Nicaragua: La inclusión laboral de las personas con discapacidad
Published date | 16 May 2022 |
Author | Bertha X. Ortega |
Law Firm | Consortium Legal |
A propósito de la celebración este Primero de Mayo del Día internacional de los trabajadores, considero de mucha importancia referirnos al derecho al trabajo de las personas con discapacidad, de su inclusión como trabajadores en los centros de trabajo.
El tema de la inclusión laboral de las personas con discapacidad se debe analizar desde cuatro pilares diferentes pero complementarios: la parte normativa, la autoridad de aplicación, las empresas o empleadores y las organizaciones de las personas con discapacidad.
En relación con la parte normativa, la Ley de Derechos de Personas con Discapacidad regula en forma clara el derecho al trabajo en igualdad de oportunidades y sin discriminación de las personas con discapacidad y establece en forma meridiana la obligación de las empresas y empleadores personas naturales de contratar personas con discapacidad atendiendo al número de trabajadores que tiene la misma.
Las empresas pequeñas con menos de 10 trabajadores no están obligados a contratar personas con discapacidad, si la empresa tiene 10 trabajadores y menos de 50 en planilla están obligados a contratar al menos a un trabajador discapacitado y si tiene 50 o más, al menos el 2% del número de trabajadores en nómina. La mencionada ley establece porcentajes mínimos para cumplir con la norma tuteladora, mínimo que puede ser superado por la decisión empática de los empleadores.
En relación con la autoridad de aplicación, el Ministerio del Trabajo en su rol de vigilar el cumplimiento de las normas laborales, ha hecho un esfuerzo a través de las inspecciones ordinarias de exigir a los empleadores el cumplimiento de la obligación de contratar personas con discapacidad.
Los dos primeros pilares para lograr la inclusión, la normativa y la autoridad de aplicación están alineados, el tercer pilar, los empleadores o empresas, constituyen el punto neurálgico de este tema.
En muchas ocasiones frente a esta obligación las empresas esgrimen muchos argumentos para fundamentar su imposibilidad material de cumplir con esta obligación, entre otras, que sus puestos de trabajo son muy técnicos y que tienen que desempeñarlos personas con todas sus capacidades, que no tienen vacantes, que no tienen recursos para efectuar adecuaciones en las instalaciones físicas para contratar personas con discapacidad, etc, etc y frente a todos esos planteamientos, el porcentaje de personas con discapacidad que han...
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