Post by account_disabled on Mar 9, 2024 3:50:10 GMT -5
The establishment of new social guarantees is announced in the regulation of dismissal, reinforcing causality reinforcing causality and with the possible inclusion of minimum compensation (3 months?) in light of the possible resolution of non-compliance with the Spanish regulations of art. 24 of the European Social Charter. And, furthermore, there will be a trend in the legal and judicial expansion of the causes for annulment of dismissal, which will increase legal uncertainty and the risks for companies in involuntary departures. On the other hand, in 2024, with the approval of Royal Decree Law, a fracture has opened in the structure of collective bargaining in force since 1980 with rules that aim to break market unity to establish autonomous labor borders with the approval of the preference of regional agreements (which are 1/5 of the total) over state ones if the rules of legitimacy and sufficient representation are met and they also exceed state salaries.
The measure can affect the preference of regional agreements over state ones in matters such as salary, shifts or minimum working hours or IT complements, although it cannot affect other areas such as the trial period; the contracting modalities; the professional classification, the maximum annual working day, the disciplinary regime, geographical mobility or the prevention of occupational risks. In 2024, this legal novelty will bring differences between workers from some Communities and others and will open management problems in companies that have work centers in different UK Phone Number territories. However, current collective agreements should not be affected by this legal change in the prevalence of regional agreements until they expire, but there will be union pressure to reopen the negotiation or to request that the regional agreement be applied directly to them and in caso If negative, there will be a new niche for collective conflicts. Companies will have to manage their dismissals with greater judicial litigation, hoping that judges can recognize additional compensation to the legal ones and face new spaces of sovereignty of the regional collective agreements that will be imposed over the state ones.
The increase in the SMI and the myth of the impact on job destruction. The SMI will advance in 2024 between 4% and 5% with a possible imminent announcement of an agreement between the Government; CEOE; and the unions and with the ex lege guarantee that 60% of the average salary is reached. However, salaries will continue to lose purchasing power, which will encourage moonlighting to confront inflation. 4. The management of compliance in labor matters according to the new UNE 19604 standard. Labor compliance management systems will be a strategic asset and a possible shield against labor inspections and litigation after the approval of the new UNE 19604 standard, which will offer opportunities for companies to establish, develop, implement, evaluate, maintain and improve in a manner continues a compliance management system in the workplace that can also have certification. Along this path, it will be necessary for the governing body to approve a labor compliance policy and it will be increasingly common for companies to have 360ยบ compliance systems that extend to criminal areas; labor; tax and competition.
The measure can affect the preference of regional agreements over state ones in matters such as salary, shifts or minimum working hours or IT complements, although it cannot affect other areas such as the trial period; the contracting modalities; the professional classification, the maximum annual working day, the disciplinary regime, geographical mobility or the prevention of occupational risks. In 2024, this legal novelty will bring differences between workers from some Communities and others and will open management problems in companies that have work centers in different UK Phone Number territories. However, current collective agreements should not be affected by this legal change in the prevalence of regional agreements until they expire, but there will be union pressure to reopen the negotiation or to request that the regional agreement be applied directly to them and in caso If negative, there will be a new niche for collective conflicts. Companies will have to manage their dismissals with greater judicial litigation, hoping that judges can recognize additional compensation to the legal ones and face new spaces of sovereignty of the regional collective agreements that will be imposed over the state ones.
The increase in the SMI and the myth of the impact on job destruction. The SMI will advance in 2024 between 4% and 5% with a possible imminent announcement of an agreement between the Government; CEOE; and the unions and with the ex lege guarantee that 60% of the average salary is reached. However, salaries will continue to lose purchasing power, which will encourage moonlighting to confront inflation. 4. The management of compliance in labor matters according to the new UNE 19604 standard. Labor compliance management systems will be a strategic asset and a possible shield against labor inspections and litigation after the approval of the new UNE 19604 standard, which will offer opportunities for companies to establish, develop, implement, evaluate, maintain and improve in a manner continues a compliance management system in the workplace that can also have certification. Along this path, it will be necessary for the governing body to approve a labor compliance policy and it will be increasingly common for companies to have 360ยบ compliance systems that extend to criminal areas; labor; tax and competition.