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La nueva Reforma Laboral
El Supremo declara el derecho de una abuela a relacionarse con su nieto pese a la oposición de los padres
El Congreso publicará las rentas y los bienes patrimoniales de los diputados
El Tribunal Supremo declara que el pago de la hipoteca debe ser pagada a partes iguales entre los cónyuges divorciados
El Gobierno aprueba el Anteproyecto de Ley de Reforma de la Seguridad Social

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La nueva Reforma Laboral

La reforma laboral entró en vigor ayer tras publicarse el sábado en el Boletín Oficial del Estado (BOE) y generaliza la indemnización por despido improcedente en el caso de los contratos indefinidos de 33 días por año trabajado, con un máximo de 24 mensualidades, al tiempo que establece que la del despido procedente será de 20 días por año trabajado, con un máximo de un año de salario.
 
Esto supone condenar a la extinción al contrato indefinido ordinario de 45 días por año trabajado de indemnización por despido improcedente, pues desde este domingo ya no se podrá contratar fijo con esta modalidad, sólo con la de 33 días.
Para los trabajadores que ya tengan un contrato indefinido ordinario y sean despedidos de manera improcedente, la indemnización se calculará a 45 días por año hasta la entrada en vigor de la ley y desde esa fecha, a 33 días por año.Además, el Gobierno ha clarificado en la reforma, aprobada en forma de Real Decreto-ley, las características para que las empresas puedan acogerse a despidos objetivos por causas económicas (20 días por año trabajado), aunque habrá control judicial de las mismas.Así, se entenderán por causas económicas cuando de los resultados de la empresa se desprenda una situación económica negativa, como la existencia de pérdidas actuales o previstas o la disminución persistente de su nivel de ingresos o ventas. En todo caso, se entenderá que la disminución es persistente si se produce durante tres trimestres consecutivos. Además, la reforma recuperará a partir del 1 de enero de 2013 el límite al encadenamiento de contratos temporales eliminado por el anterior Gobierno, y suprime la autorización laboral administrativa que se requería en los despidos colectivos. CONTRATO INDEFINIDO PARA EMPRESAS DE MENOS DE 50 TRABAJADORES. La reforma laboral aprobada el viernes por el Gobierno contempla la creación de un nuevo contrato indefinido para empresas de menos de 50 trabajadores para potenciar la contratación, especialmente de los jóvenes, con un periodo de prueba de un año.Las empresas que se acojan a estos contratos tendrán derecho a una deducción fiscal de 3.000 euros cuando contraten a su primer trabajador, siempre que sea menor de 30 años.Además, los emprendedores que contraten a un trabajador en paro bajo esta modalidad podrán deducirse fiscalmente el 50% de la prestación por desempleo que viniera cobrando el trabajador durante un año. Por su parte, el trabajador podrá voluntariamente percibir, junto con su sueldo, el 25% de la prestación por desempleo durante el mismo periodo. Asimismo, la reforma fomentará la contratación indefinida de jóvenes de entre 16 y 30 años durante tres años con bonificaciones empresariales de hasta 3.600 euros y de hasta 4.500 en el caso de que los contratados sean parados de larga duración mayores de 45 años.La norma crea una cuenta de formación para cada trabajador, potencia la intermediación laboral de las empresas de trabajo temporal, regula por primera vez el teletrabajo, modifica el contrato estable a tiempo parcial y también el de formación y aprendizaje.El contrato de formación podrá realizarse con trabajadores de hasta 30 años hasta que la tasa de paro no baje del 15%. Cuando ésta caiga por debajo de esa barrera, la edad máxima del contratado será de 25 años. Además, los trabajadores podrán formarse en las propias empresas, al estilo del modelo dual de formación.MÁS FLEXIBILIDAD PARA LAS EMPRESAS.La reforma da prioridad a los convenios de empresa, de forma que, independientemente de lo que se pacte a nivel superior, se podrá consensuar un convenio de empresa que se adapte a sus necesidades y particularidades.Además, se facilita a las empresas que registren caídas en su nivel de ingresos y ventas durante dos trimestres consecutivos la no aplicación del convenio de ámbito superior (descuelgue). En caso de que no exista acuerdo, las partes irán a la solución extrajudicial de conflictos y, en su caso, al arbitraje. De no ser así, se recurrirá a la Comisión Consultiva de Convenios Colectivos nacional o a sus equivalentes autonómicos, que nombrará un árbitro que resolverá en un máximo de 25 días.Asimismo, las materias objeto del descuelgue se amplían y incluyen lo referente a jornada de trabajo, horario y distribución del tiempo de trabajo, régimen de trabajo a turnos, sistema de remuneración y cuantía salarial, sistema de trabajo y rendimiento, funciones y mejoras voluntarias en prestaciones de la Seguridad Social.Por otro lado, se establece, en relación a la 'ultraactividad' de los convenios (prórroga automática de los mismos en ausencia de los nuevos) las partes deberán negociar un nuevo convenio en un plazo máximo de dos años. A partir de esa fecha, el convenio ya no estará vigente.La reforma, que se ha aprobado como Real Decreto-ley pero que se tramitará como proyecto de ley, impulsará que los desempleados que estén cobrando la prestación puedan realizar servicios de interés general a la comunidad y desvinculará el absentismo individual del trabajador de la media de la plantilla. SE PRECISA LA LLAMADA 'ENMIENDA TELEFÓNICA'.Por otro lado, en el Real Decreto-ley se da una nueva redacción, más precisa, a la llamada 'enmienda Telefónica', aquella que se incluyó en la reforma de pensiones para evitar que las grandes empresas con beneficios que prejubilan a trabajadores mayores de 50 años carguen el coste al presupuesto público.Así, la reforma del Gobierno del PP determina que las grandes empresas (más de 500 trabajadores) que realicen despidos colectivos en los que se incluyan a trabajadores de 50 o más años de edad, deberán efectuar una aportación económica al Tesoro Público. Estarán obligadas a hacerlo si han tenido beneficios en los dos ejercicios económicos anteriores a aquel en que el empresario inició el procedimiento de despido colectivo.
 

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