{"id":2122,"date":"2021-01-14T04:20:53","date_gmt":"2021-01-14T10:20:53","guid":{"rendered":"https:\/\/rtydc.mkt360grados.com\/?p=2122"},"modified":"2024-08-08T19:34:45","modified_gmt":"2024-08-09T01:34:45","slug":"analisis-sobre-el-decreto","status":"publish","type":"post","link":"https:\/\/rivtrev.com\/en\/analisis-sobre-el-decreto\/","title":{"rendered":"An\u00e1lisis sobre el decreto"},"content":{"rendered":"
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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tAn\u00e1lisis sobre el DECRETO por el que se reforma el art\u00edculo 311 y se adiciona el cap\u00edtulo XII Bis del T\u00edtulo Sexto, de la Ley Federal del Trabajo, en materia de TELETRABAJO\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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14 de Enero de 2021<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tThe analysis of the DECREE by which article 311 is amended and Chapter XII Bis of Title Six of the Federal Labor Law is added, in the matter of TELEWORK.\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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El pasado 11 de enero de 2021 fue publicado en el Diario Oficial de la Federaci\u00f3n un nuevo Decreto a trav\u00e9s del cual se reforma la Ley Federal del Trabajo (LFT) en su cap\u00edtulo de Trabajo a Domicilio, especialmente el art\u00edculo 311 que conceptualiza lo que implica esta modalidad, adicion\u00e1ndose un nuevo cap\u00edtulo referente a nuevas regulaciones para la modalidad del Teletrabajo.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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El Decreto expedido por el Presidente de los Estados Unidos Mexicanos considera un solo Art\u00edculo, cuyo contenido tiene principalmente las siguientes implicaciones:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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  • Se considera\u00a0Trabajo a Domicilio\u00a0el que se ejecuta habitualmente para un patr\u00f3n, en el domicilio del trabajador o en un local libremente elegido por \u00e9l, sin vigilancia ni direcci\u00f3n inmediata de quien proporciona el trabajo.<\/li>
  • Se considera Teletrabajo a la forma de organizaci\u00f3n laboral subordinada que consiste en el desempe\u00f1o de actividades remuneradas, en lugares distintos al establecimiento o establecimientos del patr\u00f3n, utilizando primordialmente las tecnolog\u00edas de la informaci\u00f3n y comunicaci\u00f3n para el contacto y mando entre las partes.<\/li>
  • Para que sea considerado Teletrabajo es necesario que los servicios se desarrollen en m\u00e1s del cuarenta por ciento del tiempo en el domicilio de la persona trabajadora, o en el domicilio elegido por \u00e9sta.<\/li>
  • No ser\u00e1 considerado Teletrabajo aquel que se realice de forma ocasional o espor\u00e1dica.<\/li>
  • Esta modalidad deber\u00e1 hacerse constar por escrito mediante un Contrato Individual de Trabajo en el que se cumplan los requisitos ordinarios y especiales que ahora se prev\u00e9n.<\/li>
  • Se debe garantizar que las personas trabajadoras bajo la modalidad de Teletrabajo tengan conocimiento de los procedimientos de libertad sindical y negociaci\u00f3n colectiva.<\/li>
  • Esta modalidad formar\u00e1 parte del Contrato Colectivo de Trabajo (CCT), no obstante, los patrones que no cuenten con \u00e9ste, deber\u00e1n incluirla en el\u00a0Reglamento Interior de Trabajo (RIT).<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    • En la modalidad de\u00a0Teletrabajo, los patrones tendr\u00e1n obligaciones especiales, entre las cuales destacan las siguientes:
      • Proporcionar, instalar y encargarse del mantenimiento de los equipos necesarios para el Teletrabajo como equipo de c\u00f3mputo, sillas ergon\u00f3micas, impresoras, entre otros;<\/li>
      • Asumir los costos derivados del trabajo a trav\u00e9s de la modalidad de Teletrabajo, incluyendo, en su caso, el pago de servicios de telecomunicaci\u00f3n y la parte proporcional de electricidad;<\/li>
      • Llevar registro de los insumos entregados a las personas trabajadoras bajo la modalidad de Teletrabajo; y<\/li>
      • Respetar el derecho a la desconexi\u00f3n al t\u00e9rmino de la jornada laboral.<\/li><\/ul><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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        • As\u00ed mismo, los trabajadores en la modalidad de teletrabajo tendr\u00e1n obligaciones especiales, entre las cuales destacan las siguientes:
          • Informar con oportunidad sobre los costos pactados para el uso de los servicios de telecomunicaciones y del consumo de electricidad, derivados del Teletrabajo;<\/li>
          • Atender y utilizar los mecanismos y sistemas operativos para la supervisi\u00f3n de sus actividades; y<\/li>
          • \u00a0Atender las pol\u00edticas y mecanismos de protecci\u00f3n de datos utilizados en el desempe\u00f1o de sus actividades, as\u00ed como las restricciones sobre su uso y almacenamiento.<\/li><\/ul><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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            • El cambio en la modalidad de presencial a\u00a0Teletrabajo\u00a0deber\u00e1 ser voluntario y establecido por escrito, salvo casos de fuerza mayor\u00a0debidamente acreditados.<\/li>
