Liability of partners for lack of adequacy of Association of the law. Requirements for termination
Section: Juris. labor , Decisions
"I. - The part that runs says it is in total disagreement with the judgment of first instance regarding the interpretation of section 4 of the First Transitional Provision of Law 20/2007 of corporations and limited liability as section 2 of that provision establishes the need for adaptation
of corporations and limited to the new law provided that contradict its provisions, in the case of the Articles of Association G. SAU there was no contradiction with this law, except the article relative to capital, but the execution was impossible to fulfill because the company lacked the capital injection sufficient to achieve minimum number required; Read the remainder of this article »
Tags: dismissal , responsibility , companies
Dismissal unjustified absence at work
Section: Juris. labor , Decisions
"II. - It's peaceful on 22 December 2007 Mrs. AGM began working for the account of the H.; That in April 2009 the worker was on vacation MURCIA SPAIN and had to return to her job on April 30, which On 29 April he was ruining his car and brought it to the workshop, the fifth day of May started her journey back into ANDORRA, when he witnessed to the company was notice a letter informing him of his immediate dismissal without notice or obligation to satisfy him any compensation for not having submitted their job for 5 consecutive working days without justifiable reason, Read the rest Article »
Tags: dismissal
Dismissal for lack of authority or disabled professionals to carry out work tasks
Section: Juris. labor , Decisions
"III. - It's peaceful Mrs. GBS suffers from a severe bronchial asthma that worsens very labile when exposed to environments with allergens or dust inhalation and passive smoking. A consequence of this condition, Mrs. GBS used mask, gloves and apron to carry out their activities in the store several times since the beginning of its activity, without any inconvenience caused to the company. He also repeatedly complain about the accumulation of dust in the shop, so that the company did clean the store every day but without any positive effect on the health of the worker. Now, Mr.. LT, superior of Mrs.. GBS confirms that the tasks of the worker were mainly carried out the logistics of the warehouse is in control and monitoring of stocks and sales, in carrying out Read the rest of this article »
Tags: dismissal
Position of trust in labor relations: the nature and scope. Determination of wages
Section: Juris. labor , Decisions
"III. - Has previously determined what was the task undertaken by Mrs. SRF in the company NPD, since it was first intended for administrative tasks only when the company maintains that it enjoyed a position of trust. Position of trust to be understood, the meaning of Article 38 of the Act on employment contract, and all directors and managers who, by nature of their work can not be subject to a strict limitation the day. In this order of idea, the common law considers that the essential criterion that characterizes a position of trust is a great autonomy of action of the employee with power steering and / or management major. Read the rest of this article »
Tags: dismissal
Return the object of purchase: compensation
"II. - It's peaceful on 24 December 2007 Mr. AAS bought at the store Boutique, leather coat made of chinchilla size of his wife, for a price of € 8,900, which on 26 December Mrs. MAG was to come to the store saying they did not like the shelter and asked for a change, that Mrs. XTC, who managed the store that day, agreed to change the coat, but that did not have other sizes or models or other pieces of fur on the taste of Mrs.. MAG, gave the latter a voucher for an amount of € 8,900. Read the rest of this article »
We purchase
Housing as part of wages: lack of contribution and withdrawal due justified. Overtime and time available to the company
"III. - Article 75 of the Act on employment contract dated 12 June 2003 establishes that the employee may terminate the contract unilaterally and without notice, regardless of its type in the following cases: .. 3) the failure or undue delay in the payment of wages, 4) lack of association of workers in the CASS or misrepresentation by the employer that the statements taken in, 5) the serious breach of contract by the employer, 6) the willful or reckless damage caused by severe the employer or the employee representatives. Read the rest of this article »
