{"id":12222,"date":"2024-04-23T18:11:55","date_gmt":"2024-04-23T16:11:55","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=12222"},"modified":"2024-04-29T13:56:54","modified_gmt":"2024-04-29T11:56:54","slug":"aspectes-clau-de-l-acomiadament-disciplinari","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/aspectes-clau-de-l-acomiadament-disciplinari\/","title":{"rendered":"Aspectes clau de l’acomiadament disciplinari"},"content":{"rendered":"
L’acomiadament disciplinari \u00e9s la decisi\u00f3 de finalitzar la relaci\u00f3 laboral per part d’un empresari amb el treballador que ha contractat. Per poder-se considerar com a tal s’han de produir dues circumst\u00e0ncies: hi ha un incompliment per part del treballador, i aquest \u00e9s espec\u00edficament greu i culpable.<\/h5>\n
\n

Es pot acomiadar un treballador (acomiadament disciplinari) basat en un incompliment greu i culpable del treballador. Per\u00f2 s’ha de saber en qu\u00e8 consisteix l’acomiadament disciplinari, les causes que poden donar-hi lloc, els requisits formals que ha de reunir aquest tipus d’acomiadament, si el treballador t\u00e9 dret a indemnitzaci\u00f3 o a la desocupaci\u00f3 o atur i qu\u00e8 fer quan acomiaden de manera disciplin\u00e0ria un treballador.<\/p>\n

Causes de l’acomiadament disciplinari<\/strong><\/h3>\n

D’acord amb l’article 54 de l’Estatut dels Treballadors es consideren incompliments contractuals:<\/p>\n

    \n
  1. Les faltes repetides i injustificades d’assist\u00e8ncia o puntualitat a la feina.<\/li>\n
  2. La indisciplina o desobedi\u00e8ncia a la feina.<\/li>\n
  3. Les ofenses verbals o f\u00edsiques a l’empresari o a les persones que treballen a l’empresa o als familiars que convisquin amb ells.<\/li>\n
  4. La transgressi\u00f3 de la bona fe contractual, aix\u00ed com l’ab\u00fas de confian\u00e7a en l’acompliment de la feina.<\/li>\n
  5. La disminuci\u00f3 continuada i volunt\u00e0ria en el rendiment de la feina normal o pactada.<\/li>\n
  6. L’embriaguesa habitual o toxicomania si repercuteixen negativament en la feina.<\/li>\n
  7. L’assetjament per ra\u00f3 d’origen racial o \u00e8tnic, religi\u00f3 o conviccions, discapacitat, edat o orientaci\u00f3 sexual i l’assetjament sexual o per ra\u00f3 de sexe a l’empresari o a les persones que treballen a l’empresa.<\/li>\n<\/ol>\n

    Acomiadament disciplinari procedent, improcedent o nul<\/strong><\/h3>\n

    L’acomiadament disciplinari pot tenir diverses conseq\u00fc\u00e8ncies legals per al treballador o l’ocupador, depenent de la causa i la forma en qu\u00e8 es dugui a terme.<\/p>\n

    Per saber si un acomiadament disciplinari t\u00e9 indemnitzaci\u00f3 o no, hem de tenir en compte la qualificaci\u00f3 que ha obtingut despr\u00e9s de la seva impugnaci\u00f3. Aix\u00ed doncs, aquest acomiadament pot ser:<\/p>\n

    Acomiadament procedent<\/strong>.<\/h4>\n

    L’ocupador ha complert amb les formalitats exigides i acredita l’incompliment per part del treballador. En aquest cas, en incomplir el treballador les seves obligacions, l’empresa pot reclamar per danys i perjudicis. Exemples: danys en b\u00e9ns de l’empresa o per compet\u00e8ncia deslleial.<\/p>\n

    En aquest cas es validaria la decisi\u00f3 de l’empresari, i el treballador no tindria dret a indemnitzaci\u00f3 encara que s\u00ed a la corresponent prestaci\u00f3 per desocupaci\u00f3 de la Seguretat Social sempre que compleixi els requisits exigits.<\/p>\n

    Acomiadament disciplinari improcedent<\/strong>.<\/h4>\n

    A difer\u00e8ncia de l’altre, en aquest sup\u00f2sit l’ocupador ha incomplert alguns dels requisits de forma o no ha quedat acreditat l’incompliment al\u00b7legat per l’empresari.<\/p>\n

