General Law for the employees of sep 2021

The ruling of the Constitutional Court 195/1996, of November 28, 1996, establishes that the State legislator has the task of redrafting Law 8/1988, of April 7, 1988, on Infractions and Penalties in the Social Order, in order to respect and clarify the constitutional order of competences and for the benefit of legal certainty, which is essential in matters of penalties.

1. The actions or omissions of the different parties responsible, as typified and sanctioned in this Law and in the laws of the social order, constitute administrative offenses in the social order.

2. The infringements may not be sanctioned without prior investigation of the appropriate proceedings, in accordance with the special administrative procedure in this matter, at the proposal of the Labor and Social Security Inspectorate, without prejudice to the responsibilities of another order that may be involved.

3. Infringements are classified as minor, serious and very serious in accordance with the nature of the duty infringed and the entity of the right affected, in accordance with the provisions of this Law.

What does Article 47 of the Federal Labor Law say?

Failure to give notice to the employee personally or through the Court, by itself, shall presume an unjustified dismissal, unless there is evidence to the contrary proving that the dismissal was justified.

How many absences are necessary to dismiss an employee?

According to this document, whenever there are more than three unjustified absences in a thirty-day period, the employer may have sufficient cause to dismiss the employee without the need to compensate him/her with a severance payment, as in the case of unjustified dismissals.

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When is the seniority premium due?

The seniority premium is a payment that a worker receives when the labor relationship with his employer ends and is determined based on the years worked. … It consists of the payment of 12 days of salary for each year of service and is generated by the employee simply by the fact of working.

General law for sep workers 2019

II.Incurring the employee, during his work, in breaches of probity or honesty, in acts of violence, threats, insults or bad treatment against the employer, his family members or the management or administrative personnel of the company or establishment, or against clients and suppliers of the employer, except when provoked or when acting in self-defense;

IV.Committing by the employee, outside the service, against the employer, his family members or managerial or administrative personnel, any of the acts referred to in Section II, if they are so serious as to make it impossible to comply with the employment relationship;

XIV Bis.The lack of documents required by the laws and regulations, necessary for the rendering of the service when it is imputable to the worker and that exceeds the period referred to in section IV of article 43; and

Hello, is there any way to withdraw goods or products from a variable capital company being partners, that is to say, if I want to leave the corporation but we do not have money but only products, can I withdraw and take the part that I have in products?

What happens if I miss more than 3 days of work?

This is based on Article 47 of the Federal Labor Law, which states the following: “three absences without permission and not justified in a period of 30 days, the employer may dismiss you without further liability before the Law”.

What happens if I miss 2 days in a row of work?

Yes, you can be dismissed if you miss two consecutive days of work without justification, being a dismissal without the right to severance pay. This is in accordance with article 160 n°3 of the Labor Code.

What happens if you miss 2 days in a row of work?

The employer may dismiss the employee for these three faults: Absence or unjustified absence of the employee for two consecutive days. The law refers to continuous and working days, that is, that there is no intermediation of time between the days.

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General working conditions of the Ministry of Health

II.Incurring, during his/her work, in acts of probity or honesty, in acts of violence, threats, insults or bad treatment against the employer, his/her family members or the management or administrative personnel of the company or establishment, or against clients and suppliers of the employer, except when provoked or when acting in self-defense;

IV.Committing by the employee, outside the service, against the employer, his family members or managerial or administrative personnel, any of the acts referred to in Section II, if they are so serious as to make it impossible to comply with the employment relationship;

XIV Bis.The lack of documents required by the laws and regulations, necessary for the rendering of the service when it is imputable to the worker and that exceeds the period referred to in section IV of article 43; and

Hello, is there any way to withdraw goods or products from a variable capital company being partners, that is to say, if I want to leave the corporation but we do not have money but only products, can I withdraw and take the part that I have in products?

How to calculate my 2021 settlement?

The severance payment is composed of the payment of the following items: 3 months’ salary for severance. 20 days of salary for each year worked. Seniority premium equivalent to 12 days of salary for each year worked.

How is a liquidation calculated according to the Federal Labor Law?

Three months’ salary as severance payment. 20 days of salary for each year of service rendered. Seniority premium consisting of the payment of 12 days of salary for each year of service rendered. Proportional payment of Christmas bonus, vacation and vacation premium.

How much is one year’s settlement with the 2021 minimum?

Taking into account these values, the liquidation for one year of work in 2021 would be approximately 2,468,821, also calculating severance payments, interest on severance payments, maturity and end-of-year bonuses, and vacation period.

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Condiciones generales de trabajo septe 2019

English solamenteA/HRC/47/25La desinformación y la libertad de opinión y de expresión – Informe de la Relatora Especial sobre la promoción y protección del derecho a la libertad de opinión y de expresión, Irene Khan

English solamenteA/HRC/47/27Informe del Experto Independiente sobre la protección contra la violencia y la discriminación por motivos de orientación sexual o identidad de género, Víctor Madrigal-Borloz

Español solamenteA/HRC/47/37Las cuestiones relacionadas con la vivienda, la tierra y la propiedad en el contexto del desplazamiento interno – Informe de la Relatora Especial sobre los derechos humanos de los desplazados internos, Cecilia Jimenez-Damary

Español solamenteA/HRC/47/39/Add.2Los Principios Rectores sobre las empresas y los derechos humanos: orientaciones para garantizar el respeto de los defensores de los derechos humanos – Informe del Grupo de Trabajo sobre la cuestión de los derechos humanos y las empresas transnacionales y otras empresas comerciales

English solamenteA/HRC/47/39/Add.3El papel de las instituciones nacionales de derechos humanos en la facilitación del acceso a la reparación de los abusos de los derechos humanos relacionados con las empresas – Informe del Grupo de Trabajo sobre la cuestión de los derechos humanos y las empresas transnacionales y otras empresas English solamenteA/HRC/47/39/Add.4Quinto Foro Regional para América Latina y el Caribe sobre Empresas y Derechos Humanos – Informe del Grupo de Trabajo sobre la cuestión de los derechos humanos y las empresas transnacionales y otras empresas

By Rachel Robison

Rachel Robison is a blogger who collects information on court filings and notices.