Estabilidad laboral reforzada en mujeres en estado de embarazo con contrato de aprendizaje durante la pandemia covid-19 en la ciudad de Barranquilla-Colombia
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Fecha
2021
Autores
Mercado Serrano, Andrea Carolina
Suárez Galván, Laura Vanessa
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
En el presente ensayo, se estudió la estabilidad laboral en mujeres en estado de embarazo con contrato de aprendizaje durante la pandemia COVID-19, desde la promulgación de la Ley 789 de 2002, en el artículo 30 se define el contrato de aprendizaje como una forma especial del derecho laboral mediante la cual, una persona natural desarrolla formación teórica-practica en una entidad autorizada a cambio de que una empresa patrocinadora proporcione los medios para adquirir formación profesional, metódica y completa requerida en el oficio, actividad u ocupación y esto le implique desempeñarse dentro del manejo administrativo, operativo comercial o financiero propios del giro ordinario de las actividades de la empresa por cualquier tiempo determinado no superior a dos años y por esto reciba un apoyo de sostenimiento mensual el cual en ningún caso constituye salario.
Desde el Ministerio de Trabajo se establece el concepto que una licencia de maternidad otorgada a una aprendiz, al igual que una incapacidad debidamente soportada ante la empresa patrocinadora, es causal de suspensión del contrato de aprendizaje, por lo que deben garantizársele a esta mujer en estado de embarazo todos los derechos que legalmente le asisten.
La corte constitucional al estudiar tres acciones de tutela presentadas por mujeres embarazadas, quienes consideraban que la terminación unilateral de sus contratos laborales vulneraba sus derechos fundamentales al trabajo, a la estabilidad laboral reforzada, a la salud y a
la igualdad; así mismo, la corte constitucional mantuvo el precedente establecido en la sentencia SU 070/2013 en relación con la estabilidad reforzada de mujeres embarazadas, no obstante, modificó su jurisprudencia respecto a los deberes del empleador cuando desvincula una trabajadora por cualquier causa, sin conocer su estado de embarazo.
De acuerdo con lo previsto en la Circular 137 del 2017 del Sena, que se cita en el reciente concepto, si una aprendiz queda embarazada durante la ejecución del contrato de aprendizaje, este continúa su desarrollo normal, pues el estado de embarazo no impide su ejecución, a menos que se trate de una situación de alto riesgo que obligue a incapacitarla.
El Mintrabajo en su circular “Irrenunciabilidad fuero materno aprendiz”, aporta a esta investigación permitiendo ahondar en la problemática que de una u otra manera se presenta en las relaciones contractuales en barranquilla al momento de vincular a una aprendiz en una empresa ya que en diversos casos los empleadores en la ciudad contratan bajo esta modalidad para disminuir la carga prestacional que se genera de un contrato de trabajo.
De acuerdo con lo previsto en la Circular 132 del 2017 del Sena, que se cita en el reciente concepto, si una aprendiz queda embarazada durante la ejecución del contrato de aprendizaje, este continúa su desarrollo normal, pues el estado de embarazo no impide su ejecución, a menos que se trate de una situación de alto riesgo que obligue a incapacitarla.
Por último se puede concluir que a pesar de lo que se cree en el común el contrato de aprendizaje en ciertos puntos cumplen con igualdad de características que las de un contrato laboral tradicional, si bien es cierto en el contrato de aprendizaje no se ha dado una relación laboral en estos casos de maternidad prima el principio de estabilidad al sistema de salud, pues la aprendiz en estado de gestación utilizara con mucha más frecuencia el sistema de salud, lo cual implica que la empresa efectué una extensión al contrato para brindar una estabilidad en este aspecto.
