{"id":1727,"date":"2022-05-26T15:50:00","date_gmt":"2022-05-26T10:50:00","guid":{"rendered":"https:\/\/www.bendiksenlaw.co\/?p=1727"},"modified":"2022-05-27T02:09:48","modified_gmt":"2022-05-26T21:09:48","slug":"what-should-you-do-if-your-workers-have-covid-19","status":"publish","type":"post","link":"https:\/\/www.bendiksenlaw.co\/es\/que-debe-hacer-si-sus-trabajadores-tienen-covid-19\/","title":{"rendered":"\u00bfQu\u00e9 Debe Hacer si sus Trabajadores Tienen COVID-19?"},"content":{"rendered":"<p>A trav\u00e9s del Decreto 1109 del 2020 se establecieron diversas medidas que deben tenerse en cuenta en el momento de dar seguimiento a los casos de trabajadores contagiados con COVID-19 o que hayan tenido contacto con personas contagiadas. Adem\u00e1s, se regul\u00f3 el Aislamiento Selectivo Sostenible, entendido como la garant\u00eda que tienen los trabajadores de permanecer en el aislamiento obligatorio debido a su diagn\u00f3stico o sospecha de contagio con este virus, sin que se vean afectados sus ingresos. Al respecto, el Ministerio de Trabajo precis\u00f3[1] recientemente que los m\u00e9dicos tratantes podr\u00e1n determinar la necesidad de otorgar incapacidades a los trabajadores en atenci\u00f3n los s\u00edntomas que presenten. Adicionalmente, el m\u00e9dico tratante deber\u00e1 considerar si el trabajador cuenta o no con la posibilidad de desarrollar sus labores de forma remota, mediante teletrabajo o trabajo en casa. As\u00ed, en caso de que el trabajador pueda desarrollar sus funciones bajo alguna de las modalidades anteriormente mencionadas y su estado de salud lo permita, no ser\u00e1 necesaria la incapacidad m\u00e9dica. Por el contrario, si se requiere la presencia f\u00edsica del trabajador en el lugar de trabajo, el m\u00e9dico tratante deber\u00e1 otorgarle una incapacidad que le permita dar cumplimiento al aislamiento obligatorio.<\/p>\n\n\n\n<p>Adem\u00e1s de lo anterior, el Ministerio de Trabajo estableci\u00f3 c\u00f3mo debe procederse ante trabajadores que pertenezcan al R\u00e9gimen Contributivo y las diferencias para quienes pertenezcan al R\u00e9gimen Subsidiado, as\u00ed:<\/p>\n\n\n\n<ol class=\"wp-block-list\" type=\"1\"><li>En caso de que el trabajador pertenezca al R\u00e9gimen Contributivo y cuente con incapacidad: las Entidades Promotoras de Salud \u2013 EPS o las Administradoras de Riesgos Laborales \u2013 ARL ser\u00e1n las encargadas de reconocer los pagos a los trabajadores.<\/li><li>En caso de que el trabajador pertenezca al R\u00e9gimen Contributivo y no cuente con incapacidad a pesar de su diagn\u00f3stico o sospecha de contagio con COVID-19: los empleadores deber\u00e1n permitir que los trabajadores desempe\u00f1en sus labores mediante teletrabajo o trabajo en casa durante el per\u00edodo que deban permanecer aislados, sin que su salario se vea afectado. Esta medida tambi\u00e9n es aplicable a aquellos trabajadores que, a pesar de que el desarrollo de sus funciones no haga uso de las tecnolog\u00edas de la informaci\u00f3n y comunicaci\u00f3n, puedan en todo caso desarrollarlas sin que se requiera su presencia f\u00edsica en el lugar de trabajo.<\/li><li>En caso de que el trabajador pertenezca al R\u00e9gimen Subsidiado de Salud: si el trabajador cuenta con diagnostico confirmado de COVID-19 y cumple con el aislamiento obligatorio, tendr\u00e1 derecho a recibir una compensaci\u00f3n econ\u00f3mica temporal que corresponde a siete (7) d\u00edas de Salario M\u00ednimo Legal Diario Vigente por una \u00fanica vez. En este caso no se toma en cuenta si se le ha otorgado una incapacidad m\u00e9dica o no, sino \u00fanicamente si cumpli\u00f3 o no con el aislamiento obligatorio.<\/li><\/ol>\n\n\n\n<p class=\" translation-block\">Adicionalmente, el Ministerio de Trabajo record\u00f3 a los empleadores que cuentan con diferentes herramientas para proteger y conservar los empleos durante la emergencia sanitaria que se extiende hasta el pr\u00f3ximo 30 de junio, como lo son: (i) trabajo en casa, (ii) teletrabajo, (iii) vacaciones anuales, anticipadas y colectivas, (iv) permisos remunerados, (v) salario sin prestaci\u00f3n del servicio, y (vi) licencias remuneradas compensables.<\/p>\n\n\n\n<p>Para m\u00e1s informaci\u00f3n al respecto, no dude en <a href=\"https:\/\/www.bendiksenlaw.co\/es\/contacto\/\">contactarnos<\/a>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p>[1] Ministerio de Trabajo, respuesta con Radicado No. 2EE2021410600000061823.<\/p>","protected":false},"excerpt":{"rendered":"<p>Decree 1109 of 2020 established various measures that must be considered when following up on cases of workers infected with COVID-19 or who had contact with infected individuals. Additionally, \u201cSustainable Selective Isolation\u201d was regulated, understood as the guarantee that workers have to remain in mandatory isolation, due to their diagnosis or suspicion of contagion with [&hellip;]<\/p>","protected":false},"author":3,"featured_media":1723,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[43,47,72,83,13,22,38,48,97,45,98,99],"class_list":["post-1727","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-bendiksenlaw","tag-colombia","tag-colombian-law","tag-corporations","tag-covid-19","tag-employers","tag-employment-contracts","tag-labor-law","tag-medical-leave","tag-remote-work","tag-telework","tag-work-from-home"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What Should You Do if Your Workers Have COVID-19? 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