{"id":13253,"date":"2024-12-30T17:57:44","date_gmt":"2024-12-30T16:57:44","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=13248"},"modified":"2024-12-30T17:57:44","modified_gmt":"2024-12-30T16:57:44","slug":"acomiadament-objectiu-per-ineptitud-del-treballador-2-2","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/acomiadament-objectiu-per-ineptitud-del-treballador-2-2\/","title":{"rendered":"Acomiadament objectiu per ineptitud del treballador"},"content":{"rendered":"<p>D&#39;acord amb l&#39;article 52 de l&#39;Estatut dels Treballadors, el contracte podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col&middot;locaci\u00f3 efectiva en l&#39;empresa.<\/p>\n<hr \/>\n<p><strong>Requisits<\/strong><\/p>\n<p>La ineptitud implica que el treballador deixa de reunir les capacitats necess\u00e0ries per al correcte acompliment de les funcions del lloc de treball, amb la conseg\u00fcent disminuci\u00f3 del seu rendiment.<\/p>\n<p>El Tribunal Suprem ha definit la ineptitud sobrevinguda, en general, com &quot;la inhabilitat o manca de facultats professionals que t\u00e9 el seu origen en la persona del treballador, b\u00e9 per falta de preparaci\u00f3 o actualitzaci\u00f3 dels seus coneixements, b\u00e9 per deterioraci\u00f3 o p\u00e8rdua dels seus recursos de treball, rapidesa, percepci\u00f3, destresa, capacitat de concentraci\u00f3, etc.&quot;.<\/p>\n<p>El resultat d&#39;aquesta ineptitud \u00e9s la impossibilitat de realitzar adequadament les labors assignades i la disminuci\u00f3 del rendiment, i encara que a id\u00e8ntic resultat pot arribar-se en els casos d&#39;incapacitat temporal o invalidesa, tots dos s\u00f3n suposats, s\u00f3n diferents.<\/p>\n<p>La doctrina judicial ha precisat que la ineptitud justifica l&#39;acomiadament objectiu quan reuneix els seg\u00fcents requisits:<\/p>\n<ul>\n<li>Sobrevinguda: \u00c9s a dir, coneguda per l&#39;empresari despr\u00e9s de la contractaci\u00f3 del treballador i la seva incorporaci\u00f3 efectiva al lloc de treball.<\/li>\n<li>Permanent en el temps i no merament circumstancial o puntual. Per tant, queden excloses les situacions d&#39;ineptitud f\u00edsica temporal que, pel seu car\u00e0cter transitori, si b\u00e9 impedeixen al treballador realitzar la seva comesa professional, no s\u00f3n causa real i efectiva d&#39;acomiadament objectiu, sin\u00f3 de suspensi\u00f3 del contracte de treball per incapacitat temporal.<\/li>\n<li>Imputable al treballador: \u00c9s a dir, amb origen en la deterioraci\u00f3 de la condici\u00f3 f\u00edsica o ps\u00edquica del treballador, en la seva falta de preparaci\u00f3 o actualitzaci\u00f3 de coneixements, o en la deterioraci\u00f3 o p\u00e8rdua de les seves capacitats (rapidesa, preparaci\u00f3, destresa, concentraci\u00f3, etc.).<\/li>\n<li>Independent de la voluntat del treballador: \u00e9s a dir, no deguda al seu actuar deliberat i conscient. Per tant, queden exclosos els sup\u00f2sits de disminuci\u00f3 continuada i volunt\u00e0ria del rendiment normal i pactat, que no s\u00f3n causa d&#39;acomiadament objectiu, sin\u00f3 d&#39;acomiadament disciplinari.<\/li>\n<li>Veritable i no dissimulada<\/li>\n<li>D&#39;un cert grau o entitat suficient: \u00e9s a dir, inferior a la mitjana normal de cada moment, lloc i professi\u00f3. Per exemple, quan la ineptitud del treballador \u00e9s de tal grau que li impedeix continuar realitzant les funcions pr\u00f2pies del seu lloc d&#39;assistent de vendes (emetre trucades, mantenir contacte telef\u00f2nic amb clients, donar explicacions de productes i serveis, tancar operacions comercials&#8230;).<\/li>\n<li>General: \u00e9s a dir, referida al conjunt del treball encomanat al treballador i no relativa a algun dels seus aspectes, afectant les tasques pr\u00f2pies de la prestaci\u00f3 laboral contractada i no a la realitzaci\u00f3 de treballs diferents.<\/li>\n<\/ul>\n<p><strong>Causes d&#39;ineptitud sobrevinguda<\/strong><\/p>\n<p>Com hem vist, l&#39;ocupador pot extingir un contracte de treball de manera objectiva per ineptitud del treballador -ja sigui coneguda o sobrevinguda- amb posterioritat a la seva col&middot;locaci\u00f3 efectiva en l&#39;empresa quan concorri una falta d&#39;aptitud per al treball veritable, no dissimulada i permanent (\u00e9s a dir, no ha de ser merament circumstancial), sigui f\u00edsica o ps\u00edquica. El fonamental \u00e9s que impedeixi a l&#39;empleat exercir l&#39;activitat laboral per a la qual li va contractar i que afecti les seves tasques en general.<\/p>\n<ul>\n<li><strong>Atenci\u00f3<\/strong>. La ineptitud existent amb anterioritat al compliment d&#39;un per\u00edode de prova no podr\u00e0 al&middot;legar-se amb posterioritat a aquest compliment<\/li>\n<\/ul>\n<p>La ineptitud sobrevinguda del treballador es produeix quan, despr\u00e9s de ser contractat, no \u00e9s apte per a desenvolupar el seu treball, entre altres causes:<\/p>\n<ul>\n<li>Per la falta de coneixements adequats per a realitzar adequadament el treball que t\u00e9 encomanat.