{"id":13041,"date":"2024-10-18T11:23:18","date_gmt":"2024-10-18T09:23:18","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=13041"},"modified":"2024-10-18T11:34:54","modified_gmt":"2024-10-18T09:34:54","slug":"un-empleat-ha-deixat-el-seu-lloc-com-cal-actuar-es-dimissio-o-requereix-un-acomiadament","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/es\/un-empleat-ha-deixat-el-seu-lloc-com-cal-actuar-es-dimissio-o-requereix-un-acomiadament\/","title":{"rendered":"Un empleat ha deixat el seu lloc: com cal actuar, \u00e9s dimissi\u00f3 o requereix un acomiadament?"},"content":{"rendered":"
En cas de no ser clar si l’empleat pret\u00e9n deixar el seu lloc, demani-li que justifiqui les seves faltes. Si no ho fa, pot optar per un acomiadament disciplinari per abs\u00e8ncies sense justificar.<\/h5>\n
\n

En el marc de les nostres pol\u00edtiques de recursos humans, volem informar-lo del procediment a seguir en cas que un treballador deixi d’assistir al seu lloc de treball sense previ av\u00eds i sense oferir cap justificaci\u00f3. L’empresa t\u00e9 la responsabilitat de gestionar adequadament aquestes situacions per garantir la correcta continu\u00eftat del servei i el compliment de les normatives laborals vigents.<\/p>\n

Dimissi\u00f3<\/strong><\/h3>\n

Es considera que un empleat ha dimitit quan manifesta, de manera unilateral, el seu desig de posar fi a la relaci\u00f3 laboral amb l’empresa. Aquest desig pot ser expressat de manera directa, sigui a trav\u00e9s de comunicaci\u00f3 escrita sigui oral, o b\u00e9 de manera impl\u00edcita, mitjan\u00e7ant conductes que clarament indiquin aquesta intenci\u00f3.<\/p>\n

Atenci\u00f3.<\/strong> No cal que l’empleat presenti una declaraci\u00f3 formal per escrit perqu\u00e8 es consideri que ha dimitit. N’hi ha prou que el seu comportament evidenci\u00ef de manera clara i concloent la seva decisi\u00f3 de no continuar en l’empresa. Aquesta conducta ha de ser inequ\u00edvoca, ferma i demostrar la intenci\u00f3 de posar fi al contracte laboral.<\/p>\n

Empleat deixa d’assistir al seu lloc de treball sense justificaci\u00f3<\/strong><\/h3>\n

Quan un empleat deixa d’assistir al seu lloc de treball sense justificaci\u00f3, \u00e9s important avaluar si les abs\u00e8ncies i el seu comportament reflecteixen una clara voluntat de renunciar al seu \u00fas. La falta de comunicaci\u00f3, juntament amb altres indicis, pot ser suficient per determinar que hi ha hagut una dimissi\u00f3.<\/p>\n

Exemple: <\/strong>imaginem que un empleat no es presenta a treballar durant diversos dies consecutius, com el 20 i 21 de febrer. Malgrat requerir-li explicacions a trav\u00e9s de diferents mitjans, com ara Whatsapp o correu electr\u00f2nic, no ofereix resposta. Addicionalment, es t\u00e9 coneixement que el 21 de febrer ja ha comen\u00e7at a treballar en una altra empresa. En aquest cas, l’abs\u00e8ncia no justificada, la falta de resposta i el fet d’estar prestant serveis per a una altra companyia serien proves clares de la seva intenci\u00f3 d’abandonar el lloc de treball de manera volunt\u00e0ria.<\/p>\n

Si no \u00e9s clar que el comportament de l’empleat indiqui una voluntat inequ\u00edvoca de renunciar, recomanem els seg\u00fcents passos:<\/strong><\/h3>\n
    \n
  1. Sol\u00b7licitar explicacions:<\/strong> envi\u00ef una sol\u00b7licitud d’explicacions formals a l’empleat sobre les seves abs\u00e8ncies, ja sigui mitjan\u00e7ant correu electr\u00f2nic, trucada telef\u00f2nica o fins i tot a trav\u00e9s d’un burofax.<\/li>\n
  2. Esperar un termini raonable:<\/strong> d’acord amb el conveni col\u00b7lectiu aplicable, esperi el temps estipulat per a obtenir una resposta o justificaci\u00f3.<\/li>\n
  3. Acomiadament disciplinari:<\/strong> si l’empleat no ofereix explicacions o no justifica adequadament les seves abs\u00e8ncies, pot executar un acomiadament disciplinari per faltes injustificades.<\/li>\n
  4. Confirmar la dimissi\u00f3:<\/strong> en el cas que el treballador expressi clarament la seva voluntat de no continuar o es comprovi que ja presta serveis en una altra empresa, es podr\u00e0 considerar que ha dimitit de manera volunt\u00e0ria.<\/li>\n<\/ol>\n

    \u00c9s fonamental manejar aquestes situacions amb cautela i assegurar-se que existeixen proves clares abans de prendre qualsevol decisi\u00f3. L’abs\u00e8ncia de resposta per part del treballador o el seu comportament fora de l’empresa pot ser un indici de dimissi\u00f3, per\u00f2 sempre \u00e9s recomanable actuar conforme a la legislaci\u00f3 laboral i les normatives internes de l’empresa.<\/p>\n

    \"\"<\/p>\n

    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.\u00a0<\/em><\/span><\/h3>\n","protected":false},"excerpt":{"rendered":"

    En cas de no ser clar si l’empleat pret\u00e9n deixar el seu lloc, demani-li que justifiqui les seves faltes. Si no ho fa, pot optar per un acomiadament disciplinari per abs\u00e8ncies sense justificar. En el marc de les nostres pol\u00edtiques de recursos humans, volem informar-lo del procediment a seguir en cas que un treballador deixi […]<\/p>\n","protected":false},"author":18,"featured_media":13038,"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":[2922,2921,2920],"class_list":["post-13041","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-destacats","category-laboral","tag-absencies-injustificades-treballadors","tag-acomiadament-de-treballadors","tag-dimissio-o-acomiadament"],"acf":[],"yoast_head":"\nUn empleat ha deixat el seu lloc: com cal actuar, \u00e9s dimissi\u00f3 o requereix un acomiadament? | 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\/un-empleat-ha-deixat-el-seu-lloc-com-cal-actuar-es-dimissio-o-requereix-un-acomiadament\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Un empleat ha deixat el seu lloc: com cal actuar, \u00e9s dimissi\u00f3 o requereix un acomiadament? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"En cas de no ser clar si l’empleat pret\u00e9n deixar el seu lloc, demani-li que justifiqui les seves faltes. 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