Garantía del derecho a la libertad de culto, religión y conciencia en el marco de las relaciones laborales en el sector privado de Barranquilla: estudio de casos
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Fecha
2023
Autores
Valiente Bermúdez, Francisco Eduardo
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Ediciones Universidad Simón Bolívar
Facultad Ciencias Jurídicas y Sociales
Facultad Ciencias Jurídicas y Sociales
Resumen
El presente estudio tiene como objetivo establecer la manera en que el empleador garantiza el derecho a la libertad de culto, religión y conciencia de sus trabajadores, en el sector privado de Barranquilla. Se emplean como soportes teóricos los aportes de autores como Jaramillo (2018), Barrios (2020), Carmona (2021) y Rodríguez & Cano (2021), así como textos jurídicos nacionales e instrumentos internacionales en materia de derecho humanos asociados a la libertad religiosa en el marco de las relaciones laborales. Para ello, la metodología empleada desarrolla el enfoque cuantitativo, aplicando la técnica de entrevista, con su respectivo instrumento de recolección de datos, la guía de entrevista. La muestra se compone de 15 empresas del sector privado de Barranquilla, clasificadas en los sectores secundario, terciario y cuaternario de la economía. Los resultados arrojaron que la mayoría de las empresas no implementan medidas ante situaciones donde peligra la garantía de la libertad de culto del trabajador, a pesar de que la totalidad de los entrevistados manifiesta reconocer la obligación que ostentan como empleadores; asimismo, se expresa la necesidad de capacitaciones sobre la garantía de este derecho humano. De tal forma, se concluye que las organizaciones del sector privado de Barranquilla conocen ampliamente el manejo empresarial y sus obligaciones derivadas de las relaciones laborales, no obstante, carecen de conocimiento acerca de cómo utilizar las herramientas que poseen desde su base legal para ofrecerle a los trabajadores las garantías necesarias para respetar la libertad de culto, religión y conciencia.
Antecedentes: Se emplean como soportes teóricos los aportes de autores como Jaramillo (2018), Barrios (2020), Carmona (2021) y Rodríguez & Cano (2021), así como textos jurídicos nacionales e instrumentos internacionales en materia de derecho humanos asociados a la libertad religiosa en el marco de las relaciones laborales.
Objetivos: El presente estudio tiene como objetivo establecer la manera en que el empleador garantiza el derecho a la libertad de culto, religión y conciencia de sus trabajadores, en el sector privado de Barranquilla.
Materiales y Métodos: La metodología empleada desarrolla el enfoque cuantitativo, aplicando la técnica de entrevista, con su respectivo instrumento de recolección de datos, la guía de entrevista. La muestra se compone de 15 empresas del sector privado de Barranquilla, clasificadas en los sectores secundario, terciario y cuaternario de la economía.
Resultados: Los resultados arrojaron que la mayoría de las empresas no implementan medidas ante situaciones donde peligra la garantía de la libertad de culto del trabajador, a pesar de que la totalidad de los entrevistados manifiesta reconocer la obligación que ostentan como empleadores; asimismo, se expresa la necesidad de capacitaciones sobre la garantía de este derecho humano.
Conclusiones: se concluye que las organizaciones del sector privado de Barranquilla conocen ampliamente el manejo empresarial y sus obligaciones derivadas de las relaciones laborales, no obstante, carecen de conocimiento acerca de cómo utilizar las herramientas que poseen desde su base legal para ofrecerle a los trabajadores las garantías necesarias para respetar la libertad de culto, religión y conciencia.
Palabras clave: libertad de culto, religión y conciencia, relación laboral, garantía, derechos humanos, sector privado.