Tags: employment contract
Nature of the employment contract, suspension condition. Fixed-term contract, early termination
"III. - On October 17, 2008 Summer signed with Ms. CG a contract, the parties were called precontracte in which they agreed: "1) requires that TEE is a dar erotic Mrs. CG in quality monitor for the 2008-2009 winter season, and the employees are equally obliged to accept it ... and 2) that the contracting Mrs. Done that CG is subject to the amount obtenga authorizing residence and workplace of the Principality of Andorra that will FULLEST EXTENT PERMISSIBLE Lauch tareas the monitor, 3) that Mrs. CG percibirá a base salary in accordance with the salary category established by TEE, 4) that as soon as Mrs. CG obtenga amount authorizing the Immigration Read the rest of this article »
Tags: dismissal , employment contracts , precontracte
The signing of the settlement does not imply waiver of rights. Premium for exclusivity in the employment contract
"II. - Messrs. SBR, JFS, ESC, DBM, and JSG ASG signed with SC SL society, a work contract for an indefinite period, in which it was agreed that in consideration of services rendered by employees to the company, the same receive a fixed annual gross salary is made into globalized (includes concepts wage regulation, voluntary compensation, old and three-yearly premium computer) and add volunteer. Said to add a wage premium in respect of family support, a premium related to the objectives and operation of a premium in case of night shift, Saturday or Sunday or holiday. Read the rest of Article »
Tags: employment contract , settlement
Dispute between employer and employee: the occasion of farewell and withdrawal justified
Section: Juris. labor , Decisions
"IV. - The incident that occurred on 11 February 2008 is not, in itself, no specific manifestation of a dismissal. However, being a violent quarrel between the parties with reciprocal times, it could result in immediate dismissal of the employee by the company for reasons of serious injury towards the employer and / or serious disregard for the obligations relating to good order, discipline of the company, contained in sections 10 and 11 of Article 72 of the Act on employment contract, and could lead to a justified withdrawal of the worker Read the remainder of this article »
Tags: dismissal
Changing the workplace from the employee: limits
Section: Juris. labor , Decisions
"III. - Ms. AMF was being verbally contracted on 15 December 2003, but on 21 February 2004 the parties signed an employment contract that was to replace all previously agreed conditions. This contract, albeit a contract of adhesion is the law of the parties and therefore has to be applied in full. The first clause states that the contract referred Mrs. AMF provide their services as a chef and develop your work in any local shops or the company has throughout the Principality. Read the rest of this article »
Tags: employees
Innovations in the unwritten contract. Dismissal for economic reasons: economic report available to the employee
Section: Juris. labor , Decisions
"IV. - Certainly not on the labor contract signed between the parties, any outstanding premium of December, and it is also true that Article 67 of the Labor Law provides that the employer may occasionally and exceptionally rewarding the worker unilaterally and voluntarily. However, the employment contract may progress during the employment relationship and the parties can always add new conditions by mutual agreement, either written or verbally. Moreover, the criteria specified by the liberality of the company is its occasional and exceptional, so that when allowance is renewed every year can not speak of unilateral and voluntary liberality of the company but of a complementary part payment of wages.
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Tags: dismissal , the employment contract
Responsibility of the employer for accidents their employees
"II. - The peaceful: the 26th of October 2005, Mr.. JTC was working on dismantling a scaffold installed in a house in Sant Julia de Loria, with Messrs. RAS and LTF, three employees of the company AASA, while Mr.. JTC was on the scaffolding at a height of 2m, Mr. RAS took two staples linking frameworks that allow the support of the scaffold, without realizing how it was supported, causing the collapse of the scaffolding and fall of Mr. JTC who was seriously injured.
