Regulación del trabajo en casa
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Fecha
2021
Autores
Alfaro Madarriaga, Eder David
Cotes Arias, Silenis Sibelis
Ocampo Páez, Armando José
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
Es menester mencionar, que el Trabajo en casa se empieza a conocer y, por ende surge como forma de hacer frente a la Pandemia de la Covid – 19, debido al alto riesgo de contagio que supone la pandemia, dentro de una forma de prestación de servicios de manera presencial.
En Colombia, desde el año 2008, se reguló a través de la Ley 1221, una forma de trabajo no presencial, al cual se le denominó – Teletrabajo - Sin embargo, no debe confundirse que Teletrabajo y Trabajo en Casa, aunque tienen por semejanza que para la ejecución o materialización de las órdenes impartidas por parte del empleador hacia él trabajador, se hace uso de las herramientas electrónicas – TIC- se puede concluir o deducir que son figuras jurídicas o modos de vinculación laboral, totalmente distintos.
De lo anterior expuesto, es entonces necesario y pertinente, en este estado mencionar, que la figura de Trabajo en Casa, no se encuentra regulada en Colombia. Es decir, no existe en firme a la fecha, una ley que regule lo concerniente a esta forma de vinculación laboral; por tanto en nuestro criterio, podemos afirmar que de continuar las empresas haciendo uso de esta forma de vinculación laboral, aun luego de superada la pandemia, se podría estar entonces poniendo en riesgo la dignidad humana de la clase trabajadora, entendiendo que a lo sumo se le podría tener a esta forma de vinculación, como una forma de prestación extralegal.
En este orden de ideas, no existiría norma en donde estos trabajadores pudieran ampararse en reclamo de sus derechos cuando quiera que se presentara conducta arbitraria, temeraria, caprichosa, y en general cualquiera que fuere contraria al ordenamiento jurídico laboral, con lo cual se estaría haciendo una burda exegesis a los diversos Tratados y Convenios internacionales, reconocidos y ratificados por Colombia, así como a nuestra - Constitución Política
It is worth mentioning that at home is become known and, therefore, it arises as a way of coping with the Covid – 19 pandemic supposes, within a form of provision of services in person. In Colombia, since 2008, a form of non – face-to-face work was regulated through law 1221, which was called – Teleworking – However, it should not be confused that Teleworking and Work at Home, although they have the similarity that for the execution or materialization of the orders given by the employer to the worker, use is made of electronic tools – ICT – it can be concluded or deduced that they are totally different legal figures or modes of employment relationship. From the foregoing, it is then necessary and pertinent, in this state, to mention that the figure of Work at Home is not regulated in Colombia. In other words, to date there is no firm law that regulates what concerns this form of employment relationship; Therefore, in our opinion, we can affirm that if companies continue making use of this form of labor linkage, even after the pandemic is over, the human dignity of the working class could then be at risk, understanding that at most it you could have this form of bonding, as a form of extralegal provision. In this vein, there would be no rule where these workers could claim their rights whenever arbitrary, reckless, capricious behavior occurs, and in general any that is contrary to the labor law, with which it would be doing a crude exegesis of de various international Treaties an
It is worth mentioning that at home is become known and, therefore, it arises as a way of coping with the Covid – 19 pandemic supposes, within a form of provision of services in person. In Colombia, since 2008, a form of non – face-to-face work was regulated through law 1221, which was called – Teleworking – However, it should not be confused that Teleworking and Work at Home, although they have the similarity that for the execution or materialization of the orders given by the employer to the worker, use is made of electronic tools – ICT – it can be concluded or deduced that they are totally different legal figures or modes of employment relationship. From the foregoing, it is then necessary and pertinent, in this state, to mention that the figure of Work at Home is not regulated in Colombia. In other words, to date there is no firm law that regulates what concerns this form of employment relationship; Therefore, in our opinion, we can affirm that if companies continue making use of this form of labor linkage, even after the pandemic is over, the human dignity of the working class could then be at risk, understanding that at most it you could have this form of bonding, as a form of extralegal provision. In this vein, there would be no rule where these workers could claim their rights whenever arbitrary, reckless, capricious behavior occurs, and in general any that is contrary to the labor law, with which it would be doing a crude exegesis of de various international Treaties an
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Palabras clave
Trabajo en casa, Pandemia de la Covid - 19, Vinculación laboral, Relaciones laborales, Riesgo de contagio, Ordenamiento jurídico laboral, Dignidad humana, Trabajo presencial, Regulación trabajo en casa, Work at home, Covid – 19 pandemic, Employment relationship, Labor relations, Risk of contagion, Labor law, Face-to-face work, Work-at-home regulation