles.com\/wp-content\/uploads\/Despido-disciplinario-300x200.jpg 300w, https:\/\/www.fontelles.com\/wp-content\/uploads\/Despido-disciplinario-768x512.jpg 768w, https:\/\/www.fontelles.com\/wp-content\/uploads\/Despido-disciplinario-1536x1024.jpg 1536w, https:\/\/www.fontelles.com\/wp-content\/uploads\/Despido-disciplinario.jpg 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">En el nostre ordenament jur\u00eddic, no existeix l&#8217;acomiadament sense causa. L&#8217;<strong>Organitzaci\u00f3 Internacional del Treball<\/strong>, aix\u00ed com la Uni\u00f3 Europea ho han vingut defensant en els seus convenis i Cartes internacionals.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tot aix\u00f2 implica que perqu\u00e8 una empresa acomiadi a un treballador per alguna falta o incompliment ha de ser greu i culpable (aix\u00f2 \u00e9s, amb transcend\u00e8ncia i intencionalitat o neglig\u00e8ncia). L&#8217;empresa ha de llavors, al\u00b7legar alguna causa en la carta d&#8217;acomiadament, justificar-la i tenir la capacitat de provar-la, si el treballador finalment la impugna als jutjats.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Motius per a un acomiadament disciplinari<\/h2>\n\n\n\n<p class=\"has-text-align-left wp-block-paragraph\">Les causes per a un <strong>acomiadament disciplinari<\/strong> estan recollides en l&#8217;Estatut dels Treballadors, que estableix la seg\u00fcent llista.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Les faltes repetides i injustificades d&#8217;assist\u00e8ncia o puntualitat a la feina.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"has-text-align-left wp-block-paragraph\">Aix\u00f2 s&#8217;ha d&#8217;entendre tant si s&#8217;arriba tard a la feina com si es marxa abans. Perqu\u00e8 s&#8217;aprecie aquest motiu, les faltes de puntualitat han de ser reiterades i assolir uns nivells quantitatius dins d&#8217;un per\u00edode de temps determinat. \u00c9s clar, que no pot aplicar-se aquesta falta al treballador si els fets que han causat la manca de puntualitat no s\u00f3n per culpa seva.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>La indisciplina o desobedi\u00e8ncia en el treball.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Aquesta \u00e9s una causa molt oberta, per tant, molt interpretable, per\u00f2 s&#8217;ha de tenir en compte que l&#8217;incompliment ha de ser tamb\u00e9 de car\u00e0cter greu, transcendent i injustificat.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Les ofenses verbals o f\u00edsiques a l&#8217;empresari oa les persones que treballen a l&#8217;empresa o als familiars que convisquin amb ells.<\/strong><\/li>\n\n\n\n<li><strong>La transgressi\u00f3 de la bona fe contractual, aix\u00ed com l&#8217;ab\u00fas de confian\u00e7a en l&#8217;exercici de la feina.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Es tracta de la causa m\u00e9s gen\u00e8rica de totes, i ella permet sancionar comportaments molt diversos. Per transgressi\u00f3 de la bona fe entenem la transgressi\u00f3 d&#8217;una relaci\u00f3 de confian\u00e7a rec\u00edproca que transcendeix m\u00e9s enll\u00e0 del que s&#8217;ha pactat (el simple canvi de treball i salari), per exemple, l&#8217;\u00fas indegut de l&#8217;ordinador i tel\u00e8fon, o apropiaci\u00f3 de material de l&#8217;oficina .<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Per ab\u00fas de confian\u00e7a s&#8217;ent\u00e9n aquella conducta que excedeix la confian\u00e7a que li ha donat l&#8217;empresa al treballador per assumir les seves responsabilitats i fins i tot, representar-la. S\u00f3n exemples, l&#8217;\u00fas de descomptes de l&#8217;empresa per a tercers i no per al treballador, convidar a gent a l&#8217;empresa quan l&#8217;empresari est\u00e0 malalt, entre d&#8217;altres.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>La disminuci\u00f3 continuada i volunt\u00e0ria en el rendiment de treball normal o pactat.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Si l&#8217;empresa acomiada sota aquest sup\u00f2sit \u00e9s essencial que aporti en la carta d&#8217;acomiadament un element de comparaci\u00f3, dins de condicions semblants.