Nos complace compartir el artículo, escrito por nuestro socio J. Genaro Pérez Velázquez, recientemente publicado en la 12ª Edición de The Legal Industry Reviews (Julio 2023).
El derecho laboral en México siempre ha defendido el principio de la estabilidad en el empleo. Pero, con las recientes reformas, estamos presenciando cambios considerables en este principio:
Antes, la Ley Federal del Trabajo (LFT) consideraba la estabilidad en el empleo como un derecho fundamental. Sin embargo, con las reformas, ha habido un cambio en su percepción.
Si un trabajador es despedido injustamente, puede solicitar la reinstalación. Pero hay excepciones según el artículo 49 de la LFT.
En caso de eximición, el patrón debe pagar indemnizaciones detalladas en el artículo 50 de la LFT.
Con la reforma de 2019, ahora los patrones pueden depositar las indemnizaciones en el Tribunal paraprocesalmente, aportando información esencial del trabajador.
Si hay desacuerdo sobre la indemnización, el trabajador puede tomar medidas legales. Si el Tribunal decide que no se cumplen los criterios para la eximición, el depósito de la indemnización queda sin efecto.
Si el monto depositado es insuficiente, el Tribunal obligará al patrón a pagar el saldo restante e intereses.
Las reformas buscan agilizar los procesos y reducir tiempos y costos, pero es esencial estar bien informado. Conozca más detalles en nuestro artículo completo y manténgase actualizado en este ámbito tan crucial.
Nos complace compartir un articulo publica en la revista “Legal Industry Reviews” sobre la aprobación del proyecto de la NOM 037 en Materia de Teletrabajo, con autoría de Beatriz Higareda.
El Comité Consultivo Nacional de Normalización de Seguridad y Salud en el Trabajo ha aprobado el proyecto final de la NOM 037-STPS-2022 en Materia de Teletrabajo, Condiciones de Seguridad y Salud en el Trabajo. El objetivo principal de esta Norma es establecer las condiciones de seguridad y salud para prevenir accidentes y enfermedades para los trabajadores que prestan servicios en la modalidad de Teletrabajo. +
Entre las obligaciones establecidas se encuentran contar con un listado de teletrabajadores, asegurarse de que el lugar de trabajo cuente con condiciones óptimas de conectividad, comunicación y seguridad, establecer una política de Teletrabajo, informar a las personas en Teletrabajo sobre exposición a agentes y factores de riesgo, documentar el proceso de implementación de Teletrabajo, proporcionar herramientas necesarias, entre otros. La Norma Oficial entrará en vigor a los 180 naturales posteriores a su publicación en el Diario Oficial de la Federación.
On April 25, 2023, the Commission of Constitutional Matters of the Chamber of Representatives approved and sent to the Plenary Session of said Chamber, for discussion and approval, if applicable, the "Ruling on the initiatives with draft decree proposing the amendment of Article 123 of the Political Constitution of the United Mexican States, regarding rest days".
The draft decree is justified on the impact that workers have on their health, family cohesion and social relations, as a result of working hours and the lack of rest days, as well as the recommendations issued by the International Labor Organization (ILO).
The initiatives analyzed by the Commission included the proposal to reduce the daily workday from 8 to 7 hours, as well as amendments to Section B of Article 123 of the Constitution (which applies to workers at the service of the State); however, in the opinion approved by the Commission it was proposed to amend only the text of Article 123 Section A of the Political Constitution of the United Mexican States, in order to reduce the working days to five, increase the rest days to two, in other words, for five days of work there would be two days of rest, which implies that the weekly workday would be of 40 hours.
The legislative process will have a recess, since the first ordinary period of sessions has concluded and will continue in the second ordinary period of sessions that will begin in September 2023, at which time the draft Decree may be considered for voting.
It is unlikely that the draft decree will be considered for a special session, since in order to summon a special session, it must be done by two-thirds of the Permanent Commission of the Congress or by the President of the Republic.
This is a Constitutional reform, so its approval requires the vote of two thirds of the legislators, both in the Chamber of Deputies and subsequently in the Senate, and the reform must be approved by the majority of the Local Congresses.
