{"id":241984,"date":"2025-03-18T14:56:11","date_gmt":"2025-03-18T14:56:11","guid":{"rendered":"https:\/\/monterdeassessors.com\/?page_id=241984"},"modified":"2025-03-18T14:56:12","modified_gmt":"2025-03-18T14:56:12","slug":"despido-disciplinario-y-audiencia-previa","status":"publish","type":"page","link":"https:\/\/monterdeassessors.com\/cat\/despido-disciplinario-y-audiencia-previa\/","title":{"rendered":"Acomiadament disciplinari i audi\u00e8ncia pr\u00e8via"},"content":{"rendered":"<p class=\"wp-block-paragraph translation-block\">El Tribunal Suprem, en la seva sent\u00e8ncia 1250\/2024 de 18 de novembre de 2024 ha establert que les empreses no poden procedir a l'acomiadament disciplinari d'una persona treballadora sense haver obert un tr\u00e0mit <strong> d'audi\u00e8ncia pr\u00e8via <\/strong>, d'acord amb el que disposa l'article 7 del Conveni 158 de l'OIT (Organitzaci\u00f3 Internacional del Treball)<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">L'article 7 estableix que <strong><em> \"no s'haur\u00e0 de donar per acabada la relaci\u00f3 de treball d'un treballador per motius relacionats amb la seva  conducta o el seu rendiment abans que se li hagi ofert la possibilitat de defensar-se dels c\u00e0rrecs formulats contra ell, a menys que no pugui demanar-se raonablement a l'empleador que li concedeixi aquesta possibilitat\"<\/em><\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\"><strong> L'audi\u00e8ncia pr\u00e8via <\/strong> consisteix en la comunicaci\u00f3 per escrit a la persona treballadora, amb antelaci\u00f3 a l' acomiadament, dels fets que se li atribueixen, constitutius d' una infracci\u00f3 de car\u00e0cter molt greu que pot ser sancionada amb l'acomiadament.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">S' indicar\u00e0 un<strong> termini de 2 o 3 dies h\u00e0bils <\/strong> perqu\u00e8 la persona treballadora presenti a l' empresa un escrit amb les al.legacions que estimi oportunes per la seva defensa. Durant aquest termini la persona treballadora podr\u00e0 continuar prestant els seus serveis a l' empresa o se li concedir\u00e0 un perm\u00eds retribu\u00eft.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un cop rebut l'escrit d'al\u00b7legacions, l'empresa comprovar\u00e0 si s'han produ\u00eft o no els fets que van originar l'actuaci\u00f3 sancionadora.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Si l' empresa no rep <strong> l' escrit d'al.legacions <\/strong>  o considera que no s' han justificat els fets, podr\u00e0 lliurar al treballador la carta d' acomiadament per causes disciplin\u00e0ries.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">No complir amb aquest nou tr\u00e0mit d' audi\u00e8ncia pr\u00e8via constitueix un <strong>defecte formal<\/strong> que pot comportar la declaraci\u00f3 \nd'improced\u00e8ncia o nul\u00b7litat de l' acomiadament.<\/p>","protected":false},"excerpt":{"rendered":"<p>El Tribunal Supremo, en su sentencia 1250\/2024 de 18 de noviembre de 2024 ha establecido que las empresas no pueden proceder al despido disciplinario de una persona trabajadora sin antes abrir un tr\u00e1mite de audiencia previa, de acuerdo con lo dispuesto en el art\u00edculo 7 del Convenio 158 de la OIT (Organizaci\u00f3n Internacional del Trabajo) [&hellip;]<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-241984","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.9 - 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