Nicaragua: La actualización de los reglamentos internos en la empresa
Published date | 01 September 2022 |
Author | Bertha X. Ortega |
Law Firm | Consortium Legal |
El Código del Trabajo define la disciplina laboral como el conjunto de normas reguladoras de la conducta y de las actividades que desempeña el trabajador en su puesto o centro de trabajo para la prestación eficiente del servicio.
Este conjunto de normas reguladoras se recoge en el reglamento interno que debe ser elaborado por el empleador y aprobado por el Ministerio del Trabajo. Para tal aprobación la inspectoría departamental mandará el proyecto de reglamento a los trabajadores para que digan lo que tengan a bien. Por eso es importante que los empleadores involucren a los trabajadores y organizaciones sindicales en el proceso de elaboración para evitarse contra tiempos. Pero es más importante que los involucren, no solo para cumplir un requisito sino para que la disciplina laboral sea asumida conscientemente por los trabajadores.
El contrato de trabajo y el reglamento interno constituyen, por tanto, dos instrumentos importantes y claves en la implementación de la relación laboral; en el contrato de trabajo se pactan las obligaciones específicas que el trabajador desempeñará para el empleador en el puesto de trabajo, así como el resto de condiciones relativas a jornada, salario, duración del contrato etc. y en el reglamento interno, las normas de conductas aplicables a todos los trabajadores, independientemente de la labor que desarrollen para la empresa.
Estas normas reguladoras de la conducta del trabajador contenidas en los reglamentos internos se refieren en la mayoría de los casos a los siguientes aspectos:
- Al cumplimiento en tiempo y forma de las obligaciones derivadas del cargo desempeñado;
- A las obligaciones de las partes, no solo de los trabajadores;
- A mantener un ambiente o clima laboral armónico donde el respeto y consideración prevalezca entre los propios trabajadores, entre éstos y los representantes del empleador y /o los terceros con los que se vinculan por razones del trabajo desempeñado, libre de tratos inadecuados, agresiones físicas o verbales, acoso laboral o sexual y actos discriminatorios que atenten contra la dignidad psíquica y moral de dichas personas;
- Al cuido y protección general de los bienes del empleador (instalaciones, maquinarias, materia prima etc) y en particular a los bienes que están directamente bajo su responsabilidad (equipos, dinero, valores, información, etc.);
- Aquellos aspectos que estando regulados en forma general por el Código del...
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