Diferencias y similitudes a la desconexión digital a la que tienen derecho los trabajadores en Colombia y España
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Fecha
2021
Autores
Valencia Martínez, Andréina Herenía
Machacón Cruz, John Carlos
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Editor
Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
La constitución política de Colombia contempla como un derecho fundamental de
los trabajadores el descanso necesario, con el fin de que los trabajadores disfruten
con su familia y allegados al trabajador/a, tengan derecho a una recreación o se
dediquen al estudio, por lo tanto la normatividad constitucional en Colombia desde
hace mucho tiempo según el Artículo 161 del Código Sustantivo del Trabajo, señala
que la jordana ordinaria de trabajo máxima es de 8 horas diarias y 48 horas
semanales, pero el trabajador puede laborar más allá de su jornada laboral
ordinaria, lo que constituye como trabajo extra o suplementario. Con la llegada de
la pandemia en este caso el COVID-19 y la cuarentena que esta trajo, ocasiono la
obligación de muchas empresas a innovar tecnológicamente sus productos como lo
son algunas en ventas online, consultas virtuales y clases online, haciendo que
fuera una gran ayuda a las entidades de justicia, medicina, comercio, educación y
demás.
Este artículo de investigación se justifica y es un gran aporte significativo a la
academia ya que ayudará a determinar los parámetros saludables a los que debe
exponerse un empleado que se encuentre realizando su trabajo de manera remota
y en que en consecuencia tendrá mayor desarrollo y rendimiento durante su jornada
al poder gozar de esta desconexión necesaria para la mente.
El Enfoque utilizado en este ensayo es cualitativo porque no planteamos una
medición numérica al recolectar los datos para llegar a establecer cuáles son esas
ya mencionadas consecuencias que dejaría el Covid-19 en los trabajadores como
se ha venido planteando, es cualitativo porque este solo interpreta cual sería el
sentir de las personas, y como bien lo destaca su propia denominación el tipo
enfoque cualitativo su misión es describir esas cualidades resultantes de un
fenómeno en específico como lo es el caso que nos ocupa. El Método de
investigación utilizado en el presente ensayo es Inductivo en la medida que este va
de lo particular a lo general. La Población y Muestra, utilizado es este ensayo Es
una muestra intencional porque como investigadores del caso planteado nos
permite elegir a nuestro propio criterio cuáles serán esas muestras para la
investigación, es decir, nos basamos en nuestro propio juicio y criterios para elegir
a ese grupo de la población que será el objeto principal de nuestro estudio, resultará
entonces cierto afirmar que el tipo y muestra utilizado es el de la población y muestra
porque en primer lugar la población nos proporcionará los elementos a estudiar y la
muestra será entonces aquella parte que nos proporcionará aquellos individuos o
casos que pasaremos a estudiar. En este resumen podemos mencionar las
siguientes similitudes:
En Colombia, la constitución hace mención de un descanso necesario del que
deben gozar los trabajadores, como estímulo necesario a sus servicios. En España
se hace exigible cualquier tiempo adicional a Nueve horas, a excepción de
convenios existentes, que no podrán superar las 40 horas semanales. En Colombia
supera por 8 horas adicionales como máximo tiempo de trabajo semanal en 48
horas y no se reconoce recargos por trabajo supletorio.
En Colombia en el 2008 se inició la promoción del teletrabajo como una alternativa
de trabajo mediante las tecnologías de la información.
En España en 1995 ya se conocía sobre el trabajador y distancia y se implementaba
estrategias de prevención de riesgos laborales y salud para los mismos.
En Colombia: “se establecen los lineamientos sobre el trabajo en casa, como
modalidad ocasional, temporal y excepcional, que deben acatarse por parte de
empleadores, empleados y administradores de riesgos laborales” hacen énfasis en
las diferentes modalidades de trabajo que pueden representarse
En España garantizan fuera del tiempo de trabajo legal o convencionalmente
establecido, el respeto de su tiempo de descanso, permisos y vacaciones, así como
de su intimidad personal y familiar.
Con respecto al derecho laboral, ambos Estados, reconocen en sus normas, la
importancia de la creación de una legislación laboral, en España adicionalmente se
dispone El artículo 20 bis de la Ley del Estatuto de los Trabajadores.
El decreto Real se creó posterior a la promulgación de la ley en el 2018 y se ciñe a
lo dispuesto en ella, para establecer un horario de trabajo que no afecte al empleado
y se centra en el teletrabajo.
La circular del Ministerio de trabajo se oficializo antes de contar con la una ley que
estipulara aspectos sobre el trabajo desde casa, adicionalmente se incorporan
riesgos laborales.
