Obligaciones Legales Empresas De Mas De 50 Trabajadores

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In the records of the Labour Authority they have only evidence of 4,673 plans registered so far, that is, only 15.6% of the companies involved throughout Spain have formalized their obligations in this matter in due time. If they do not comply properly with the regulations, companies are threatened with a “very serious infringement”, punishable by fines of between 6,251 and 187,515 euros. Last year, they became mandatory for companies with 101 to 150 employees and tomorrow also for companies with 51 to 100 employees. This requirement applies to private companies as well as public bodies or institutions as well as non-profit organizations or associations. Employees with fixed-term contracts of less than one year and permanent contracts are counted according to the number of working days. Every 200 working days or fractions are counted as another worker. If your company has more than 250 employees, it is already obliged to have an equality plan in place, and since March 7, 2020 also¬© that of more than 150. If not, we can advise you on how to start your negotiation. Companies with more than 50 employees must assume a number of obligations in order to protect workers` rights, avoid discrimination and promote diversity in the workforce. Since 12 May 2019, with the entry into force of the Legislative Decree of 8 March, on urgent social protection measures and the fight against job insecurity during the working day, it is mandatory to record the working day (clocking) in all companies and by all employees. In this way, we want to control working hours and absenteeism, as well as overtime or overtime.

Companies with more than 50 employees are required to have an equality plan for their staff from tomorrow, Monday, in accordance with the Royal Legislative Decree of 7 March 2019 on urgent measures to ensure equal treatment, for the implementation of which these companies have been given a three-year period. The procedure for electing the works council in companies with more than 50 employees can be complicated. We provide the following link so that you can purchase a template for union elections, which contains schematically and clarifying a guide to the steps that the company and the polling station must take, from the time of election promotion to the publication of the election result and notification to the public service. As we have repeatedly recalled, companies with employees must comply with certain obligations set out in laws, regulations and agreements that affect the company`s labour relations. Until this year 2022, when the obligation to register an equality plan with the REGCON of the Ministry of Labor was required, only companies with more than 100 employees were interviewed, and since March 7, those with 50 or more employees have been added. Each company must negotiate the equality plan with the legal representative of the employees, i.dem.e. the works council of each company, before drawing it up and registering it. What we can best help are companies that have a certain number of employees: companies with fewer than 50 employees are not obliged to have an equality plan unless this is provided for by contract, but they are obliged, like the rest of companies, to be paid for almost a year. At novaK, we believe it is particularly important to be clear about what these commitments are and how we need to fulfill them properly. With that in mind, we`ve published this article so you can check if your business is up to date on the following aspects and make appropriate corrections if necessary. As of March 8, 2022, all companies with more than 50 employees must have an equality plan in place within the organization. In addition, it stipulates that the measures and not only the objectives of the plan must be “evaluable” and that the diagnosis must be “negotiated” with the legal representation of employees, if necessary.

It is prepared within the equality plan negotiation committee, to which the company provides all the data and reports necessary for its implementation. The diagnosis must include at least the following topics: By collective agreement and depending on the professional composition of the production sector or company, a new university may be created to adapt to this composition. In this case, the electoral regulations of this Title shall be adapted to that number of colleges. The positions of the committee are distributed proportionally in each company according to the number of workers trained by the above-mentioned polling stations. If there are quotients with fractions to be divided, the fractional unit is assigned to the group to which the highest fraction would correspond; If they are equal, the prize will be awarded by random draw. The health and safety committee is a mandatory body for companies with more than 50 employees. This committee specialises in the prevention of occupational risks and is composed of prevention representatives (representatives of workers specialising in the prevention of occupational risks) and the employer or its representatives in equal numbers of persons. The executive reaffirmed the negotiated nature of equality plans, established rules of legitimacy and clarified the negotiation procedure, especially in companies that do not have legal representatives. In order to fulfil this obligation, it is advisable to entrust the services of an approved body to the preparation of diagnoses and equality plans in companies. In this sense, Emakunde, the Basque Institute for Women, makes available to the public the following repertoire.

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