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Dedició exclusive bonus for the employee, salary details in newsletter
"III. - On 23 August 2004, the parties signed an employment contract for a period of 6 months, and on 22 February 2005, for an indefinite period, in which Mrs. RCM is committed to providing professional services to "administrative assistant" to society SCSA, with a gross annual salary of € 12,000 to be distributed in 14 payments, in addition, Ms.. RCM stated commitment to carry out their work Read the rest of this article »
We pay
Staff realció special farewell
"IV. - With respect to the activity director of the music school, it derives from the special relationship of personal contract dated January 1, 2008. Article 2.2 of the Act on employment contract provides that the special character of relations, ie any work that is explicitly declared as a special working relationship by law, are regulated by labor law with non- imperative and in subsidiary matters not expressly agreed. The Act classifies public administration personnel in: Read the rest of this article »
Tags: dismissal
Try overtime by employees
"V. - Concerning the alleged payment of wages in cash and the realization of 10 overtime hours per week, alleged by Mr.. MLG, not on Aunt proof enough of his fingers made significant, since the witnesses Messrs. JRF and JVB have not confirmed so emphatic and unequivocal in his writings, with the Court of First Instance of Seu d'Urgell. Therefore, since the employee does not provide the evidence against, should be assessed Read the rest of this article »
Tags: employees
Effective right to work / Abandonment of employment. Quatum compensation made to the discretion of the Court: Amendment on appeal
"IV. - Article 72 of the Act on employment contract provides that the employer may dismiss the employee without notice or obligation to meet any compensation in the event of abandonment of work for a period than 3 consecutive working days without cause. If Aunt's work at the Hospital of Our Lady of Meritxell ended up on 26 July 2007, and therefore fitting for the employer to its employees, new instructions, according to provisions of Article 55 of the Labour Law Read the rest of this article »
Tags: employees
Expiry of action justified withdrawal of the worker
"III. - Has been resolved in advance of the expiration of the emergency action in damages for illegal dismissal, by Mr. VSP. In the present case is not a dismissal of the employee by the employer provided by Articles 70 and / or 72 of the Act on employment contract, but a justified withdrawal of the worker for missing or delayed payment of wages, regulated by the provisions of Article 75 of the Act. Article 7 of the Act provides that the claim for compensation for unilateral withdrawal of the worker within 30 days of expiration of the time when the employer has knowledge of the unilateral withdrawal, either because he has received verbal or written either by unjustified absence of the employee to work for at least 3 days of work followed.
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Tags: employees
Holidays and overtime: test. Workbook
"V. - Article 45 of the Act on employment contract stipulates that the worker is entitled, at least in all cases, a full week of rest is mandatory and essential. Mrs.. LMF is intended that from September 2006 until March 2007, he worked every day of the week without having a day off. As the day off a mandatory obligation of the employer has fulfilled his duty to justify this legal requirement for the worker, particularly through wage newsletter is also legally binding. If Aunt, strength is noted that Mr. JGR no proof at all that the worker enjoyed the day off for the period claimed, therefore, be considered the claim of Mrs.. LMF about and condemn Mr. JGR to satisfy the amount of € 1,516.32 adversely.
VI. - With respect to overtime claimed by Mrs. LMF is true that Mr. JGR did not fulfill the obligation referred to in Article 43 of the Act on employment contract that requires that all companies should have a place visible to employees working on a book inscribed overtime or has not delivered to Mrs. LMF, every month, the newsletter contained on overtime pay, making it difficult for the worker to prove his allegations. However, these serious faults in the obligations of the employer can not originate a reverse burden of proof, as it is for the employer to make a negative test compliance impossible. Moreover, no éssuficient for working overtime claimed to have made his claim to see estimated, but must, at least to establish the presumption of this realization. If Aunt, rather state that there is the slightest element of proof overtime by Mrs. LMF, as statements of clients or relatives, neighbors or business. Therefore we can not estimate its claim in respect of overtime.
Judgment of the Civil Division of the High Court dated 21/5/09, JL speaker. Vuillemin, Aunt 001/09.
Tags: employees
Rating of the contract. Reservation contract and purchase
"II. - As you see the essential core of this dispute lies in the qualification to be awarded the contract perfected between the parties on 22 March 2004. In this vein, we showed that the rating of the contract relates to the court, although this remains bound by the same name or rating attributed by the parties, since this room is settled doctrine that contracts are what they are and not what the parties say they are. He added that in order to receive the same grade should be essentially the willingness of the parties, expressed in the aforementioned document and esbrinada through acts above his contemporaries and later on also at the same time, subordinate to subjective interpretation, but of considerable importance in order to capture our results that, the document also be analyzed from a global optical (systematic objective hermeneutics).
...