La Corte Suprema de Justicia, por medio de la sentencia SL5584-2017 de la
Sala de Casación Laboral, dictamino que en caso de que un empleador acuerde
con sus trabajadores que deban estar disponibles para cualquier actividad desde
sus casas, se le debe pagar y reconocer a cada uno, una jornada suplementaria.
De tal manera, el ministerio de protección social radico un concepto en el año 2008
donde explicaba que existían dos clases de disponibilidad, la primera esclarecía que
el trabajador contaba con restricción de autonomía y libertad , por lo tanto este no
se le permite movilizarse a donde desee, puesto que debe estar en un lugar
determinado por su labor, en el segundo tipo, la disponibilidad del trabajador se le
permite disponer de su tiempo en lo que quiera, sin la obligación de permanecer en
su sitio de trabajo o en un punto exacto.
Como conclusión se expresan las diferencias en tiempo y evolución de la
normatividad que regula el trabajo desde casa.
La normatividad colombiana denota un gran atraso referente a la situación laboral
de los empleados, esto en comparación a las leyes españolas, quienes desde 1978
han estipulado la diferencia entre las actividades laborales y personales de los
trabajadores.
España siendo un país desarrollado se vio en la necesidad de reglamentar este tipo
de trabajo.
En Colombia solo vino a reglamentar la administración del dominio en el año 2008
por medio del ministerio de tecnología de la información y comunicación.
The political constitution of Colombia contemplates as a fundamental right of workers the necessary rest, in order for workers to enjoy with their family and those close to the worker, have the right to recreation or dedicate themselves to study, therefore the Constitutional regulations in Colombia for a long time, according to Article 161 of the Substantive Labor Code, indicates that the ordinary Jordanian maximum work time is 8 hours a day and 48 hours a week, but the worker can work beyond their ordinary working hours, which constitutes as extra or supplementary work. With the arrival of the pandemic, in this case COVID-19 and the quarantine that it brought, it caused the obligation of many companies to technologically innovate their products such as some in online sales, virtual consultations and online classes, making it a great It helps the entities of justice, medicine, commerce, education and others. This research article is justified and is a great significant contribution to the academy since it will help determine the healthy parameters to which an employee who is doing his work remotely should be exposed and in which consequently he will have greater development and performance during your journey to being able to enjoy this necessary disconnection for the mind. The approach used in this essay is qualitative because we do not propose a numerical measurement when collecting the data to establish what are the aforementioned consequences that Covid-19 would leave in workers as it has been proposed, it is qualitative because it only interprets what it would be the feelings of the people, and as its own denomination highlights the qualitative approach type, its mission is to describe those qualities resulting from a specific phenomenon such as the case at hand. The research method used in this essay is Inductive insofar as it goes from the particular to the general. The Population and Sample, used in this trial It is an intentional sample because as investigators of the proposed case it allows us to choose at our own criteria which samples will be for the investigation, that is, we rely on our own judgment and criteria to choose that group of the population that will be the main object of our study, then it will be true to affirm that the type and sample used is that of the population and sample because first of all the population will provide us with the elements to study and the sample will then be that part that we It will provide those individuals or cases that we will study. In this summary we can mention the following similarities: In Colombia, the constitution mentions a necessary rest that workers must enjoy, as a necessary stimulus to their services. In Spain, any time in addition to Nine hours is required, with the exception of existing agreements, which may not exceed 40 hours per week. In Colombia it exceeds an additional 8 hours as a maximum weekly work time in 48 hours and surcharges are not recognized for supplementary work. In Colombia, in 2008, the promotion of teleworking as a work alternative through information technologies began. In Spain in 1995, the worker and distance were already known and strategies for the prevention of occupational risks and health were implemented for them. In Colombia: "the guidelines on work at home are established, as an occasional, temporary and exceptional modality, which must be followed by employers, employees and occupational risk administrators" they emphasize the different work modalities that can be represented In Spain they guarantee, outside of the legal or conventionally established work time, respect for their rest time, leave and vacations, as well as their personal and family privacy. With regard to labor law, both States recognize in their regulations the importance of the creation of labor legislation, in Spain there is also Article 20 bis of the Workers' Statute Law. The Royal Decree was created after the enactment of the law in 2018 and adheres to the provisions of it, to establish a work schedule that does not affect the employee and focuses on teleworking. The circular of the Ministry of Labor was made official before having a law that would stipulate aspects of working from home, additionally occupational risks are incorporated. The Supreme Court of Justice, through ruling SL5584-2017 of the Labor Cassation Chamber, ruled that in case an employer agrees with its workers that they must be available for any activity from their homes, they must be paid and recognized each one an additional day. In this way, the Ministry of Social Protection established a concept in 2008 where it explained that there were two kinds of availability, the first clarified that the worker had a restriction of autonomy and freedom, therefore he is not allowed to move to where want, since they must be in a place determined by their work, in the second type, the availability of the worker allows them to have their time in whatever they want, without the obligation to remain at their work site or at an exact point . As a conclusion, the differences in time and evolution of the regulations that regulate work from home are expressed. Colombian regulations denote a great delay regarding the employment situation of employees, this in comparison to Spanish laws, which since 1978 have stipulated the difference between work and personal activities of workers. Spain being a developed country saw the need to regulate this type of work. In Colombia it only came to regulate the administration of the domain in 2008 through the Ministry of Information and Communication Technology.