The reform would not only impact work centers that work six days and one rest day, since according to the Federal Labor Law there are workplaces that work 5 days with 2 rest days, but the sixth day is divided into 5 days to work 9.5 hours a day from Monday to Friday and, with the proposed reform, those work centers would have to reduce the workday to 8 hours a day.
However, it is worth reviewing how the working week is regulated in Latin American countries:
Countries
Maximum weekly working hours
Argentina, Bolivia, Costa Rica, Nicaragua, Panamá, Perú y Uruguay
48
Guatemala, Honduras, Cuba, República Dominicana, Brasil y Venezuela
44
Ecuador
40
En Europa:
Countries
Maximum weekly working hours
Holanda
48
España, Bélgica, Italia, Polonia y Suecia
40
Dinamarca
37
Francia, Suiza y Alemania
35
There is a legislative tendency to reduce the working week, as in the case of Chile, where in March this year they reduced the working week from 45 to 44 hours and will reduce it to 40 hours in 2028. There are even more aggressive plans, such as in England, where in June 2022, 71 companies changed to a four-day workday as part of a pilot program. Colombia will gradually reduce the number of working hours per week, starting at 47 in 2023 and ending at 42 in 2026.
During this waiting period it is possible that, in view of the stances of the sectors involved, the draft decree will have a new analysis, since it implies a high impact on the life of the Companies, both economic and operational, generating the challenge of modifying the ways of working to comply with the reform, and in turn, guarantee the efficiency of their operation.
Thus, Mexico will experience a debate in which political interests in the run-up to the presidential elections will put pressure on Congress and the State legislatures to approve the reform, disregarding the fact that it entails a high cost and loss of competitiveness in the face of possible investments. Although it is difficult to anticipate a scenario, it is possible that the party in power will be satisfied with the proposed initiative and the electoral and media projection it gives it, without the detriment to labor competitiveness that approving the reduction of the workweek would represent.
Los derechos laborales no están restringidos a contar con seguro social, garantizar el derecho de asociación sindical o un salario justo. También se vinculan con los días de vacaciones que deben gozar las y los trabajadores los cuales, a pesar de los recientes cambios legislativos, siguen siendo pocos en comparación con otros países.
En un artículo publicado en Tiempo de Derechos (ed. No.60 – abril 2023), Emilio Garzón, Maestro en Derecho con especialidades en Derecho Laboral, Derecho Económico Corporativo y Amparo, y Socio en nuestra firma, habla de los avances en los derechos de los trabajadores en México, y de los retos importantes para empleador.
Como hemos informado anteriormente, está por concluir el plazo para la legitimación de Contratos Colectivos de Trabajo (CCT), a la fecha han sido legitimados únicamente 12,641 CCT. En torno al plazo otorgado para la legitimación, han circulado noticias que aseguran la extensión de este periodo.
Sin embargo, con fecha 6 de marzo de 2023, se publicó el acuerdo que aclara las condiciones en que operará el plazo para el registro y desahogo de los procedimientos de legitimación de CCT existentes. En dicho acuerdo, la Junta de Gobierno del Centro Federal de Conciliación y Registro Laboral aclaró que no existirá prórroga para la solicitud de legitimaciones de CCT, lo cual confirma que la fecha de vencimiento será el próximo 30 de abril de 2023. En consecuencia, todos los CCT que no hayan sido registrados para su legitimación en la plataforma del Centro de Conciliación y Registro Laboral se darán por terminados en la fecha mencionada.
Considerando lo anterior, la extensión señalada al 31 de julio de 2023 aplica al plazo para el desahogo de las consultas (votaciones) que se hubieran registrado antes del 1 de mayo de este año para efectos de legitimación de CCT, atendiendo a que durante la pandemia por covid-19 fueron suspendidas las mismas.
As you know, since the labor law reform of 2019, new instances and authorities have been created for the attention of labour and employment disputes, highlighting the mandatory pre-judicial conciliation at national level before the new Conciliation Centres. As of 3 October 2022, these Centres began to operate in all the federal entities of our country. It should be noted that the new legal framework exempts the obligation to go to conciliation in the following cases:
Discrimination.
Designation of beneficiaries due to death.
Social security benefits.
