{"id":12884,"date":"2024-09-10T13:46:20","date_gmt":"2024-09-10T11:46:20","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=12884"},"modified":"2024-09-10T18:38:51","modified_gmt":"2024-09-10T16:38:51","slug":"acomiadament-objectiu-per-ineptitud-del-treballador","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/acomiadament-objectiu-per-ineptitud-del-treballador\/","title":{"rendered":"Acomiadament objectiu per ineptitud del treballador"},"content":{"rendered":"<h5>D&#8217;acord amb l&#8217;article 52 de l&#8217;Estatut dels Treballadors, el contracte de treball podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col\u00b7locaci\u00f3 efectiva en l&#8217;empresa.<\/h5>\n<hr \/>\n<h3>Que es la ineptitud laboral ?<\/h3>\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>La ineptitud pot tenir causa f\u00edsica o ps\u00edquica.<\/p>\n<p>La ineptitud existent amb anterioritat al compliment d&#8217;un per\u00edode de prova no podr\u00e0 al\u00b7legar-se amb posterioritat a aquest compliment<\/p>\n<h3>Quins requisits ha de reunir la ineptitud per a justificar l&#8217;acomiadament per causes objectives ?<\/h3>\n<ul>\n<li><strong>Sobrevinguda<\/strong>: \u00c9s a dir, coneguda per l&#8217;empresari despr\u00e9s de la contractaci\u00f3 del treballador i la seva incorporaci\u00f3 efectiva al lloc de treball.<\/li>\n<li><strong>Permanent en el temps i no merament circumstancial o puntual<\/strong>. Per tant, queden excloses les situacions d&#8217;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&#8217;acomiadament objectiu, sin\u00f3 de suspensi\u00f3 del contracte de treball per incapacitat temporal.<\/li>\n<li><strong>Imputable al treballador<\/strong>: \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><strong>Independent de la voluntat del treballador<\/strong>: \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&#8217;acomiadament objectiu, sin\u00f3 d&#8217;acomiadament disciplinari.<\/li>\n<li><strong>Veritable i no dissimulada.<\/strong><\/li>\n<li><strong>D&#8217;un cert grau o entitat suficient:<\/strong>\u00a0 Per exemple, quan la ineptitud del treballador \u00e9s de tal grau que li impedeix continuar realitzant les funcions pr\u00f2pies del seu lloc d&#8217;assistent de vendes (emetre trucades, mantenir contacte telef\u00f2nic amb clients, donar explicacions de productes i serveis, tancar operacions comercials&#8230;).<\/li>\n<li><strong>General:<\/strong> \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<h3>Quines poden ser les causes de la ineptitud sobrevinguda ?<\/h3>\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&#8217;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&#8217;un requisit necessari o legal per a l&#8217;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<h3>Qui haur\u00e0 de provar els fets ?<\/h3>\n<ul>\n<li><strong>L&#8217;empresa<\/strong> haur\u00e0 de provar tots els requisits per entendre que el treballador es troba en situaci\u00f3 de ineptitud sobrevinguda.<\/li>\n<li><strong>El treballador<\/strong>, per oposar-se a l&#8217;acomiadament haur\u00e0 de provar la seva aptitud o que<span style=\"font-size: 16px;\">\u00a0aquella era coneguda o consentida per l&#8217;empresari.<\/span><\/li>\n<\/ul>\n<h3>Comunicaci\u00f3 al treballador<\/h3>\n<p>Quan es compleixen els requisits perqu\u00e8 un treballador pugui ser acomiadat per ineptitud sobrevinguda, l&#8217;empresa ha de comunicar-li aquesta decisi\u00f3 per escrit a l&#8217;empleat. La comunicaci\u00f3 ha d&#8217;informar:<\/p>\n<ul>\n<li>La causa de l&#8217;acomiadament objectiu, \u00e9s a dir, ha d&#8217;especificar la ineptitud que presenta el treballador per a exercir les seves funcions.<\/li>\n<li>Ha d&#8217;establir un termini de 15 dies a partir del moment en qu\u00e8 s&#8217;emet la carta, perqu\u00e8 el treballador sigui donat de baixa definitivament de la n\u00f2mina de l&#8217;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<h3>Dret a una indemnitzaci\u00f3 per ineptitud sobrevinguda<\/h3>\n<p>En cas d&#8217;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&#8217;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&#8217;acomiadament, que \u00e9s 15 dies despr\u00e9s que es rep la notificaci\u00f3.<\/li>\n<\/ul>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-medium wp-image-4555\" src=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2020\/05\/shutterstock_1358292332-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2020\/05\/shutterstock_1358292332-300x300.jpg 300w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2020\/05\/shutterstock_1358292332-150x150.jpg 150w, https:\/\/www.rm-assessors.cat\/wp-content\/uploads\/2020\/05\/shutterstock_1358292332.jpg 600w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p>\n<h3><span style=\"color: #3366ff;\"><em>Som assessors laborals i de la Seguretat Social. Consulteu-nos sense comprom\u00eds trucant al 972 208 258, o per correu electr\u00f2nic adre\u00e7at a info@rm-assessors.cat.<\/em><\/span><\/h3>\n","protected":false},"excerpt":{"rendered":"<p>D&#8217;acord amb l&#8217;article 52 de l&#8217;Estatut dels Treballadors, el contracte de treball podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col\u00b7locaci\u00f3 efectiva en l&#8217;empresa. Que es la ineptitud laboral ? La ineptitud implica que el treballador deixa de reunir les capacitats necess\u00e0ries per al correcte acompliment de les funcions [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":12881,"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":[21,41,11],"tags":[2713,2899,2898],"class_list":["post-12884","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-destacats","category-laboral","tag-acomiadament-objectiu-ineptitud","tag-extincio-ineptitud-sobrevingda","tag-ineptitud-sobrevinguda"],"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\/es\/acomiadament-objectiu-per-ineptitud-del-treballador\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\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&#8217;acord amb l&#8217;article 52 de l&#8217;Estatut dels Treballadors, el contracte de treball podr\u00e0 extingir-se per ineptitud del treballador coneguda o sobrevinguda amb posterioritat a la seva col\u00b7locaci\u00f3 efectiva en l&#8217;empresa. 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