    El treballador pot tenir dret a una indemnitzaci\u00f3 o a la readmissi\u00f3 en el mateix lloc de feina. La indemnitzaci\u00f3 que ha d’abonar l’empresa \u00e9s de trenta-tres dies de salari per any de servei, amb un l\u00edmit de 24 mensualitats. En cas de contractes signats abans del 12 de febrer de 2012, el c\u00e0lcul \u00e9s diferent.<\/p>\n

    Acomiadament disciplinari nul<\/strong>.<\/h4>\n

    S’ha fet per motius discriminatoris, atempta contra algun dels drets fonamentals i llibertats p\u00fabliques del treballador o que coincideix temporalment amb per\u00edodes relacionats amb l’embar\u00e0s, maternitat, paternitat, adopci\u00f3 o acolliment.<\/p>\n

    Si l’acomiadament \u00e9s declarat nul, el treballador t\u00e9 dret al reingr\u00e9s a l’empresa i al pagament dels salaris de tramitaci\u00f3 per part de l’empresa.<\/p>\n

    Es considera acomiadament nul, en els seg\u00fcents sup\u00f2sits:<\/p>\n

      \n
    1. El dels treballadors durant els per\u00edodes de suspensi\u00f3 del contracte de treball per naixement, adopci\u00f3, guarda amb finalitats d’adopci\u00f3, acolliment, risc durant l’embar\u00e0s, risc durant la lact\u00e0ncia natural a qu\u00e8 es refereix l’article 45.1.d) i e), gaudi del perm\u00eds parental a qu\u00e8 es refereix l’article 48 bis, o per malalties causades per embar\u00e0s, part o lact\u00e0ncia natural, o quan es notifiqui la decisi\u00f3 en una data tal que el termini de preav\u00eds concedit finalitzi dins d’aquests per\u00edodes.<\/li>\n
    2. El de les treballadores embarassades, des de la data d’inici de l’embar\u00e0s fins al comen\u00e7ament del per\u00edode de suspensi\u00f3 a qu\u00e8 es refereix la lletra a); el dels treballadors que hagin sol\u00b7licitat un dels permisos als quals es refereix l’article 37, apartats 3.b), 4, 5 i 6, o l’estiguin gaudint, o hagin sol\u00b7licitat o estiguin gaudint de les adaptacions de jornada previstes en l’article 34.8 o l’exced\u00e8ncia prevista en l’article 46.3; i el de les treballadores v\u00edctimes de viol\u00e8ncia de g\u00e8nere per l’exercici del seu dret a la tutela judicial efectiva o dels drets reconeguts en aquesta llei per fer efectiva la seva protecci\u00f3 o el seu dret a l’assist\u00e8ncia social integral.<\/li>\n
    3. El dels treballadors despr\u00e9s d’haver-se reintegrat a la feina en finalitzar els per\u00edodes de suspensi\u00f3 del contracte per naixement, adopci\u00f3, guarda amb finalitats d’adopci\u00f3 o acolliment, a qu\u00e8 es refereix l’article 45.1.d), sempre que no haguessin transcorregut m\u00e9s de dotze mesos des de la data del naixement, l’adopci\u00f3, la guarda amb finalitats d’adopci\u00f3 o l’acolliment.<\/li>\n<\/ol>\n

      El que s’estableix en els sup\u00f2sits anteriors \u00e9s aplicable, tret que, en aquests casos, es declari la proced\u00e8ncia de l’acomiadament per motius no relacionats amb l’embar\u00e0s o amb l’exercici del dret als permisos i exced\u00e8ncia assenyalats.<\/p>\n

      Formalitats de l’acomiadament disciplinari<\/strong><\/h3>\n

      L’acomiadament disciplinari s’ha de notificar per escrit al treballador, fent figurar els fets que el motiven i la data en qu\u00e8 t\u00e9 efecte.<\/p>\n