Indeed, both precontracte unilateral option to purchase, as the final contract of sale require the concurrence of its essential elements: consent, object and cause. And regarding the latter, be broken down between the real object of choice or, where applicable, and the purchase price to be paid for the short sale, which must remain fixed or also determinable in precontracte option. In this orbit of ideas, read the document of 22 March 2004, the agreements before transcribed, the party will not only be inferred from the content of the document but the answer to the defending les ofertes de la part agent, s'infereix clarament que el preu, com a element esencial, ni es trobava determinat ni era determinable, de manera que d'acord amb els textos del Digest 18,1,2 i 18,1,36 , mancant aquest element esencial no ens trobem en presencia d'un contracte de compravenda, ni tampoc d'un precontracte unilateral de venda, tota vegada que en aquest també es precisa que els elements essencials del contracte definitiu estiguin presents.
Per consegüent, al no determinar-se el preu i requerir d'un nou pacte entre les parts a fi d'assolir el preu de la compravenda, esdevé patent aquest element esencial, per la qual cosa s'escau, en atenció al que s'ha raonat, confirmar la resolució d'instància i refusar el present recurs interposat per la part agent.”
Sentència de la sala civil del Tribunal Superior de data 26/4/07, ponent JM. Abril, autes 265/06.
Tags: compravenda , contracte
Modificacions del contracte de treball
“IV.- S'ha de posar de manifest que la Sra. SMM fou contractada en qualitat d'administrativa; que és cert, que si per raó de que va tenir un fill, o per qualsevol altre motiu, va fer un temps de monitora, fou amb les mateixes condicions salarials. Per tant, ates que no es pot afirmar que la tasca de monitora sigui més prestigiosa o més valorosa que la de secretaria, o comporti més responsabilitat, la proposta del patró de tornar a donar a la treballadora la seva activitat originaria, no pot ésser considerada com una modificació substantiva de les condicions de treball pactades, sinó com una mesura d'organització del treball derivada del poder de direcció del patró a l'empresa, del moment que aquest canvi no perjudica la treballadora al nivell del salari o de la responsabilitat en la feina. En conseqüència, no es pot considerar que la Sra. SMM podia rescindir unilateralment i sense preavís, el contracte de treball, i per tant que el seu desistiment sigui justificat.”
Sentència del Tribunal Superior de Justícia de data 23/4/09, ponent JL. Vuillemin, autes 325-08.
Tags: contracte de treball
Acomiadament del treballador: elements formals
"III. - The dismissal of an employee must meet different requirements of form and substance, referred to in Article 72 of the Act on employment contract. The said article states: "The employer may dismiss the employee, regardless of the type of employment contract, without prior notice or obligation to meet any compensation when a concurrence of the following: ... 2) the causation of serious or minor material damage but repeated, resulting in the voluntary employer or by serious negligence ... 6) The decrease in performance during voluntary work, as evidenced by objective factors ... 10) towards the serious injury the employer or manager or towards the family, 11) general obligations relating to serious faults in good order, discipline of the company, safety and hygiene at work or the contract execution. Notice of leave must be made by exposing their cause, by registered letter with notice of receipt or by direct delivery to the worker who must sign their receipt with the date the statement and if it refuses to sign, in the presence of witnesses .. ".
Regarding the form, the case law requires that the exposure of the cause of the dismissal in the notice of departure is sufficiently precise and detailed that the worker has a full knowledge of facts that are imputed to justify his dismissal. If Aunt, force is to note that the letter delivered to the employer to Mrs. ICS mentions generic grievances, without specific and accuracy of its location in time, which originated fingers grievances. Therefore, if considered necessary without regard to funding, the dismissal is justified, one must consider that the same was done improperly, giving rise to the indemnification provided for in Article 76 of the Act on employment contract. "
Judgment of the Civil Division of the High Court dated 23/4/09, JL speaker. Vuillemin, Aunt 004/09.