<br>Per exemple, factures d&#8217;un treballador dependent d&#8217;una botiga a diferents mesos durant un any, de baixada de vendes. Aix\u00f2 no seria v\u00e0lid si el treballador ha estat canviant de botiga cada dos mesos en llocs d&#8217;aflu\u00e8ncia molt m\u00e9s baixa, perqu\u00e8 la baixada de rendiment deixaria d&#8217;estar dins de situacions semblants.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">D&#8217;altra banda, deu ser una disminuci\u00f3 volunt\u00e0ria del treball, aix\u00f2 vol dir que, si \u00e9s per causes que no s\u00f3n culpa del treballador, o aquest estava gaudint de vacances o d&#8217;incapacitat temporal o en l&#8217;exercici d&#8217;altres drets laborals, no es pot al\u00b7legar aquesta causa.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>L&#8217;embriaguesa habitual o toxicomania si repercuteixen negativament en el treball.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Perqu\u00e8 puguin sancionar amb aquesta causa, ha de ser una conducta m\u00e9s o menys habitual, i ha de tenir una repercussi\u00f3 negativa en el treball, aquesta \u00faltima condici\u00f3 \u00e9s fonamental.<br>Per exemple, si un dia un treballador a l&#8217;hora de dinar es pren una copa de vi i pot seguir treballant sense tenir repercussi\u00f3 negativa en el treball, no se li podria acomiadar per aix\u00f2.<br>Encara que \u00e9s clar, que hi ha algunes professions que tenen un alt nivell de perillositat, aquest requisit es torna molt m\u00e9s exigent, com \u00e9s el cas de conductors de transport col\u00b7lectiu.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>L&#8217;assetjament per ra\u00f3 d&#8217;origen racial o \u00e8tnic, religi\u00f3 o conviccions, discapacitat, edat o orientaci\u00f3 sexual i l&#8217;assetjament sexual o per ra\u00f3 de sexe a l&#8217;empresari oa les persones que treballen a l&#8217;empresa.<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;assetjament pot venir tant del superior, com en el cas de companys de treball. Es t\u00e9 dret a exigir a l&#8217;empresa que se li protegeixi de la persona assetjadora i fins i tot que la pugui acomiadar.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Davant d&#8217;un acomiadament disciplinari, acudeix a un professional<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Si has patit un <strong>acomiadament disciplinari<\/strong>, consulta FONTELLES ADVOCATS, som un despatx d&#8217;advocats laboralistes. En aquest cas, si creus que est\u00e0s sent v\u00edctima d&#8217;assetjament laboral, no dubtis a posar-te en contacte amb nosaltres.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Coneix m\u00e9s sobre aquest tema en un <a href=\"https:\/\/cincodias.elpais.com\/cincodias\/2018\/01\/25\/legal\/1516903481_317491.html\" target=\"_blank\" rel=\"noopener\">article<\/a> recent o un post que vam escriure sobre l&#8217;<a href=\"https:\/\/fontelles.com\/despido-disciplinario-que-conductas-son-sancionables\/\" target=\"_blank\" rel=\"noopener\">acomiadament disciplinari<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Acomiadament disciplinari En el nostre ordenament jur\u00eddic, no existeix l&#8217;acomiadament sense causa. L&#8217;Organitzaci\u00f3 Internacional del Treball, aix\u00ed com la Uni\u00f3 Europea ho han vingut defensant en els seus convenis i Cartes internacionals. Tot aix\u00f2 implica que perqu\u00e8 una empresa acomiadi a un treballador per alguna falta o incompliment ha de ser greu i culpable (aix\u00f2 [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":10659,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[779,837],"tags":[859],"class_list":["post-12423","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-despido-ca-2","category-estatuto-de-los-trabajadores-ca-2","tag-despido-disciplinario-ca"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L&#039;acomiadament disciplinari, motius per a l&#039;acomiadament<\/title>\n<meta name=\"description\" content=\"Coneix els motius per a un acomiadament disciplinari, quines causes poden portar a l&#039;empresa a realitzar un acomiadament disciplinari.\" \/>\n<meta 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