The present study aims to establish the way of the employer to guarantee their employees’ right to freedom of thought, belief and religion, in the private sector of Barranquilla. The theoretical base is conformed by the contributions of authors such as Jaramillo (2018), Barrios (2020), Carmona (2021) and Rodríguez & Cano (2021), as well as national legal texts and international instruments associated with freedom of religion and human rights within the frame of the employement relationships. Therefore, the methodology applied develops the qualitative approach, executing the interviewing technique, along its respective data collection tools, the interview guide. The sample is composed by 15 private sector companies in Barranquilla, categorized in secondary, tertiary and quaternary sectors of economy. Results showed that most of the companies do not implement measures against situations that put in danger the guarantee of the freedom of thought, belief and religion, despite of the companies recognizing their obligation to do so as an employer; in the same way, they express the need of training on this human right’s guarantee. Thusly, it’s concluded that the organizations of private sector of Barranquilla know widely about business management and their employment relationship derived obligations, nevertheless, they lack knowledge about how to utilize the tools given from their legal base to provide their employees with necessary guarantees to respect the freedom of thought, belief and religion. Background: The theoretical base is conformed by the contributions of authors such as Jaramillo (2018), Barrios (2020), Carmona (2021) and Rodríguez & Cano (2021), as well as national legal texts and international instruments associated with freedom of religion and human rights within the frame of the employement relationships. Objective: The present study aims to establish the way of the employer to guarantee their employees’ right to freedom of thought, belief and religion, in the private sector of Barranquilla. Materials and Methods: The methodology applied develops the qualitative approach, executing the interviewing technique, along its respective data collection tools, the interview guide. The sample is composed by 15 private sector companies in Barranquilla, categorized in secondary, tertiary and quaternary sectors of economy. Results: Results showed that most of the companies do not implement measures against situations that put in danger the guarantee of the freedom of thought, belief and religion, despite of the companies recognizing their obligation to do so as an employer; in the same way, they express the need of training on this human right’s guarantee. Conclusions: It’s concluded that the organizations of private sector of Barranquilla know widely about business management and their employment relationship derived obligations, nevertheless, they lack knowledge about how to utilize the tools given from their legal base to provide their employees with necessary guarantees to respect the freedom of thought, belief and religion.
The present study aims to establish the way of the employer to guarantee their employees’ right to freedom of thought, belief and religion, in the private sector of Barranquilla. The theoretical base is conformed by the contributions of authors such as Jaramillo (2018), Barrios (2020), Carmona (2021) and Rodríguez & Cano (2021), as well as national legal texts and international instruments associated with freedom of religion and human rights within the frame of the employement relationships. Therefore, the methodology applied develops the qualitative approach, executing the interviewing technique, along its respective data collection tools, the interview guide. The sample is composed by 15 private sector companies in Barranquilla, categorized in secondary, tertiary and quaternary sectors of economy. Results showed that most of the companies do not implement measures against situations that put in danger the guarantee of the freedom of thought, belief and religion, despite of the companies recognizing their obligation to do so as an employer; in the same way, they express the need of training on this human right’s guarantee. Thusly, it’s concluded that the organizations of private sector of Barranquilla know widely about business management and their employment relationship derived obligations, nevertheless, they lack knowledge about how to utilize the tools given from their legal base to provide their employees with necessary guarantees to respect the freedom of thought, belief and religion. Background: The theoretical base is conformed by the contributions of authors such as Jaramillo (2018), Barrios (2020), Carmona (2021) and Rodríguez & Cano (2021), as well as national legal texts and international instruments associated with freedom of religion and human rights within the frame of the employement relationships. Objective: The present study aims to establish the way of the employer to guarantee their employees’ right to freedom of thought, belief and religion, in the private sector of Barranquilla. Materials and Methods: The methodology applied develops the qualitative approach, executing the interviewing technique, along its respective data collection tools, the interview guide. The sample is composed by 15 private sector companies in Barranquilla, categorized in secondary, tertiary and quaternary sectors of economy. Results: Results showed that most of the companies do not implement measures against situations that put in danger the guarantee of the freedom of thought, belief and religion, despite of the companies recognizing their obligation to do so as an employer; in the same way, they express the need of training on this human right’s guarantee. Conclusions: It’s concluded that the organizations of private sector of Barranquilla know widely about business management and their employment relationship derived obligations, nevertheless, they lack knowledge about how to utilize the tools given from their legal base to provide their employees with necessary guarantees to respect the freedom of thought, belief and religion.
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Palabras clave
Libertad de culto, Religión y conciencia, Relación laboral, Garantía, Derechos humanos, Sector privado, Freedom of thought, Belief and religión, Employement relationship, Guarantee, Human rights, Private sector