Tags: dismissal
Unilaterally dismiss the worker: Expiry
Section: Juris. labor , Decisions
By judgment dated 18/9/09, JL speaker. Vuillemin, Aunt 057/09, the Court considers that in terms of unilateral withdrawal of the worker, the expiration period is always 30 days for failure to submit the employee to the employer a letter informing he justified his withdrawal, the same worker can not benefit and have therefore extended the deadline for
normal expiration of 30 days. Consequently, if within 30 days of expiration of the third paragraph of Article 7 of the Act applies to actions claim compensation from the employer against the employee for damages caused by a withdrawal that is not justified, applies equally to claims for workers compensation in Article 76 to justify withdrawal. As in the case of Aunt is not disputed that Mrs. RLC was unilaterally terminate the employment relationship on 9 August 2008 and presented its demand for compensation on 24 September 2008, strength is found that the compensation action has expired.
Tags: expiration
Transmission of business: substitution of the new employer in the ownership of rights and obligations with employees working
“IV.- L'article 10 de la Llei sobre el contracte de treball estipula que la transmissió, la cessió o el canvi de titularitat d'una empresa comporta la subrogació del nou empresari en la titularitat dels drets i les obligacions laborals amb els treballadors, que conserven les mateixes condicions de treball i antiguitat. Els Srs. RTG i AAG manifesten que si la Sra. BB va continuar treballant al SUPERMERCAT B. desprès de l'operació de compravenda del dia 15 d'octubre del 2006, fou en virtut d'un acord comercial amb el Sr. JRB segons el qual la Sra. BB romandria al seu lloc de treball alguns mesos per tal de posar els adquirents al corrent de la marxa del negoci, tot quedant la mateixa, empleada del Sr. JRB. Aquesta argumentació no pot prosperar de cap manera. Jurídicament, com ho estableix l'article 10 de la Llei sobre el contracte de treball: pel sol efecte de la cessió del negoci, el nou empresari es troba subrogat a l'empresari cedent en tots els contractes de treballs atorgats als treballadors del negoci. Ara bé, si l'empresari venedor vol que un dels treballadors del negoci objecte de la compravenda continuí a treballar pel seu propi compte, ha d'atorgar un nou contracte de treball, perquè els elements essencials de l'antic contracte, com l'identitat de l'empresari o el lloc de treball han canviat a conseqüència de la transmissió del negoci. En cas d'autes la Sra. BB va continuar la seva feina al SUPERMERCAT B. desprès de la cessió del mateix, sense que el Sr. JRB hagi atorgat un nou contracte de treball amb la seva antiga empleada, ja que n'hi ha hagut cap acomiadament de l'empresari o desistiment del treballador respecte a l'antic contracte, essent el contrari, el salari de la mateixa, sempre pagat per l'empresa SUPERMERCAT B., titularitat dels Srs. RTG i AAG, i els imports cotitzats pels Sr. JRB prop de la CASS pels salaris de la Sra. BB, retornats cada mes al mateix pels Srs. RTG i AAG. En conseqüència no existeix cap element concret i objectiu corroborant la versió d'un acord comercial, donada pels Srs. RTG i AAG, ja que si la Sra. BB va anar a treballar 3 dies a un negoci del Sr. JRB, fou desprès del seu acomiadament del dia 10 de setembre del 2007 a proposta del Sr. JRB mentre no trobava una altra feina. D'altra banda, el fet que el Sr. JRB va continuar cotitzant a la Sra. BB, 2 mesos desprès del seu acomiadament, no pot constituir a ell sol, la prova suficient de l'acord comercial invocat pels Srs. RTG i AAG. Per conseqüent s'ha de considerar que amb la cessió del negoci, els Srs. RTG i AAG es varen substituir al Sr. JRB en el contracte de treball atorgat amb la Sra. BB, i que per tant, fou els mateixos que han d'assumir la responsabilitat de l'acomiadament improcedent de la treballadora amb totes les seves conseqüències. En efecte, el repartiment de responsabilitat sol·licitat pels Srs. RTG i AAG fent una diferència entre el període anterior i el període posterior a la cessió del negoci, és del tot contrari als manaments imperatius de la Llei sobre el contracte de treball que estableix quees l'empresari qui va acomiadar un treballador de manera incorrecte que ha de fer-se càrrec de d'indemnització derivada de la seva actuació il·legal.
