Riesgo de divulgación de información sensible a través del e-mail corporativo, pérdida de confianza y despido con justa causa declarado ilegítimo
Date | 22 August 2018 |
Published date | 22 August 2018 |
Law Firm | Marval O'Farrell Mairal |
La empleadora sostuvo que la conducta de la empleada generó una pérdida de confianza que tornaba imposible la continuación del vínculo laboral, configurando, a su criterio, una justa causa de despido; mientras que la trabajadora, por su parte, rechazó la causa de su despido, reclamando el pago de las indemnizaciones equivalentes a un despido sin justa causa y multas, entre otros conceptos.
En este contexto, la Cámara confirmó la sentencia de primera instancia que había rechazado la causa del despido y, entre otras cuestiones, sostuvo que la pérdida de confianza refleja un sentimiento subjetivo y que, en consecuencia, no constituye un supuesto autónomo de causa justa del despido y que [e]l hecho desleal del trabajador y sus alcances, debe ser fehacientemente probado por el empleador.
Adicionalmente, uno de los elementos principales analizados por la Cámara al efectuar la valoración de la medida dispuesta por el empleador fue el hecho de que el empleador no demostró haber notificado fehacientemente a la actora la política de la empresa sobre la utilización de las herramientas informáticas y el correo electrónico corporativo, ni que haya requerido el consentimiento previo expreso de la empleada autorizando al empleador a monitorear y controlar sus comunicaciones en el mail de la empresa, afectando así su privacidad.
En relación con la interpretación restrictiva de la justa causa, recordamos que el artículo 242 de la Ley de Contrato de Trabajo N° 20.744 establece la posibilidad de cualquiera de las partes de extinguir el contrato de trabajo en caso de inobservancia de las obligaciones que configuren injuria y que, por su gravedad, no consienta la prosecución de la relación, quedando el análisis y determinación de la validez de la causa invocada sujeto a la valoración prudencial de los jueces laborales. Adicionalmente, el despido por justa causa dispuesto por el empleador debe comunicarse por escrito, con expresión suficientemente clara de los motivos en que se funda la ruptura del contrato, entre...
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