When safeguarding fundamental labour rights such as: a) Freedom of association, freedom of association and the effective recognition of collective bargaining; b) Labour trafficking, as well as forced and compulsory labour; and c) Child labour.
Ownership of collective bargaining agreements or contracts law.
Challenges to trade union statutes or their modification.
It is important to note that in order to attend these conciliation processes it is essential to have legal representation powers and that the company's non-attendance may result in the imposition of fines.
In order to best attend the conciliation appointments, we ask you to consider that, in the event that the labour dispute is not resolved through pre-judicial conciliation, the workers will have the right to sue for the actions and benefits they deem appropriate before the new Labour Courts.
The trials before these Courts present new challenges to the defendant, since it will no longer be possible to deny the dismissal and offer reinstatement in order to reverse the burden of proof to the worker regarding the existence of the dismissal. In terms of the new legal framework, it will be, in general terms, up to the employer to prove that the unjustified dismissal did not materialise, so that conciliation will gain relevance as a preventive dispute resolution mechanism and should be considered a priority.
Therefore, we request that when you share the pre-judicial conciliation summons with us, you confirm whether or not there was an employment relationship with the applicant. Incase there is, we request you to immediately provide us with the applicant's entire employment history, such as category, working day, salary and benefits, history of departure or dismissal, as well as the amounts that could be authorized for the conclusion of a possible agreement. In case there is none, please inform us of the other nature of the relationship with the applicant.
The above will allow us to attend to these proceedings in the best way possible and avoid greater contingencies in court and further growth of your litigation portfolio. If you have any doubts or comments, please do not hesitate to contact us.
Los invitamos a leer nuestra participación en la revista Industria Legal, donde nuestro socio Emilio Garzón redactó el articulo “Reforma a la subcontratación laboral ¿Es un cambio positivo?”. Siendo los representantes en derecho laboral, agradecemos el esfuerzo de nuestros abogados y la invitación por parte de la revista.
For more than 70 years, Marván, González Graf y González Larrazolo (MGGL) has defended the principles of justice and equity. The congruence with which they work, both internally and with their clients, has been a factor of development and consistency in their professional practice.
"We are convinced that strict compliance with the law and our principles give us the best platform for attracting, developing and retaining talent," say the firm's partners.
In the face of a new Public Policy scenario, MGGL , a firm specialized in Litigation and Business Labor Counseling, is confident that the administration of justice and the level of compliance with the rules applicable to employers, unions and workers in our country will improve.
In this sense, Mexico must move towards a wage model based on productive capacity and efficiency. The scenarios demand that the business, labor and government sectors coordinate and align to achieve synergies and find objectives that mean mutual benefits. Only in this way will there be an improvement in the skills and capabilities in the work of employees and productivity in companies, so as to increase margins, income levels and the standard of living of employees.
According to Dr. Héctor González Graf, with the entry into force of the T-MEC, Mexico's trade partners, who consider Mexico's wage policy in recent years as an unfair trade strategy from their perspective, are guaranteed to strictly follow Mexico's labor standards.
"The T-MEC labor regulation aims for companies with Collective Bargaining Agreements to have a union that is truly representative of the workers, which encourages the establishment of better wages and working conditions."
In view of these needs, MGGL agrees to generate models that ensure compliance with labor and social security rights, without losing competitiveness. MGGL is a Firm that grows year after year and is currently ready to help all its clients to meet and solve the challenges that the judicial transition and the new model of collective relations will bring.
"We will continue to build with a long-term vision. Our institutional vision and work team of 120 people allows us to address issues of any scale at a national level, concludes Dr. González Graf.
The original text appeared first in Tops Los Mejores Abogados. You can read the original publication here.
We are very proud to have our founding partner, Héctor González Graf, join as a key player in this innovative project in the world of employment law. Together with 17 other renowned lawyers from all corners of the world, from Argentina to New York, the Netherlands, Hong Kong and Nigeria, International Employment Lawyer's mission is to provide information, data and analysis regarding the management of international workforces.
Dr. González Graf has contributed with his article "Mexico’s evolving teleworking law", where he explores the legal framework applicable to telework and remote working in Mexico, and what this could mean for employees and employers alike.