VI.- Dit això, l'article 10 de la Llei sobre el contracte de treball declara igualment que en cas de transmissió, cessió o canvi de titularitat de l'empresa, l'empresari cedent respon solidàriament amb el cessionari de les obligacions laborals amb els treballadors amb contracte de treball anterior a la cessió, derivades de la relació anterior a la cessió.
Es cert com ho manifesta el Sr. JRB que aquesta solidaritat no pot perllongar-se eternament, i que unavegada el negoci explotat legalment pels nous empresaris, són aquests darrers que esdevenen els únics responsables de les obligacions laborals amb tots els treballadors. Nogensmenys, en cas d'autes, els fets es van produir quan encara el Sr. JRB romania el titular administratiu del negoci, ja que el canvi de titularitat va trigar per motius administratius. Es en aquestes períodes indeterminades que acompanyen una cessió, transmissió o canvi de titularitat d'una empresa que la solidaritat establerta per l'article 10 de la Llei té tot el seu sentit, ja que garanteix als treballadors el compliment de les obligacions laborals, sigui pel nou o antic empresari, fins a que la situació sigui completament aclarida i establerta enfront dels tercers, inclosos els treballadors, i de l'administració. S'ha de per tant desestimar el recurs del Sr. JRB”
Sentència de la Sala Civi del TS de data 21 de maig de 2.009, ponent JL. Vuillemin, autes 0032/09.
Tags: contracte de treball , subrogació
La inobservança de l'obligació del treballador d'especificar la causa del desistiment al contracte de treball, no n'estableix la seva ineficàcia. L'incompliment dels deures de l'empresa pot entendre's com a acomiadament
Per sentència de data 26/3/08, ponent JL. Vuillemin, (autes 303/08) el Tribunal Superior entén que a diferència del que està previst en matèria d'acomiadament, la Llei no sanciona de cap manera el requisit de forma en el desistiment del treballador, sinó únicament els requisits de fons, el que fa que un desistiment justificat per un dels supòsits de l'article 75 de la Llei té plena eficàcia encara que no hagi estat comunicat en forma deguda. Aquesta vulneració de la norma de forma només pot haver conseqüències respecte a la data a la qual s'ha de computar el termini de caducitat o de prescripció de l'acció en indemnització per desistiment injustificat.
Tanmateix el Tribunal entén que el desistiment, que sigui justificat o no, exigeix la voluntat del treballador de rescindir unilateralment la relació laboral. Quan aquesta voluntat no existeix, el treballador que es troba en una situació no acceptable per culpa de l'empresa, pot legítimament considerar-se com acomiadat de manera disfressada. En conseqüència, l'incompliment de l'obligació de l'empresa de pagar puntualment el salari al treballador constitueix a més d'un motiu de desistiment justificat del treballador, un acomiadament disfressat del mateix, el que fa que en qualsevol cas, l'empresa es la responsable del trencament il·legal de la relació laboral, i ha d'indemnitzar el treballador d'acord amb les disposicions dels articles 70, 71, 72, 75 i 76 de la Llei sobre el contracte de treball.
Tags: acomiadament
Desistiment unilateral del treballador del contracte de treball
VI.- L'article 75 de la Llei sobre el contracte de treball del dia 12 de juny del 2003 disposa que “El treballador pot rescindir unilateralment i sense preavís el contracte de treball, sigui quina sigui la seva modalitat en els supòsits següents: …La manca d'afiliació del treballador a la CASS o el falsejament per l'empresari de les declaracions cursades a aquella… L'incompliment greu del contracte per part de l'empresari…En general qualsevol acte de l'empresari o dels seus representants que de qualsevol manera sigui greument vexatori per al treballador o ofengui la seva dignitat com a persona. El desistiment ha de fer-se amb exposició de la seva causa, mitjançant carta certificada amb avis de recepció o mitjançant l'entrega directa a l'empresari…La concurrència de qualsevol dels supòsits esmentats dona dret al treballador a exigir la indemnització corresponent al comiat injustificat, així com aquelles altres previstes en la present Llei. La inexistència dels motius esmentats en el present article pot ser considerada per l'empresari com desistiment unilateral del treballador..”. Per poder beneficiar-se de les indemnitzacions previstes per la Llei pertoca doncs a la Sra. Fernanda Maria FB provar l'existència d'un dels motius invocats i només d'aquests; per tant, tots els greuges dels quals es queixa la treballadora, i que no han estat exposats en la carta de desistiment, són fora de lloc i no s'han de tenir en compte.