      Atenci\u00f3.<\/strong> Per conveni col\u00b7lectiu es poden establir altres exig\u00e8ncies formals per a l’acomiadament, sent molt habitual, per exemple, l’obligaci\u00f3 de tramitar, amb car\u00e0cter previ a l’acomiadament, un expedient sancionador contradictori, donant al treballador la possibilitat de fer al\u00b7legacions i presentar proves en la seva defensa, o la notificaci\u00f3 de la decisi\u00f3 de l’acomiadament als representants dels treballadors. L\u00f2gicament, si s’estableixen requisits addicionals en el conveni col\u00b7lectiu, l’incompliment d’aquestes formalitats pot suposar la declaraci\u00f3 d’improced\u00e8ncia de l’acomiadament per raons formals.<\/p>\n

      Quan el treballador fos representant legal dels treballadors o delegat sindical <\/strong>procedeix l’obertura d’expedient contradictori, en el qual seran escoltats, a m\u00e9s de l’interessat, els restants membres de la representaci\u00f3 a qu\u00e8 pertany\u00e9s, si n’hi hagu\u00e9s.<\/p>\n

      Si el treballador estigu\u00e9s afiliat a un sindicat<\/strong> i a l’empresari li consta, ha de donar audi\u00e8ncia pr\u00e8via als delegats sindicals de la secci\u00f3 sindical corresponent a aquest sindicat.<\/p>\n

      Si l’acomiadament es fes contravenint el que s’estableix anteriorment, l’empresari podr\u00e0 realitzar un nou acomiadament en el qual compleixi els requisits omesos en el precedent. Aquest nou acomiadament, que nom\u00e9s fa efecte des de la seva data, nom\u00e9s cal efectuar-lo en el termini de vint dies, a comptar des del seg\u00fcent al del primer acomiadament. En realitzar-lo, l’empresari posar\u00e0 a la disposici\u00f3 del treballador els salaris reportats en els dies intermedis, mantenint-lo durant aquests dies en alta en la Seguretat Social.<\/p>\n

      L’empresa ha d’informar els representants sobre les sancions imposades per faltes molt greus?<\/strong><\/h3>\n

      S\u00ed. L’article 64.4.c) de l’ET obliga l’empresa a informar els representants dels treballadors sobre totes les sancions imposades per faltes molt greus. En aquests casos l’incompliment del deure d’informaci\u00f3 als representants dels treballadors origina que l’empresa pugui ser objecte d’una sanci\u00f3 administrativa, per\u00f2 en cap cas la falta d’informaci\u00f3 afecta la validesa de la sanci\u00f3 imposada.<\/p>\n

      Per tant, compleixi amb aquesta obligaci\u00f3 i guardi evid\u00e8ncies (amb un he rebut signat pels representants).<\/p>\n

      Com pot rec\u00f3rrer el treballador un acomiadament disciplinari?<\/strong><\/h3>\n

      Per rec\u00f3rrer l’acomiadament s’ha de presentar tant la papereta de conciliaci\u00f3 davant el CMAC o SMAC com una demanda judicial davant el jutjat social que correspongui. El termini legal \u00e9s de vint dies h\u00e0bils des de la notificaci\u00f3 de l’acomiadament.<\/p>\n

      \"\"<\/p>\n

      Som advocats. Consulteu-nos sense comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a info@rm-assessors.cat\u00a0<\/em><\/span><\/h3>\n","protected":false},"excerpt":{"rendered":"

      L’acomiadament disciplinari \u00e9s la decisi\u00f3 de finalitzar la relaci\u00f3 laboral per part d’un empresari amb el treballador que ha contractat. Per poder-se considerar com a tal s’han de produir dues circumst\u00e0ncies: hi ha un incompliment per part del treballador, i aquest \u00e9s espec\u00edficament greu i culpable. Es pot acomiadar un treballador (acomiadament disciplinari) basat en […]<\/p>\n","protected":false},"author":18,"featured_media":2545,"comment_status":"closed","ping_status":"closed","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":[2810,2812,2811],"class_list":["post-12222","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-destacats","category-juridica","tag-acomiadament-disciplinari-treballadors","tag-acomiadament-treballadors-personal","tag-despido-personal-assalariat"],"acf":[],"yoast_head":"\nAspectes clau de l'acomiadament disciplinari | 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\/es\/aspectes-clau-de-l-acomiadament-disciplinari\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Aspectes clau de l'acomiadament disciplinari | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"L’acomiadament disciplinari \u00e9s la decisi\u00f3 de finalitzar la relaci\u00f3 laboral per part d’un empresari amb el treballador que ha contractat. 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