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With the intention of guaranteeing equal pay between men and women, we must highlight the modification of article 28 of the Workers' Statute as a result of Royal Decree-Law , since March 8. The employer is obliged to pay the same salary or extra-salary remuneration for work of equal value without discrimination based on sex . The agreements do not establish different salaries between men and women for the same category or professional group, but there may be differences in salaries for different categories that actually do work of equal value and therefore are equivalent tasks. Therefore, “work of equal value” is defined when the nature of the functions or tasks actually entrusted, the educational, professional or training conditions required for their exercise, the factors strictly related to their performance and the working conditions in which said activities are actually carried out are equivalent. Also to guarantee equal pay between men and women, a salary record will be mandatory with the average values of salaries, salary supplements and extra-salary payments of your staff , disaggregated by sex and distributed by professional groups, professional categories or jobs. equal or of equal value.
The salary record is a new obligation for companies that may be subject to verification by the Labor and Social Security Inspection, although it is not necessary to communicate it to the labor authority or publish it on a company notice board. Failure to do this registration may result in a serious infraction. There is no official model, each company can do it in the way that best suits its circumstances. The record must be modified when there are significant changes in remuneration. It must be delivered to the workers' representatives if they exist and any worker can consult it through them. If there is no Industry Email List worker representative, you can request it from the company. The salary record is for all companies of any size, but there is a difference for companies that have 50 or more workers . If there is a differencices by the worker. Right to digital disconnection. The business duty to guarantee disconnection entails a limitation on the use of technological means of business and work communication during rest periods , as well as respect for the maximum duration of the day. Risks prevention There are two options to deal with risk prevention in this case.
The worker grants access permission to his home (only to the area enabled for the provision of services) to the people assigned by the Company to carry out the preventive activity. Otherwise, the worker will be obliged to provide the information required for the ORP. In this case, contact the ORP company so they can inform you about it, since they will have their protocol and/or form in this regard. Violation for failure to comply with the obligation to formalize the remote work agreement The fines for these infractions range between 626 and 1,250 euros at their minimum; betweeuros in its medium range; and between 3,126 and 6,250 euros at its maximum level. Remote work as a health containment measure derived from. To remote work implemented exceptionally as a consequence of the health containment measures derived from COVID-19, and as long as these are maintained, ordinary labor regulations will continue to apply. In any case, companies will be obliged to provide the means, equipment, tools and consumables required to carry out remote work, as well as any necessary maintenance.
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發表於 2024-3-7 13:51:05