VII.- Pel que fa al primer supòsit invocat per la treballadora, més concretament, la manca d'afiliació o el falsejament de les declaracions a la CASS, és cert que l'empresa va afiliar la treballadora a la CASS, però que va declarar el salari net de la mateixa, enlloc del salari brut, en contravenció amb les normes establertes, i no va cotitzar la paga extraordinària de Nadal. El falsejament es l'acció d'alterar una cosa tornant-la falsa, no conforme a la veritat, a la justesa, a l'exactitud, i per tant declaracions inexactes o incompletes corresponen a falsejaments. l'empresari ha de conèixer la reglamentació vigent en matèria de salaris i de declaracions obligatòries a la CASS, i doncs no pot invocar l'error com base de les seves declaracions inexactes o de les seves omissions culposes, per exonerar-se de les conseqüències d'aquestes, ni tampoc al·legar que desprès d'una denuncia a la CASS, la situació fou regularitzada. En conseqüència, i sense que s'hagi d'examinar els altres motius de greuges de la carta de desistiment, s'ha de declarar el desistiment de la Sra. Fernanda Maria FB, justificat per falsejament per l'empresari de les declaracions cursades a la CASS, d'acord amb les disposicions de l'article 75.4 de la Llei sobre el contracte de treball.
VII.- Com ja s'ha dit més amunt el referit article 75 estipula que la concurrència de qualsevol dels supòsits esmentats dóna dret al treballador a exigir la indemnització corresponent al comiat injustificat, així com aquelles previstes en la present Llei. Per altres indemnitzacions previstes per la present Llei, s'ha d'entendre exclusivament les indemnitzacions que consten en l'article 76 de la Llei, que són, a més de indemnització per acomiadament injustificat o improcedent, indemnització específica als contractes per durada o obra determinada, la compensació econòmica en cas de fallida o cessació de pagament, les indemnitzacions particulars pròpies als acomiadaments d'una treballadora embarassada o amb acte de discriminació. En conseqüència d'acord amb les disposicions de l'article 72 de la Llei que estableixen que l'acomiadament injustificat dóna lloc únicament a les indemnitzacions de l'article 76, la Sra. Fernanda Maria FB només pot pretendre a l'indemnització prevista en l'apartat primer del referit article, més concretament, un mes i mig de salari per any de servei a l'empresa. Tenint compte d'un salari mensual mitjà de 1.109 € durant els darrers 12 mesos, i de 7 anys, 7 mesos i 16 dies, deducció feta del temps de baixa on el contracte de treball queda suspès, de servei a l'empresa, pertoca a la Sra. Fernanda Maria FB percebre la quantitat de 12.688,80 €.
Superior Court judgment dated 27/4/06, Aunt TSJC 232/05.
II. - As this Court has had the opportunity to declare it, the withdrawal of the worker is never presumed, but must be a clear and unequivocal manifestation of the will of the employee to resolve employment relationship exists. In the case of Aute, the test has not sufficiently significant to this desire of Mr.. Anthony R. to terminate the employment contract. Indeed, not only the abandonment of employment by the employee is considered alone, the jurisprudence of the courts in Andorra, a concretization of the determination of the employee sufficient to terminate the employment contract, but even that in this litigation, the contradictions between the statements of several witnesses, can not establish with certainty that there has been abandonment of employment by Mr. Anthony R. So if A. SA considered that Mr. Anthony R. was not present in his work without just cause, we dismiss it pertained to implementing the provisions of Article 72.7 of the Act on employment contract on 12 June 2003, provided that the conditions required to form , which did not. Aunt has said in a document dated 16 June 2003, whereby Mr. Anthony R. that recognizes A. SA does not owe anything in respect of labor rights until that date. This letter that could rival a finiquit not correspond to a demonstration of resolve employment relationship by mutual agreement or by determination of the worker as it is peaceful relations that lasted after the date of 16 June to the end January of 2004 where the company terminate the employee. Neither the check for an amount of € 900 would have been delivered to Mr.. Anthony R. to go to Russia for new customers, has no particular significance with regard to termination of employment.
