Prevalencia de la conciliación prejudicial como requisito de procedibilidad en el derecho laboral colombiano
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2018
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
El Estado colombiano ha dispuesto de mecanismos jurídicos para resolver conflictos del mismo carácter de forma amigable y pacífica, por ende, plantea la conciliación como un mecanismo alternativo de solución de conflictos en el cual un tercero imparcial plantea alternativas de solución frente a unas partes que no han podido resolver alguna diferencia.
La conciliación prejudicial tuvo en Colombia sus primeros inicios jurídicamente como mecanismo alternativo de solución de conflictos en la Ley 23 de 1991. Posteriormente se estableció la conciliación prejudicial como requisito obligatorio de procedibilidad en la Ley 446 de 1998, para lo cual la Corte Constitucional declaró, en sentencia C-160 de 1999 en la cual se establecieron lineamientos para su realización; con base a ello el Congreso de la República expidió la Ley 640 de 2001.
Es así como la conciliación en materia laboral viene a ser un mecanismo alternativo de solución de conflictos laborales y que nos permite solucionar conflictos entre los trabajadores y empleadores, en una audiencia de conciliación, que puede realizarse en una o más sesiones, y que es dirigida por una persona facilitadora denominada conciliador. Vega (2006)
El conciliador en materia laboral cumple una función muy importante pues puede contribuir a través de sus diferencias estrategias de solución buscar que las partes involucradas en una diferencia laboral puedan llegar a un acuerdo en derecho, lo cual sin duda refleja el espíritu constitucional enmarcado en la Carta Política de Colombia y el fin del derecho que es la buscar la justicia como fundamento de la administración de justicia.
En materia del derecho laboral, si bien es cierto que el derecho laboral por ser de orden público establece unos límites conciliables, en el cual no todo puede ser objeto de conciliación, es necesario entender esta figura como una estrategia para sensibilizar la sociedad y a los usuarios sobre esta nueva forma de resolver conflictos; por lo que varios autores consideran la posibilidad de la obligatoriedad de la conciliación prejudicial, de no ser así sería un retroceso en la práctica y ahondaría más el ausentismo de los solicitantes a las audiencias de conciliación. Vega, M (2006)
Es importante la conciliación como estrategia del Estado en resolver diferencias jurídicas, para lo cual se deben buscar medidas que busquen su materialización y que los solicitantes asistan a las mismas, pues el fin es buscar la descongestión judicial, que los conflictos logren ser resueltos a la mayor brevedad posible, evitando la morosidad y por ende la afectación de derechos a la administración de justicia.
The Colombian State has provided legal mechanisms to resolve conflicts of the same nature in a friendly and peaceful manner, therefore, it proposes conciliation as an alternative dispute resolution mechanism in which an impartial third party proposes alternative solutions to parties that do not They have been able to resolve a difference. The preliminary ruling conciliation in Colombia had its first legal beginnings as an alternative mechanism for resolving conflicts in Law 23 of 1991. Subsequently, the preliminary ruling conciliation was established as a mandatory requirement of Law 446 of 1998, for which the Constitutional Court declared, in judgment C-160 of 1999 in which guidelines for its realization were established; Based on this, the Congress of the Republic issued Law 640 of 2001. This is how conciliation in labor matters becomes an alternative mechanism for resolving labor disputes and allows us to resolve conflicts between workers and employers, in a conciliation hearing, which can be held in one or more sessions, and which is addressed by a facilitator called conciliator. Vega (2006) The conciliator in labor matters plays a very important role because he can contribute through his differences solution strategies to seek that the parties involved in a labor dispute can reach an agreement in law, which undoubtedly reflects the constitutional spirit framed in the Charter Politics of Colombia and the end of the right to seek justice as the foundation of the administration of justice. Regarding labor law, although it is true that labor law, as it is of public order, establishes some reconcilable limits, in which not everything can be object of conciliation, it is necessary to understand this figure as a strategy to sensitize society and users about this new way of resolving conflicts; so that several authors consider the possibility of mandatory pretrial conciliation, otherwise it would be a step back in practice and further deepen the absence of applicants to conciliation hearings. Vega, M (2006) It is important the conciliation as a strategy of the State in resolving legal differences, for which measures should be sought that seek their realization and that the applicants attend them, because the aim is to seek judicial decongestion, that the conflicts can be solved to the as soon as possible, avoiding delinquency and therefore the effect of rights to the administration of justice.
The Colombian State has provided legal mechanisms to resolve conflicts of the same nature in a friendly and peaceful manner, therefore, it proposes conciliation as an alternative dispute resolution mechanism in which an impartial third party proposes alternative solutions to parties that do not They have been able to resolve a difference. The preliminary ruling conciliation in Colombia had its first legal beginnings as an alternative mechanism for resolving conflicts in Law 23 of 1991. Subsequently, the preliminary ruling conciliation was established as a mandatory requirement of Law 446 of 1998, for which the Constitutional Court declared, in judgment C-160 of 1999 in which guidelines for its realization were established; Based on this, the Congress of the Republic issued Law 640 of 2001. This is how conciliation in labor matters becomes an alternative mechanism for resolving labor disputes and allows us to resolve conflicts between workers and employers, in a conciliation hearing, which can be held in one or more sessions, and which is addressed by a facilitator called conciliator. Vega (2006) The conciliator in labor matters plays a very important role because he can contribute through his differences solution strategies to seek that the parties involved in a labor dispute can reach an agreement in law, which undoubtedly reflects the constitutional spirit framed in the Charter Politics of Colombia and the end of the right to seek justice as the foundation of the administration of justice. Regarding labor law, although it is true that labor law, as it is of public order, establishes some reconcilable limits, in which not everything can be object of conciliation, it is necessary to understand this figure as a strategy to sensitize society and users about this new way of resolving conflicts; so that several authors consider the possibility of mandatory pretrial conciliation, otherwise it would be a step back in practice and further deepen the absence of applicants to conciliation hearings. Vega, M (2006) It is important the conciliation as a strategy of the State in resolving legal differences, for which measures should be sought that seek their realization and that the applicants attend them, because the aim is to seek judicial decongestion, that the conflicts can be solved to the as soon as possible, avoiding delinquency and therefore the effect of rights to the administration of justice.
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Conciliación, Prevalencia, Procedibilidad, Reconciliation, Prevalence, Procedure