The political constitution of Colombia contemplates as a fundamental right of workers the necessary rest, in order for workers to enjoy with their family and those close to the worker, have the right to recreation or dedicate themselves to study, therefore the Constitutional regulations in Colombia for a long time, according to Article 161 of the Substantive Labor Code, indicates that the ordinary Jordanian maximum work time is 8 hours a day and 48 hours a week, but the worker can work beyond their ordinary working hours, which constitutes as extra or supplementary work. With the arrival of the pandemic, in this case COVID-19 and the quarantine that it brought, it caused the obligation of many companies to technologically innovate their products such as some in online sales, virtual consultations and online classes, making it a great It helps the entities of justice, medicine, commerce, education and others. This research article is justified and is a great significant contribution to the academy since it will help determine the healthy parameters to which an employee who is doing his work remotely should be exposed and in which consequently he will have greater development and performance during your journey to being able to enjoy this necessary disconnection for the mind. The approach used in this essay is qualitative because we do not propose a numerical measurement when collecting the data to establish what are the aforementioned consequences that Covid-19 would leave in workers as it has been proposed, it is qualitative because it only interprets what it would be the feelings of the people, and as its own denomination highlights the qualitative approach type, its mission is to describe those qualities resulting from a specific phenomenon such as the case at hand. The research method used in this essay is Inductive insofar as it goes from the particular to the general. The Population and Sample, used in this trial It is an intentional sample because as investigators of the proposed case it allows us to choose at our own criteria which samples will be for the investigation, that is, we rely on our own judgment and criteria to choose that group of the population that will be the main object of our study, then it will be true to affirm that the type and sample used is that of the population and sample because first of all the population will provide us with the elements to study and the sample will then be that part that we It will provide those individuals or cases that we will study. In this summary we can mention the following similarities: In Colombia, the constitution mentions a necessary rest that workers must enjoy, as a necessary stimulus to their services. In Spain, any time in addition to Nine hours is required, with the exception of existing agreements, which may not exceed 40 hours per week. In Colombia it exceeds an additional 8 hours as a maximum weekly work time in 48 hours and surcharges are not recognized for supplementary work. In Colombia, in 2008, the promotion of teleworking as a work alternative through information technologies began. In Spain in 1995, the worker and distance were already known and strategies for the prevention of occupational risks and health were implemented for them. In Colombia: "the guidelines on work at home are established, as an occasional, temporary and exceptional modality, which must be followed by employers, employees and occupational risk administrators" they emphasize the different work modalities that can be represented In Spain they guarantee, outside of the legal or conventionally established work time, respect for their rest time, leave and vacations, as well as their personal and family privacy. With regard to labor law, both States recognize in their regulations the importance of the creation of labor legislation, in Spain there is also Article 20 bis of the Workers' Statute Law. The Royal Decree was created after the enactment of the law in 2018 and adheres to the provisions of it, to establish a work schedule that does not affect the employee and focuses on teleworking. The circular of the Ministry of Labor was made official before having a law that would stipulate aspects of working from home, additionally occupational risks are incorporated. The Supreme Court of Justice, through ruling SL5584-2017 of the Labor Cassation Chamber, ruled that in case an employer agrees with its workers that they must be available for any activity from their homes, they must be paid and recognized each one an additional day. In this way, the Ministry of Social Protection established a concept in 2008 where it explained that there were two kinds of availability, the first clarified that the worker had a restriction of autonomy and freedom, therefore he is not allowed to move to where want, since they must be in a place determined by their work, in the second type, the availability of the worker allows them to have their time in whatever they want, without the obligation to remain at their work site or at an exact point . As a conclusion, the differences in time and evolution of the regulations that regulate work from home are expressed. Colombian regulations denote a great delay regarding the employment situation of employees, this in comparison to Spanish laws, which since 1978 have stipulated the difference between work and personal activities of workers. Spain being a developed country saw the need to regulate this type of work. In Colombia it only came to regulate the administration of the domain in 2008 through the Ministry of Information and Communication Technology.
Descripción
Palabras clave
Corte Suprema de Justicia, Desconexión digital, Teletrabajo, Tiempos de Descansos, Supreme Court Justice, Digital Disconnetion, Telework, Rest Times