IV. - Thus, after the company resolved the employment relationship with Mr.. Anthony R., unilaterally, without written notice, should confirm the contested decision that felt so right and adjusted to the facts of Aute, which the worker was fired by the company, and improperly therefore, was entitled to compensation under Article 76 of the Act on employment contract.
Superior Court judgment dated 27 April 2006, Aunt TSJC 009/06.
Tags: employment contract , compensation
Working procedure
"This is a public procedure, developed for the defense of workers' rights, ie, that can not be substituted for any other kind of procedure."
Judgment dated 15 February 1996, RJ 530.
Dismissal: because
"The decree does not specify the content of the statement of the cause of the dismissal, but must be sufficiently clear and precise so that the worker can appreciate and discuss the nature of the dismissal justified or not.
... / ...
Force is to confirm that this letter makes no statement of the cause of dismissal remains obscure and undefined by the worker, because serious errors detected are not listed or detailed ....
Therefore one must consider that the letter dated 16 February 1996 has not satisfied the requirement of exposure due to leave, as required by Article 9 of Decree labor and therefore it is a dismissal done improperly giving the employee the right to compensation .... "
"In effect the dismissal letter should detail the real reason for dismissal ..."
Judgment dated 28/9/98 RJ. 998.
“En efecte si el legislador ha volgut que en la carta d'acomiadament consti l'exposició de la causa del comiat, és per permetre al treballador de poder defensar-se i contestar els fets que li són imputats, si són injustificats, per tant no és suficient, com aquest Tribunal Superior de Justícia ha tingut l'oportunitat d'afirmar-ho, …”
Sentència de data 28/9/98, RJ 992.
“El Decret no precisa el contingut de l'exposició de la causa de l'acomiadament, però aquest ha d'ésser suficientment clara i precís perquè el treballador pugui apreciar i discutir el caràcter justificat o no de l'acomiadament”
Sentència de data 20/2/97, RJ 732.
“El Decret no precisa el contingut de l'exposició de la causa de l'acomiadament, però aquest ha de ser clar i circumstancial, perquè el treballador pugui apreciar i discutir el caràcter justificat o no de l'acomiadament.
…/…
no és suficient per fonamentar l'acomiadament del treballador, si no es desenvolupa per un breu resum dels fets que són considerats per l'empresari constititutius dels supòsits enumerats i reprotxats a l'assalariat.”
Sentència de data 12/6/97, RJ 771.
Tags: acomiadament , laboral
Acomiadament: verbal
“Resulta de les confessions en judici de proves, tant del Sr. Joan RA gerent de la societat L'I, SL, com de la Sra. Ester RM, encarregada de la botiga en la qual treballava la Sra. Meritxell CJ, que aquesta darrera fou acomiadada verbalment i de forma immediata el dia 17 o 19 d'agost de 1998, per la Sra. Ester RM manifestant-li literalment “agafa les coses i marxa”.
A més a més, encara que l'empresa hagi volgut posteriorment normalitzar la situació, enviant a la treballadora una carta d'acomiadament amb acusament de rebuda, lliurada el dia 25 d'agost de 1998, formalitat que no impedeix l'existència d'un acomiadament verbal, i doncs fet de manera indeguda, …”
Sentència de la Sala Civil del Tribunal Superior de Justícia de data 21 d'octubre de 1999, RJ 1207.
Tags: acomiadament , laboral