<\/li>\n<li>Per la falta d&#39;actualitzaci\u00f3 dels coneixements del treballador, necessaris per a desenvolupar profitosament el seu treball.<\/li>\n<li>Per deterioraci\u00f3 o p\u00e8rdua dels seus recursos de treball (destresa, rapidesa, capacitat de concentraci\u00f3, percepci\u00f3&#8230;).<\/li>\n<li>Per causes f\u00edsiques o ps\u00edquiques que impedeixin al treballador exercir la seva activitat laboral.<\/li>\n<li>Per la p\u00e8rdua d&#39;un requisit necessari o legal per a l&#39;acompliment de la seva professi\u00f3, com per exemple, la p\u00e8rdua del perm\u00eds de conduir durant un temps considerable o incert, si la conducci\u00f3 de vehicles \u00e9s un dels requisits necessaris perqu\u00e8 el treballador dugui a terme les seves tasques.<\/li>\n<\/ul>\n<p>La <strong>c\u00e0rrega de la prova<\/strong> d&#39;acreditar tot l&#39;anterior recau sobre l&#39;empresa, corresponent al treballador la prova de la seva aptitud, o que aquella era coneguda o consentida per l&#39;empresari.<\/p>\n<p><strong>Comunicaci\u00f3 al treballador<\/strong><\/p>\n<p>Quan es compleixen els requisits perqu\u00e8 un treballador pugui ser acomiadat per ineptitud sobrevinguda, l&#39;empresa ha de comunicar-li aquesta decisi\u00f3 per escrit a l&#39;empleat. La comunicaci\u00f3 ha d&#39;informar:<\/p>\n<ul>\n<li>La causa de l&#39;acomiadament objectiu, \u00e9s a dir, ha d&#39;especificar la ineptitud que presenta el treballador per a exercir les seves funcions.<\/li>\n<li>Ha d&#39;establir un termini de 15 dies a partir del moment en qu\u00e8 s&#39;emet la carta, perqu\u00e8 el treballador sigui donat de baixa definitivament de la n\u00f2mina de l&#39;empresa.<\/li>\n<li>Caldr\u00e0 informar sobre les condicions de la indemnitzaci\u00f3 que el treballador rebr\u00e0 per acomiadament objectiu per ineptitud sobrevinguda.<\/li>\n<\/ul>\n<p><strong>Dret a una indemnitzaci\u00f3 per ineptitud sobrevinguda<\/strong><\/p>\n<p>En cas d&#39;acomiadament per ineptitud sobrevinguda, el treballador t\u00e9 tens dret a una indemnitzaci\u00f3 de 20 dies per any de servei, amb un m\u00e0xim de 12 mensualitats. Els per\u00edodes inferiors a 1 any es prorrategen per mesos.<\/p>\n<ul>\n<li><strong>Atenci\u00f3. <\/strong>Quan el treballador no est\u00e0 conforme amb l&#39;acomiadament per ineptitud sobrevinguda pot impugnar la decisi\u00f3 en un termini de 20 dies h\u00e0bils, comptats a partir del moment en qu\u00e8 es fa efectiu l&#39;acomiadament, que \u00e9s 15 dies despr\u00e9s que es rep la notificaci\u00f3.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>D&#39;acord amb l&#39;article 52 de l&#39;Estatut dels Treballadors, el contracte podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col&middot;locaci\u00f3 efectiva en l&#39;empresa. Requisits La ineptitud implica que el treballador deixa de reunir les capacitats necess\u00e0ries per al correcte acompliment de les funcions del lloc de treball, amb la conseg\u00fcent [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_joinchat":[],"footnotes":""},"categories":[21,41,17],"tags":[],"class_list":["post-13253","post","type-post","status-publish","format-standard","hentry","category-butlleti-mensual","category-destacats","category-juridica"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Acomiadament objectiu per ineptitud del treballador | RM Assessors<\/title>\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.rm-assessors.cat\/en\/acomiadament-objectiu-per-ineptitud-del-treballador-2-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Acomiadament objectiu per ineptitud del treballador | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"D&#039;acord amb l&#039;article 52 de l&#039;Estatut dels Treballadors, el contracte podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col&middot;locaci\u00f3 efectiva en l&#039;empresa. Requisits La ineptitud implica que el treballador deixa de reunir les capacitats necess\u00e0ries per al correcte acompliment de les funcions del lloc de treball, amb la conseg\u00fcent [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.rm-assessors.cat\/en\/acomiadament-objectiu-per-ineptitud-del-treballador-2-2\/\" \/>\n<meta property=\"og:site_name\" content=\"RM Assessors\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/rmassessors\" \/>\n<meta property=\"article:published_time\" content=\"2024-12-30T16:57:44+00:00\" \/>\n<meta name=\"author\" content=\"Administrador Finques\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@RMAssessors\" \/>\n<meta name=\"twitter:site\" content=\"@RMAssessors\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Administrador Finques\" \/>\n\t<meta name=\"twitter:label2\" 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