{"id":6911,"date":"2022-11-10T20:43:33","date_gmt":"2022-11-10T18:43:33","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/obligacions-i-drets-laborals-en-la-llei-de-garantia-integral-de-la-llibertat-sexual\/"},"modified":"2022-11-10T20:43:33","modified_gmt":"2022-11-10T18:43:33","slug":"obligacions-i-drets-laborals-en-la-llei-de-garantia-integral-de-la-llibertat-sexual","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/obligacions-i-drets-laborals-en-la-llei-de-garantia-integral-de-la-llibertat-sexual\/","title":{"rendered":"Obligacions i drets laborals en la Llei de garantia integral de la llibertat sexual"},"content":{"rendered":"<p>Totes les empreses, independentment de la seva dimensi\u00f3, estan obligades a adoptar les mesures espec\u00edfiques per prevenir i donar resposta a les reclamacions d&#8217;assetjament sexual i per ra\u00f3 de sexe. L&#8217;incompliment d&#8217;aquesta obligaci\u00f3 pot donar lloc a sancions per part de l&#8217;administraci\u00f3.<\/p>\n<hr \/>\n<p>El passat 7 d&#8217;octubre va entrar en vigor la<em><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2022-14630\"><span style=\"color: #cd0f0f;\"> Llei org\u00e0nica 10\/2022<\/span><\/a><\/em>, de 6 de setembre, de garantia integral de la llibertat sexual, la famosa &#8220;Llei del s\u00ed \u00e9s s\u00ed&#8221; que, independentment de les novetats que incorpora en mat\u00e8ria penal, inclou importants obligacions per a les empreses i empresaris que \u00e9s important con\u00e8ixer.<\/p>\n<p><span style=\"color: #cd0f0f;\">D<strong>eures de les empreses de prevenci\u00f3 i sensibilitzaci\u00f3 en l&#8217;\u00e0mbit laboral:<\/strong><\/span><\/p>\n<ul>\n<li>Promoure condicions de treball que evitin la comissi\u00f3 de delictes i altres conductes contra la llibertat sexual i la integritat moral en el treball, incidint especialment en l&#8217;assetjament sexual i l&#8217;assetjament per ra\u00f3 de sexe.<\/li>\n<li>Arbitrar procediments espec\u00edfics per a la seva prevenci\u00f3 i per a donar via a les den\u00fancies o reclamacions que puguin formular els qui hagin estat v\u00edctimes d&#8217;aquestes conductes, incloent-hi espec\u00edficament les sofertes en l&#8217;\u00e0mbit digital.<\/li>\n<li>Promoure la sensibilitzaci\u00f3 i oferir formaci\u00f3 per a la protecci\u00f3 integral contra les viol\u00e8ncies sexuals a tot el personal al seu servei.<\/li>\n<li>Incloure en la valoraci\u00f3 de riscos dels diferents llocs de treball ocupats per treballadores la viol\u00e8ncia sexual entre els riscos laborals concurrents, havent de formar i informar d&#8217;aix\u00f2.<\/li>\n<li>Integrar la perspectiva de g\u00e8nere en els espais de l&#8217;empresa perqu\u00e8 siguin segurs i accessibles per a totes les treballadores.<\/li>\n<li>Negociar amb els representants dels treballadors l&#8217;elaboraci\u00f3 i difusi\u00f3 de codis de bones pr\u00e0ctiques, la realitzaci\u00f3 de campanyes informatives, protocols d&#8217;actuaci\u00f3 o accions de formaci\u00f3, aix\u00ed com les feines de conscienciaci\u00f3.<\/li>\n<\/ul>\n<p><span style=\"color: #cd0f0f;\"><strong>Bonificaci\u00f3 de les quotes de la Seguretat Social:\u00a0<\/strong><\/span><\/p>\n<p>Es regula una <strong>bonificaci\u00f3 del 100% de les quotes empresarials<\/strong> a la Seguretat Social per conting\u00e8ncies comunes per a les empreses que subscriguin contractes d&#8217;interinitat amb desocupats per substituir treballadores v\u00edctimes de viol\u00e8ncia sexual.<\/p>\n<p><span style=\"color: #cd0f0f;\"><strong>Revisi\u00f3 dels protocols d&#8217;assetjament sexual:\u00a0<\/strong><\/span><\/p>\n<p>La Llei org\u00e0nica 10\/2022 refor\u00e7a la import\u00e0ncia de revisar els protocols d&#8217;assetjament sexual i assetjament per ra\u00f3 de sexe de les empreses. Entre altres, com a mesura de prevenci\u00f3 enfront de la possibilitat de les empreses d&#8217;inc\u00f3rrer en responsabilitat penal per la comissi\u00f3 del delicte d&#8217;assetjament sexual o de delictes contra la integritat moral en el treball comesos en el si de l&#8217;empresa (fins i tot per falta de supervisi\u00f3, en virtut de l&#8217;article 31 bis 1 b) del codi penal).<\/p>\n<p><span style=\"color: #cd0f0f;\"><strong>Drets laborals i de la Seguretat Social de les v\u00edctimes de viol\u00e8ncies sexuals<\/strong><\/span><\/p>\n<p>La norma, amplia els drets dels treballadors considerats v\u00edctimes de viol\u00e8ncia sexual, entre altres, en mat\u00e8ria de dret a la reducci\u00f3 de jornada, adaptaci\u00f3 de jornada i mobilitat geogr\u00e0fica i en la interpretaci\u00f3 de les abs\u00e8ncies o faltes de puntualitat a la feina -equiparant-los als drets de les v\u00edctimes de viol\u00e8ncia de g\u00e8nere-.