            • En todo caso, cuando se d\u00e9 un cambio a la modalidad de\u00a0Teletrabajo,\u00a0las partes tendr\u00e1n el derecho de reversibilidad a la modalidad presencial, para lo cual podr\u00e1n pactar los mecanismos, procesos y tiempos necesarios para hacer\u00a0v\u00e1lida su voluntad de retorno a dicha modalidad.<\/li>
            • El patr\u00f3n est\u00e1 obligado a promover el equilibrio de la relaci\u00f3n laboral de las personas trabajadoras en la modalidad de teletrabajo a fin de que exista igualdad laboral con los trabajadores que presten servicios de manera presencial.<\/li>
            • Se debe garantizar el derecho a la intimidad, por lo que solamente podr\u00e1n utilizarse c\u00e1maras de video y micr\u00f3fonos para supervisar el\u00a0Teletrabajo\u00a0de manera extraordinaria, o cuando la naturaleza de las funciones desempe\u00f1adas por la persona trabajadora bajo la modalidad de\u00a0teletrabajo\u00a0lo requiera.<\/li>
            • Las condiciones especiales de seguridad y salud ser\u00e1n establecidas por la Secretar\u00eda del Trabajo y Previsi\u00f3n Social en una Norma Oficial Mexicana, misma que deber\u00e1 considerar a los factores ergon\u00f3micos, psicosociales y otros riesgos.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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              La vigencia de este Decreto comenzar\u00e1 a partir del d\u00eda siguiente de su publicaci\u00f3n oficial, es decir, a partir de 12 de enero de 2021.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              Recomendaciones:<\/strong><\/p>

              Ser\u00e1 importante considerar si alguna de las relaciones de trabajo que manejan se encuentra en la hip\u00f3tesis de lo que comprende el Teletrabajo, para cumplir con las anteriores disposiciones, ya que, de no hacerlo, la Secretar\u00eda del Trabajo y Previsi\u00f3n Social, a trav\u00e9s de sus Inspectores del Trabajo, podr\u00e1n llevar a cabo comprobaciones de esto, con la posibilidad de imponer sanciones en caso de incumplimiento.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              Es importante que se considere incluir en el CCT de la empresa un cap\u00edtulo que prevea la posibilidad de que exista esta modalidad, o en su caso, de no contar con CCT, se deber\u00e1 incluir en el RIT.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              Para cumplir con lo anterior, ser\u00e1 importante valorar la necesidad de llevar a cabo ajustes en los documentos base de las relaciones de trabajo que manejan, principalmente en los Contratos Individuales de Trabajo.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              Finalmente, es importante considerar que las nuevas disposiciones para el Teletrabajo pueden aplicarse inclusive durante la emergencia sanitaria por causa de fuerza mayor generada por el COVID-19, por lo que ser\u00e1 importante diagnosticar si les aplican o no a los trabajadores que actualmente desempe\u00f1an actividades en casa.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              En Rivadeneyra, Trevi\u00f1o y de Campo S.C., le estamos dando seguimiento a este tema, para poder brindarle la asesor\u00eda legal que en su caso requiera. Se elabor\u00f3 este documento con fines informativos. El contenido no debe considerarse como un consejo u opini\u00f3n legal.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              Esperando que la presente informaci\u00f3n sea de su utilidad, quedamos a sus \u00f3rdenes para cualquier duda o comentario adicional que pudieran surgir al respecto.<\/p>

              \u00a0<\/div><\/div>
              \u00a0

              <\/div>
              Atentamente,<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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              On January 11th, 2021, a new decree was published in the Official Gazette of the Federation through which the Federal Labor Law (LFT) was reformed in its chapter on Work from Home, especially Article 311 that conceptualizes what this implies, adding a new chapter referring to new regulations for the Teleworking variety.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              The Decree issued by the President of the United Mexican States considers a single Article, whose content mainly has the following implications:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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              • Work from Home is considered to be that which is usually carried out for an employer, at the worker’s home or in a place chosen by him, without immediate supervision or direction from the person providing the work.<\/li>
              • Telework is considered as a form of subordinated labor organization that consists of the performance of paid activities, in places other than the employer’s establishment or establishments, primarily using information and communication technologies for contact and command between the parties.<\/li>