In this trial, job stability was studied in pregnant women with an apprenticeship contract during the COVID-19 pandemic, since the enactment of Law 789 of 2002, article 30 defines the apprenticeship contract as a form special labor law through which a natural person develops theoretical-practical training in an authorized entity in exchange for a sponsoring company providing the means to acquire professional, methodical and complete training required in the trade, activity or occupation and this implies perform within the administrative, commercial or financial management of the ordinary course of the activities of the company for any determined time not exceeding two years and therefore receive a monthly support support which in no case constitutes salary. The Ministry of Labor establishes the concept that a maternity leave granted to an apprentice, as well as a disability duly supported by the sponsoring company, is grounds for suspension of the apprenticeship contract, so this woman must be guaranteed in good standing. of pregnancy all the rights that legally assist you. The constitutional court when studying three protection actions presented by pregnant women, who considered that the unilateral termination of their labor contracts violated their fundamental rights to work, to reinforced job stability, to health and equality; Likewise, the constitutional court maintained the precedent established in judgment SU 070/2013 in relation to the enhanced stability of pregnant women, however, it modified its jurisprudence regarding the duties of the employer when a worker is terminated for any reason, without knowing her state of pregnancy. In accordance with the provisions of Sena Circular 137 of 2017, which is cited in the recent concept, if an apprentice becomes pregnant during the execution of the apprenticeship contract, it continues its normal development, since the state of pregnancy does not prevent its execution , unless it is a high-risk situation that requires incapacitation. The Ministry of Labor in its circular "Non-waivable maternal jurisdiction apprentice", contributes to this research allowing to delve into the problem that in one way or another arises in contractual relationships in Barranquilla at the time of linking an apprentice to a company since in various cases Employers in the city hire under this modality to reduce the benefit burden generated by a work contract. In accordance with the provisions of Sena Circular 132 of 2017, which is cited in the recent concept, if an apprentice becomes pregnant during the execution of the apprenticeship contract, it continues its normal development, since the state of pregnancy does not prevent its execution. , unless it is a high-risk situation that requires incapacitation. Finally, it can be concluded that despite what is believed in common, the apprenticeship contract in certain points fulfill the same characteristics as those of a traditional labor contract, although it is true in the apprenticeship contract, there has not been a Labor relationship in these cases of maternity prevails the principle of stability to the health system, since the apprentice in a state of pregnancy will use the health system much more frequently, which implies that the company made an extension to the contract to provide stability in this aspect.
In this trial, job stability was studied in pregnant women with an apprenticeship contract during the COVID-19 pandemic, since the enactment of Law 789 of 2002, article 30 defines the apprenticeship contract as a form special labor law through which a natural person develops theoretical-practical training in an authorized entity in exchange for a sponsoring company providing the means to acquire professional, methodical and complete training required in the trade, activity or occupation and this implies perform within the administrative, commercial or financial management of the ordinary course of the activities of the company for any determined time not exceeding two years and therefore receive a monthly support support which in no case constitutes salary. The Ministry of Labor establishes the concept that a maternity leave granted to an apprentice, as well as a disability duly supported by the sponsoring company, is grounds for suspension of the apprenticeship contract, so this woman must be guaranteed in good standing. of pregnancy all the rights that legally assist you. The constitutional court when studying three protection actions presented by pregnant women, who considered that the unilateral termination of their labor contracts violated their fundamental rights to work, to reinforced job stability, to health and equality; Likewise, the constitutional court maintained the precedent established in judgment SU 070/2013 in relation to the enhanced stability of pregnant women, however, it modified its jurisprudence regarding the duties of the employer when a worker is terminated for any reason, without knowing her state of pregnancy. In accordance with the provisions of Sena Circular 137 of 2017, which is cited in the recent concept, if an apprentice becomes pregnant during the execution of the apprenticeship contract, it continues its normal development, since the state of pregnancy does not prevent its execution , unless it is a high-risk situation that requires incapacitation. The Ministry of Labor in its circular "Non-waivable maternal jurisdiction apprentice", contributes to this research allowing to delve into the problem that in one way or another arises in contractual relationships in Barranquilla at the time of linking an apprentice to a company since in various cases Employers in the city hire under this modality to reduce the benefit burden generated by a work contract. In accordance with the provisions of Sena Circular 132 of 2017, which is cited in the recent concept, if an apprentice becomes pregnant during the execution of the apprenticeship contract, it continues its normal development, since the state of pregnancy does not prevent its execution. , unless it is a high-risk situation that requires incapacitation. Finally, it can be concluded that despite what is believed in common, the apprenticeship contract in certain points fulfill the same characteristics as those of a traditional labor contract, although it is true in the apprenticeship contract, there has not been a Labor relationship in these cases of maternity prevails the principle of stability to the health system, since the apprentice in a state of pregnancy will use the health system much more frequently, which implies that the company made an extension to the contract to provide stability in this aspect.
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Palabras clave
Estabilidad laboral, Contrato de aprendizaje, Pandemia, Derecho al trabajo, Seguridad social, Labor stability, Apprenticeship contract, Pandemic, Right to work, Social security