<\/p>\n<ul>\n<li>Es podran acollir a un programa espec\u00edfic d&#8217;ocupaci\u00f3 per a v\u00edctimes de viol\u00e8ncies sexuals inscrites com a demandants d&#8217;ocupaci\u00f3, incl\u00f2s en el marc dels plans anuals d&#8217;ocupaci\u00f3.<\/li>\n<li>Tindran dret a la suspensi\u00f3 de la relaci\u00f3 laboral amb reserva de lloc de treball. Aquesta suspensi\u00f3 no podr\u00e0 excedir dels sis mesos de durada i es podr\u00e0 estendre fins als divuit mesos en determinats sup\u00f2sits. En aquest cas, l&#8217;empresa gaudir\u00e0 de bonificacions en Seguretat Social per als contractes d&#8217;interinitat amb desocupats que substitueixin a v\u00edctimes de viol\u00e8ncia sexual. Igualment podran sol\u00b7licitar l&#8217;extinci\u00f3 del contracte de treball amb dret a la prestaci\u00f3 per desocupaci\u00f3.<\/li>\n<li>Tindran dret a optar a la mobilitat geogr\u00e0fica amb recol\u00b7locaci\u00f3 en un altre centre de treball.<\/li>\n<li>Les faltes de puntualitat a la feina o abs\u00e8ncies motivades per la situaci\u00f3 f\u00edsica o psicol\u00f2gica derivada d&#8217;una viol\u00e8ncia sexual es consideraran justificades.<\/li>\n<li>L&#8217;acomiadament de la treballadora v\u00edctima de viol\u00e8ncia de g\u00e8nere o sexual amb motiu d&#8217;exercir els seus drets \u00e9s nul.<\/li>\n<li>Tindran dret a la reducci\u00f3 de la jornada de treball amb disminuci\u00f3 proporcional del salari o a la reordenaci\u00f3 del temps de treball, a trav\u00e9s de l&#8217;adaptaci\u00f3 de l&#8217;horari, de l&#8217;aplicaci\u00f3 de l&#8217;horari flexible o d&#8217;altres formes d&#8217;ordenaci\u00f3 del temps de treball que s&#8217;utilitzin en l&#8217;empresa.<\/li>\n<li>Podran fer la seva feina totalment o parcial a dist\u00e0ncia o a deixar de fer-ho si aquest fos el sistema establert, sempre en tots dos casos que aquesta modalitat de prestaci\u00f3 de serveis sigui compatible amb el lloc i funcions desenvolupades per la persona.<\/li>\n<li>Optaran als ajuts econ\u00f2mics a les v\u00edctimes de viol\u00e8ncies sexuals i a la Renda Activa d&#8217;Inserci\u00f3.<\/li>\n<li>Les treballadores aut\u00f2nomes podran cessar la seva activitat amb dret a la prestaci\u00f3 per cessament d&#8217;activitat.<\/li>\n<\/ul>\n<p><img decoding=\"async\" src=\"https:\/\/images.pexels.com\/photos\/622135\/pexels-photo-622135.jpeg?auto=compress&amp;cs=tinysrgb&amp;w=600\" alt=\"\" \/><\/p>\n<p><strong><span style=\"color: #cd0f0f;\"><em>Som assessors laborals i de la Seguretat Social. Consulteu-nos sese comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a laboral@rm-assessors.cat.\u00a0<\/em><\/span><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Totes les empreses, independentment de la seva dimensi\u00f3, estan obligades a adoptar les mesures espec\u00edfiques per prevenir i donar resposta a les reclamacions d&#8217;assetjament sexual i per ra\u00f3 de sexe. L&#8217;incompliment d&#8217;aquesta obligaci\u00f3 pot donar lloc a sancions per part de l&#8217;administraci\u00f3. El passat 7 d&#8217;octubre va entrar en vigor la Llei org\u00e0nica 10\/2022, de [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4119,"comment_status":"open","ping_status":"open","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":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","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":[21,41,11],"tags":[2353,2354,2225],"class_list":["post-6911","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-destacats","category-laboral","tag-empreses-llibertat-sexual","tag-obligacions-empreses-sexes","tag-protocol-assetjament-sexual"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Obligacions i drets laborals en la Llei de garantia integral de la llibertat sexual | 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\/obligacions-i-drets-laborals-en-la-llei-de-garantia-integral-de-la-llibertat-sexual\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Obligacions i drets laborals en la Llei de garantia integral de la llibertat sexual | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"Totes les empreses, independentment de la seva dimensi\u00f3, estan obligades a adoptar les mesures espec\u00edfiques per prevenir i donar resposta a les reclamacions d&#8217;assetjament sexual i per ra\u00f3 de sexe. 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