{"id":1439,"date":"2022-02-22T14:53:00","date_gmt":"2022-02-22T09:53:00","guid":{"rendered":"https:\/\/www.bendiksenlaw.co\/?p=1439"},"modified":"2022-02-23T00:53:19","modified_gmt":"2022-02-22T19:53:19","slug":"complaints-about-workplace-harassment-filed-by-former-workers-before-internal-complaints-committees-are-inadmissible","status":"publish","type":"post","link":"https:\/\/www.bendiksenlaw.co\/es\/quejas-por-acoso-laboral-presentadas-por-extrabajadores-ante-comite-de-convivencia-laboral-son-improcedentes\/","title":{"rendered":"Quejas Por Acoso Laboral Presentadas por Extrabajadores ante Comit\u00e9 de Convivencia Laboral Son Improcedentes"},"content":{"rendered":"<p>El Ministerio de Trabajo recientemente resolvi\u00f3 una consulta sobre la competencia de los Comit\u00e9s de Convivencia Laboral de las empresas o entidades p\u00fablicas respecto a las quejas sobre acoso laboral presentadas por extrabajadores. Al respecto, cabe recordar que se entiende como acoso laboral todas aquellas conductas persistentes y demostrables ejercidas en contra de un trabajador y que est\u00e1n encaminadas a \u201cinfundir miedo, intimidaci\u00f3n, terror y angustia, a causar perjuicio laboral, generar desmotivaci\u00f3n en el trabajo, o inducir la renuncia del mismo\u201d<a href=\"#_ftn1\" id=\"_ftnref1\">[1]<\/a>. Estas conductas pueden ejercerlas tanto jefes o superiores jer\u00e1rquicos, como compa\u00f1eros de trabajo o subalternos.<\/p>\n\n\n\n<p>As\u00ed, el Ministerio de Trabajo record\u00f3 al peticionario que el Comit\u00e9 de Convivencia Laboral de cualquier empresa o entidad tiene como finalidad prevenir el acoso laboral en contra de los trabajadores, para lo cual deber\u00e1 implementar procedimientos internos y confidenciales mediante los cuales asegurar\u00e1 la resoluci\u00f3n de los conflictos surgidos entre los trabajadores. Sin embargo, de conformidad con las funciones reconocidas a estos comit\u00e9s en la Resoluci\u00f3n 652 de 2012, sus actuaciones son netamente conciliatorias, requiri\u00e9ndose la presencia de las partes involucradas para que el comit\u00e9 pueda mediar la situaci\u00f3n y proponer diferentes soluciones que permitan resolver el conflicto y garantizar una mejora en la convivencia laboral. No obstante, el Ministerio de Trabajo afirm\u00f3 que este proceso no puede llevarse a cabo cuando una de las partes ya no labora en la entidad pues no ser\u00eda posible el acercamiento entre los involucrados para llegar a un acuerdo. As\u00ed mismo, las actuaciones y decisiones tomadas por el comit\u00e9 carecer\u00edan de efectos pues no podr\u00eda garantizarse ni exigirse el cumplimiento de los acuerdos adquiridos.<\/p>\n\n\n\n<p>Por lo anterior, el ministerio afirma que el Comit\u00e9 de Convivencia Laboral no es el llamado a conocer de estas quejas presentadas por extrabajadores de la compa\u00f1\u00eda, quienes deber\u00e1n acudir a las autoridades judiciales o administrativas para que el caso sea investigado y se impongan las sanciones a las que haya lugar de conformidad con lo estipulado en el art\u00edculo 10 de la ley 1010 de 2006. Debe tenerse en cuenta que una de las consecuencias de que se encuentre probado el acoso laboral es la presunci\u00f3n legal de que la terminaci\u00f3n del contrato de trabajo fue sin justa causa, debiendo entonces pagarse la indemnizaci\u00f3n correspondiente e incluso posiblemente dejando sin efectos la decisi\u00f3n que llevo a la terminaci\u00f3n unilateral del contrato laboral.<\/p>\n\n\n\n<p>En B\u00e9ndiksenLaw podemos brindarle acompa\u00f1amiento y asesor\u00eda legal en este y cualquier otro tema de naturaleza laboral, <a href=\"https:\/\/www.bendiksenlaw.co\/es\/contacto\/\">contactarnos<\/a>.<\/p>\n\n\n\n<hr class=\"wp-block-separator\"\/>\n\n\n\n<p><a href=\"#_ftnref1\" id=\"_ftn1\">[1]<\/a> Art\u00edculo 2. Ley 1010 de 2006.<\/p>","protected":false},"excerpt":{"rendered":"<p>The Colombian Ministry of Labor recently responded to a query on the competence of Internal Complaints Committees (ICC) of companies or public entities, regarding complaints about workplace harassment made by former workers. In this regard, bear in mind that workplace harassment is understood as all those persistent and demonstrable actions directed against workers with the [&hellip;]<\/p>","protected":false},"author":3,"featured_media":1440,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1439","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Complaints About Workplace Harassment Filed by Former Workers before Internal Complaints Committees are Inadmissible - B\u00e9ndiksenLaw<\/title>\n<meta name=\"description\" content=\"Should the Internal Complaints Committee receive and process complaints of workplace harassment submitted by former workers? We tell you what the Colombian Ministry of Labor said.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.bendiksenlaw.co\/es\/quejas-por-acoso-laboral-presentadas-por-extrabajadores-ante-comite-de-convivencia-laboral-son-improcedentes\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Complaints About Workplace Harassment Filed by Former Workers before Internal Complaints Committees are Inadmissible - B\u00e9ndiksenLaw\" \/>\n<meta property=\"og:description\" content=\"Should the Internal Complaints Committee receive and process complaints of workplace harassment submitted by former workers? 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