{"id":12534,"date":"2016-12-05T10:00:27","date_gmt":"2016-12-05T10:00:27","guid":{"rendered":"https:\/\/www.paginaweb54.cat\/rasgos-del-acoso-laboral-o-mobbing\/"},"modified":"2022-12-23T00:11:19","modified_gmt":"2022-12-23T00:11:19","slug":"trets-del-assetjament-laboral-o-mobbing","status":"publish","type":"post","link":"https:\/\/www.fontelles.com\/ca\/trets-del-assetjament-laboral-o-mobbing\/","title":{"rendered":"Trets de l&#8217;assetjament laboral o mobbing"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Com ja hem comentat en <a href=\"https:\/\/www.fontelles.com\/que-es-acoso-laboral-y-tipos-de-acoso\/\" target=\"_blank\" rel=\"noopener\">anteriors posts sobre assetjament<\/a>, les fases o trets del mobbing no s\u00f3n regles matem\u00e0tiques, el seg\u00fcent article se centra en l&#8217;experi\u00e8ncia del nostre despatx amb els nombrosos casos d&#8217;assetjament que hem tingut al llarg d&#8217;aquests anys. Podem determinar que hi ha uns patrons concrets que es van complint de manera recurrent, i que malauradament solen acabar de la mateixa manera: on l&#8217;assetjat que ha de deixar l&#8217;empresa.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img fetchpriority=\"high\" decoding=\"async\" width=\"903\" height=\"447\" src=\"https:\/\/www.fontelles.com\/wp-content\/uploads\/rasgos-del-mobbing.jpg\" alt=\"rasgos-del-mobbing\" class=\"wp-image-10636\" srcset=\"https:\/\/www.fontelles.com\/wp-content\/uploads\/rasgos-del-mobbing.jpg 903w, https:\/\/www.fontelles.com\/wp-content\/uploads\/rasgos-del-mobbing-300x149.jpg 300w, https:\/\/www.fontelles.com\/wp-content\/uploads\/rasgos-del-mobbing-768x380.jpg 768w\" sizes=\"(max-width: 903px) 100vw, 903px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Com hem explicat en anteriors posts, aquests trets de l&#8217;assetjament laboral no s&#8217;han de complir rigorosament, per\u00f2 solen ser identificadors comuns. Avui destaquem set punts caracter\u00edstics dels trets del mobbing: Trets del mobbing<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2022 Identificar les dues parts<br>\u2022 Asimetria<br>\u2022 Intencionalitat<br>\u2022 Freq\u00fc\u00e8ncia<br>\u2022 Durada<br>\u2022 Destinaci\u00f3<br>\u2022 Objectiu<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Identificar dues parts:<\/strong><br>Hi ha d&#8217;haver dues parts, la primera una v\u00edctima i d&#8217;altra banda un o diversos assetjadors, ja siguin directes que el provoquen o col\u00b7laboradors necessaris que ho permeten o no el denuncien.<br><strong>Asimetria<\/strong><br>Aqu\u00ed no estem parlant de dues persones que tenen una discrep\u00e0ncia, estem parlant d&#8217;una part forta, que \u00e9s la part de l&#8217;empresa, la qual paga la n\u00f2mina de la qual dep\u00e8n el treballador, i una part feble que est\u00e0 en una situaci\u00f3 d&#8217;inferioritat .<br><strong>Intencionalitat<\/strong><br>Darrere d&#8217;una persecuci\u00f3 laboral, hi ha un m\u00f2bil. Normalment el motiu \u00e9s econ\u00f2mic per\u00f2 pot ser de qualsevol \u00edndole.<br><strong>Durada<\/strong><br>Una situaci\u00f3 d&#8217;assetjament laboral, no \u00e9s un fet a\u00efllat. Tots podem tenir un mal dia i fer un comentari fora de lloc, donar una ordre contradict\u00f2ria a un subordinat, etc. La jurisprud\u00e8ncia parla d&#8217;una durada de sis mesos perqu\u00e8 es produeixi l&#8217;assetjament, que la situaci\u00f3 estigui consolidada, que s&#8217;hagin intentat prendre mesures i que persisteixi.<br><strong>Freq\u00fc\u00e8ncia<\/strong><br>Com que estem parlant de molts indicis d&#8217;assetjament laboral. La doctrina el cataloga en 45 tipus de situacions, no cal que es donin totes i cadascuna d&#8217;elles cada dia, per\u00f2 s\u00ed que s&#8217;han d&#8217;anar reproduint en el temps.<br><strong>Destinaci\u00f3<\/strong><br>Parlem d&#8217;assetjament quan est\u00e0 orientat a una persona en concret i no a un grup de persones. El principal tret de l&#8217;assetjament \u00e9s que el treballador se sent discriminat. Uns treballadors que es veuen perjudicats per un ERO, per exemple, podria ser una situaci\u00f3 injusta per\u00f2 no es tractaria d&#8217;un assetjament, perqu\u00e8 cal un element de discriminaci\u00f3 particular.<br><strong>Objectiu<\/strong><br>L&#8217;objectiu principal (poden haver-hi altres) \u00e9s que el treballador acabi abandonant el lloc de treball.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Bufet d&#8217;advocats laboralista: Fontelles Advocats<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Si tens m\u00e9s dubtes o vols aprofundir sobre l&#8217;assetjament laboral, no dubtis a posar-te en contacte amb nosaltres. Somo un <strong>bufet d&#8217;advocats laboralista, especialitzat en assetjament laboral i mobbing<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Com ja hem comentat en anteriors posts sobre assetjament, les fases o trets del mobbing no s\u00f3n regles matem\u00e0tiques, el seg\u00fcent article se centra en l&#8217;experi\u00e8ncia del nostre despatx amb els nombrosos casos d&#8217;assetjament que hem tingut al llarg d&#8217;aquests anys. Podem determinar que hi ha uns patrons concrets que es van complint de manera [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":10637,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[794],"tags":[916,795,905,917],"class_list":["post-12534","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-acoso-laboral-ca-2","tag-abogados-laboralista-ca-2","tag-acoso-laboral-ca-2","tag-bufete-de-abogados-ca-2","tag-rasgos-del-mobbing-ca-2"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Trets de l&#039;assetjament laboral o mobbing<\/title>\n<meta name=\"description\" content=\"Destaquem 7 trets de l&#039;assetjament laboral \u2022Identificar les dues parts\u00b7 Asimetria \u2022 Intencionalitat \u2022 Freq\u00fc\u00e8ncia \u2022 Durada \u2022 Destinaci\u00f3 \u2022 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