Nulidad de la modificación unilateral de un plan de pensión
Published date | 31 March 2003 |
Date | 31 March 2003 |
Law Firm | Marval O'Farrell Mairal |
En el caso "Murman Gabriel L. c/ IBM Argentina S.A. y otro" (CNTrab., Sala VI, 29/05/2002, DT 2003–A, p. 69) el actor demandó a su empleador por los daños y perjuicios que alegó haber sufrido como consecuencia de la modificación unilateral de un plan de pensión dispuesta en el año 1994 y por no haber recibido los beneficios del fondo pese a reunir los requisitos para su goce. Además el actor reclamó la reparación del daño moral que habría sufrido como consecuencia de este incumplimiento.
En primera instancia se rechazó la demanda en todas sus partes con fundamento en que al momento de la modificación del plan, el actor no tenía un derecho adquirido a gozar de la pensión sino sólo un derecho en expectativa que podía ser revocado o modificado por la persona que lo había conferido. Además se agregó que el actor no se dio por despedido ante la modificación y consintió expresamente la misma. También sostuvo el fallo que el actor no reunía los requisitos necesarios para acceder al fondo.
La Cámara revocó el fallo apelado e hizo lugar a la demanda en el entendimiento de que desde el momento de su ingreso a la empresa (1969) el actor había adquirido el derecho a gozar de la pensión que la compañía había establecido desde el año 1967 para asistir a los empleados después de su retiro de la compañía. Derecho que pasó a formar parte del contrato como una cláusula más, integrando así las condiciones de trabajo que rigen la relación y que por integrar el contenido del contrato –como uno de sus elementos esenciales-, no podía ser revocado ni modificado unilateralmente.
Asimismo, la Cámara confirmó este razonamiento observando que la demandada, al momento de otorgar el beneficio, no había efectuado ninguna reserva de derechos para modificar, suspender o cancelar el plan de pensión, a su sola conveniencia, circunstancia que convirtió el derecho del actor a gozar del plan en pleno y perfecto.
El Tribunal interpretó que la decisión unilateral del empleador de modificar o alterar modalidades esenciales del contrato, sin que exista consentimiento del trabajador, constituye un acto nulo de nulidad absoluta, y en consecuencia inconfirmable por el empleado.
Asimismo la Cámara entendió que aunque se considere válida la aceptación explícita al nuevo...
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