Directiva 98/59/CE y Derechos Laborales

Preámbulo Directiva 98/59/CE

• Aims to strengthen worker protection in collective dismissals
• Considers the need for balanced economic and social development within the Community
• Differences exist regarding collective dismissal procedures and measures to mitigate consequences for workers in Member States

Carta comunitaria de los derechos sociales fundamentales de los trabajadores (Estrasburgo, 9 de diciembre de 1989)

• EU internal market should improve worker living and working conditions
• Aims to improve aspects of labor regulations (e.g., collective dismissals, bankruptcies)
• Workers' information, consultation and participation are crucial (especially in multinational companies)

Definiciones. Despido Colectivo (Artículo 1.1(a)(i))

• Collective dismissals involve multiple dismissals not directly related to worker skills, with specific numerical thresholds
• Different criteria apply based on the number of employees (e.g., minimum 10 for over 2000 but less than 300 workers) for a period of 30 days, a minimum of 20 employees for 90 days, regardless of workforce size.

Representantes de los Trabajadores (Artículo 1(b))

• These are workers' representatives established by national laws and practices.

¿Cuándo hay que consultar? (Artículo 2.1)

• Businesses must consult worker representatives when planning collective dismissals.

¿En qué consisten las consultas? (Artículo 2.2)

• Consultations should explore ways to avoid or mitigate dismissals.
• Options should focus on social support for affected workers.

Información (Artículo 2(a))

• Companies must provide relevant information to worker representatives.
• This is crucial for constructive proposals during consultation.

Copia para la autoridad competente (Artículo 2.3)

• Businesses must submit a copy of the communication to the relevant authorities.

Grupos de Empresas (Artículo 2.4)

• Obligations regarding information, consultation, and worker participation apply regardless of the entity taking the action(s) (e.g., the company or a parent company)

Notificaciones (Artículo 3.1)

• Businesses must notify the competent authorities of any planned collective dismissal by providing written notice, with possible exceptions where the dismissal is due to a judicial decision.

Copia para los representantes de los trabajadores (Artículo 3.2)

• Companies must provide copies of the notices to worker representatives

Procedimiento de despido colectivo (Artículo 3)

• Employers are obligated to notify authorities of collective dismissals in writing.
• A copy of the notice should be sent to worker representatives.

Periodo de consultas (Artículo 4.1)

• Collective dismissals cannot be put into effect before 30 days after notification.
• Member States may allow authorities to reduce this consultation window

Objetivo de las notificaciones (Artículo 4.2)

• The purpose of the notification period is to find solutions for collective dismissals

Excepciones (notificaciones)

• Collective dismissals resulting from a judicial decision to close a business are exempt from the procedural requirements

Leyes más favorables (Artículo 5)

• Member States can maintain or introduce stricter rules regarding worker protections.

Traspasos de Empresas o Centros de Actividad (Directiva 2001/23/CE)

• This directive addresses worker protection during business transfers or changes in ownership.
• Covers transfers of companies, business units, or parts thereof.

Excepción Artículo 1.1. (c)

• Administrative reorganizations and transfers of government agency functions are excluded from the directive’s scope.

Definiciones adicionales.

• Cedente: the seller
• Cesionario: the buyer
• Работник: worker

Exclusiones

• Certain employment contracts (e.g., fixed-term contracts) and other situations might be excluded for some considerations.

Mantenimiento de los derechos de los trabajadores y la transferencia de los derechos y obligaciones (Artículo 3.1)

• Rights and obligations in place before a transfer stay with the acquiring entity.

Mantenimiento de los derechos de los trabajadores y notificación de las condiciones de trabajo (Artículo 3.2)

• Transferring entities must disclose relevant employment rights to the acquiring entity.

Mantenimiento de los derechos de los trabajadores y los convenios colectivos (Artículo 3.3)

• Collective bargaining agreements apply on terms for the acquiring entity

Prestaciones de jubilación, invalidez o supervivencia (Artículo 3.4)

• The acquiring entity continues existing pension obligations, except in some specified conditions on the directives or applicable cases.

