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feb 18

La Garantía de Indemnidad

abusoEn muchas ocasiones, en los centros de trabajo se soportan situaciones precarias, se consienten incumplimientos de la empresa, e incluso se mira hacia otro lado ante actuaciones patronales claramente ilegales. Una, entre las muchas razones, que llevan a soportar estos abusos, es el miedo que existe entre las plantillas a iniciar reclamaciones, vía judicial, en defensa de sus legítimos derechos. Miedo ante una posible reacción de la empresa, represalia, que puede ir desde una degradación de funciones, a una sanción, e incluso un despido.

Lamentablemente, el Estatuto de los Trabajadores, que por sí solo deja mucho que desear, se ha ido degradando con las sucesivas reformas laborales, muchas de estas asumidas por CCOO y UGT, hasta llegar a un punto de desprotección para el trabajador que seguramente ni se imaginaba cuando fue dada su primera redacción, allá por marzo del año 1980.

Sin embargo, a pesar de sucesivas reformas en perjuicio de la protección del trabajador, se ha ido desarrollando también, vía Tribunal Constitucional, esta garantía especial ante represalias flagrantes del empresario y que en la mayoría de las ocasiones se desconoce por gran parte de la clase trabajadora, provocando que no se denuncien situaciones irregulares.

LA GARANTÍA DE INDEMNIDAD

¿Qué es? Es el derecho de todo trabajador a no sufrir represalias por parte de la empresa después de haber reclamado y/o ejercitado sus derechos laborales.

¿Dónde viene regulado? No viene recogido en ningún artículo ni del Estatuto de los Trabajadores ni en ninguna otra ley, es una construcción jurisprudencias a partir del Artículo 24 de la Constitución que reconoce el derecho de todos a la tutela judicial efectiva, así como por el Convenio 158 de la OIT. Han sido numerosas Sentencias del Tribunal Supremo y Constitucional las que han ido moldeando los supuestos en que opera esta garantía.

¿En qué consiste? La garantía de indemnidad, de forma resumida, establece que cualquier acción del empresario que suponga una forma de represalia ante una queja o participación del trabajador en una reclamación, frente a la empresa, debe ser calificada como nula. Como represalia del empresario, debemos entender cualquier acto en perjuicio del trabajador motivado por una reclamación de éste: desde un cambio de puesto, pasando por una sanción, un despido, e incluso la no renovación de un contrato temporal.

La nulidad de estos actos significa que no podrán tener ningún efecto, y así por ejemplo, en caso de despido, el trabajador deberá ser repuesto en su puesto de trabajo en las mismas condiciones en las que venía prestando servicio, con pago de los salarios dejados de percibir desde el despido, y sin posibilidad de que la empresa pague una indemnización que la libere de la obligación de readmitir.

Es jurisprudencia consolidada que cuando el despido se produce como reacción a una previa demanda del trabajador el despido debe considerarse nulo, puesto que vulnera del derecho constitucional del trabajador a la tutela judicial efectiva. Si como consecuencia de interponer una demanda reclamando cualquier derecho se pierde el empleo, difícilmente se encontraría el amparo judicial, de tal modo que permitir esa conducta empresarial impediría o limitaría el ejercicio de la acción jurisdiccional.

Además, si se llega a juicio por vulneración de la garantía de indemnidad, una vez demostrado unos indicios de que ha existido represalia, va a ser la empresa quien tenga que demostrar que sus actos no respondían a una intención de represaliar al trabajador (se invierte la carga de la prueba). Podemos además reclamar una indemnización de daños y perjuicios, siempre que podamos acreditarlos, pese a que en el ámbito laboral es complicado demostrarlos y cuantificarlos

No solo puede alegarse la garantía de indemnidad cuando se ha presentado una demanda judicial, sino por los actos preparatorios de las mismas, por ejemplo envío de un burofax, aun cuando no sean obligatorios, siempre que dichos actos se consideren adecuados para intentar resolver el problema intentando evitar acudir a los juzgados. Por poner un ejemplo, si la empresa no nos está pagando lo que marca el Convenio, no sirve de nada ir a hablar con RRHH para quejarnos, lo más conveniente es hacer un escrito con acuse de recibo (o enviar burofax) solicitando la aplicación del convenio, si la empresa automáticamente adopta una medida represiva (sanción, despido…) siempre podremos alegar el nexo causal y la aplicación de la garantía de indemnidad…..todos sabemos que “las palabras se las lleva el viento”

¿Cuánto tiempo dura? Como no está regulado en ninguna ley NO existe ningún plazo establecido, lo importante será demostrar la relación causa-efecto entre la reclamación del trabajador y la medida represora de la empresa, así que cuanto más cercanas estén ambas, más obvia será la relación directa.

Asesórate bien, no te precipites a la hora de actuar ante la empresa, cada caso tiene sus matices y necesita de una actuación determinada que nos pueda ayudar a asegurarnos que de alguna manera quede constancia nuestra reclamación o solicitud ante la empresa. Muchas veces se comete el error de reclamar de forma verbal nuestros derechos, con la falsa creencia de que ello no va a tener consecuencias, si se produce la represalia empresarial, difícilmente podremos presentar ante la jurisdicción una prueba indiciaria que permita generar la sospecha de que la empresa está actuando en represalia a la reivindicación de nuestros derechos.

Te recomendamos que te pongas en contacto con nosotros y te informaremos con más detalle y te aclararemos todas las dudas que puedas tener y así actuar de la mejor manera posible.

LA MEJOR GARANTIA: LA SOLIDARIDAD, EL APOYO MUTUO Y LA ORGANIZACIÓN DE LA CLASE TRABAJADORA.

No queremos dejar este tema sin antes insistir en la necesidad de organizarnos como trabajadores y trabajadoras, desde la solidaridad, el apoyo mutuo y la participación. Es la mejor manera, la máxima garantía de defensa de nuestros derechos y la forma de avanzar hacia una sociedad más justa.

Somos conscientes que el sindicalismo actualmente está muy desprestigiado, que las actitudes y corruptelas de las organizaciones sindicales institucionalizadas (CCOO y UGT) han contribuido a ello. Que conjuntamente con el gobierno de turno, algunos de los partidos políticos, asociaciones de empresarios e instituciones, han fomentado un ambiente de escepticismo, apatía, miedo y desconfianza.

Pero desde CGT no cesaremos en insistir en la necesidad de recuperar el sindicalismo combativo y que la mejor herramienta es la organización obrera. Pero sobre la base de la trasparencia, la honradez y la participación directa de todos y todas las trabajadoras que la forma, que es la garantía de que ésta sea útil a los intereses de todos y todas como clase.

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