Traspaso y despidos (Artículo 4.1)

• Business transfers do not automatically result in dismissals. Dismissals may be justified for economic, technical, or business organization reasons.

Traspaso y modificación sustancial (Artículo 4.2)

• Dismissals stemming from significant changes caused by the transfer are attributable to the transferring entity.

Procedimiento de quiebra o de insolvencia análogo (Artículo 5)

• The transfer provisions for cases of bankruptcy or similar circumstances may be subject to additional regulations or considerations.

Excepciones y cambios en las condiciones contractuales (Artículo 5.2(b))

• Changes to existing employment conditions might be allowed with mutual agreement if permitted under national or relevant regulations.

Una situación de crisis económica grave (Artículo 5.3 y 5.4)

• The transfer provisions are subject to exceptions if serious economic conditions exist as defined by national law.

Traspasos y los representantes de los trabajadores (Artículo 6)

• The rights and status of worker representatives remain when business owners change hands.

Información para los trabajadores (Artículo 7.1)

• The transferor must inform worker representatives well in advance about the transfer.

Grupos de empresas (Artículo 7.4)

• Transfer obligations apply even if the decision to transfer comes from associated companies within a legal or economic group.

Condiciones más favorables (Artículo 8)

• National laws or regulations that offer greater worker protection are not affected by the directive.

Disposiciones relativas a las situaciones transnacionales (Artículos 9 y 10)

• If a company with operations across borders faces insolvency, the appropriate national authority handles worker claims

Disposiciones Generales (Artículo 11)

• Member states preserve their right to apply regulations that benefit workers, even if stricter than the directive's standards.

Excepciones (Artículo 12)

• Member states may determine cases where the payment obligations or guarantees are not applicable (e.g., cases of abuse, or specific worker-employer relationships)

Protección de trabajadores asalariados en caso de insolvencia del empresario

• Directive to improve worker protections when an employer declares insolvency
• Focus on providing a legal framework for the payment of outstanding wages

Ámbito de aplicación y definiciones (Artículo 1.1 y 1.2)

• Scope of the directive: applies to claims arising from employment contracts or relationships when the employer becomes insolvent.
• Exclusions: Member States may exclude certain types of workers if adequate alternative protections exist.

Exclusiones (Artículo 1.3)

• Domestic workers may be excluded under specific conditions where alternative national protections apply.

Ámbito de aplicación. (Artículo 2.2 y 2.3)

• The directive does not change national laws regarding worker definitions, employer qualifications, payment, etc.

Concepto de insolvencia para la presente Directiva (Artículo 2.1)

• Insolvency within the context of this directive refers to proceedings where a company's assets are overseen by authorities for liquidation

El pago de créditos impagados de los trabajadores asalariados (Artículo 3)

• The directive addresses the need for guarantees and mechanisms to ensure payment to workers in insolvency cases

La facultad de limitar la obligación de pago (Artículos 4.1, 4.2 У 4.3)

• Member states can restrict the obligation of payment by organizations, but this cannot be for less than a minimum set period, typically equivalent to the worker's wages for the previous three months..

Tres ideas claves (Artículo 5)

• Institutions should have separate finances
• Employee well-being is primary

Disposiciones relativas a la seguridad social (Artículos 6, 7 y 8)

• Existing social security systems are not impacted. Protection for workers even during proceedings, particularly concerning benefits and ongoing contributions, is established.

Disposiciones relativas a las situaciones transnacionales (Artículos 9 y 10)

• Insolvency of a business with operations in multiple countries outlines relevant authorities for worker compensation.

Disposiciones Generales (Artículo 11)

• Member states have freedom to create additional protections for workers that go beyond the directive.

ARTÍCULO 12

• Member States have the freedom to choose to either make or reject provisions for avoidance of abuses and particular worker-employer relationships.

Este cuestionario aborda la Directiva 98/59/CE y la Carta comunitaria de los derechos sociales fundamentales de los trabajadores. Examina cómo estas regulaciones buscan mejorar la protección de los trabajadores durante despidos colectivos y promover condiciones laborales adecuadas en la Unión Europea.