              • In order to be considered Teleworking, it is necessary that the services be carried out over forty percent of the time at the worker\u2019s home of the, or at the address chosen by them.<\/li>
              • Telework will not be considered that which is carried out occasionally or sporadically.<\/li>
              • This modality must be recorded in writing by means of an Individual Work Contract in which the ordinary and special requirements that are now foreseen are foreseen.<\/li>
              • There must be a guarantee that ensures workers under the Telework have knowledge of the procedures for freedom of association and collective bargaining.<\/li>
              • This modality will be part of the Collective Bargaining Agreement (CCT), notwithstanding the employers that do not have it, must include it in the Internal Labor Regulations (RIT).<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                • Employers will have special obligations under Telework, among which the following stand out:
                  • Provide, install and take care of the maintenance of the necessary equipment for Telework such as computer equipment, ergonomic chairs, printers, among others;<\/li>
                  • Assume the costs derived from the work through Telework, including, where appropriate, the payment of telecommunication services and the proportional part of electricity;<\/li>
                  • Keep a record of the supplies delivered to workers under the Teleworking modality; and<\/li>
                  • Respect the right to disconnect at the end of the working day.<\/li><\/ul><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                    • Likewise, workers in the teleworking modality will have special obligations, among which the following stand out:
                      • Provide timely information on the agreed costs for the use of telecommunications services and electricity consumption, derived from Teleworking;<\/li>
                      • Attend and use the mechanisms and operating systems to supervise their activities; and<\/li>
                      • Attend the data protection policies and mechanisms used in the performance of their activities, as well as the restrictions on their use and storage.<\/li><\/ul><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                        • The change in the modality from face-to-face to Telework must be voluntary and established in writing, except in duly accredited cases of force majeure.<\/li>
                        • In any case, when a change is made to the Teleworking modality, the parties will have the right of reversibility to the face-to-face modality, for which they will be able to agree on the mechanisms, processes and times necessary to make valid their will to return to such.<\/li>
                        • The employer is obliged to promote the balance of the employment relationship of workers in the teleworking modality so that there is labor equality with workers who provide services in person.<\/li>
                        • The right to privacy must be guaranteed, so that only video cameras and microphones may be used to supervise telework in an extraordinary way, or when the nature of the functions performed by the worker under the telework modality requires it.<\/li>
                        • The special health and safety conditions will be established by the Ministry of Labor and Social Welfare in an Official Mexican Regulation, which must consider ergonomic, psychosocial factors and other risks.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                          This Decree will enter into force from the day following its official publication, that is, from January 12th, 2021.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          Recommendations:<\/strong><\/p>

                          It will be important to consider if any of the work relationships being managed is within the hypothesis of what Teleworking comprises, in order to comply with the above provisions, since if not, the Ministry of Labor and Social Security, through its Inspectors of Labor, may carry out checks ins, with the possibility of imposing sanctions in case of non-compliance.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          It is important to consider including a chapter that provides for the possibility of this modality in the company’s CCT, or if it does not have a CCT, it should be included in the RIT.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          To comply with the former, it will be important to assess the need to carry out adjustments in the base documents of the employment relationships that are handled, mainly in the Individual Work Contracts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          Finally, it is important to consider that the new provisions for Teleworking can be applied even during the health emergency due to force majeure generated by COVID-19, so it will be important to diagnose whether or not they apply to workers who currently carry out activities in House.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          At Rivadeneyra, Trevi\u00f1o and de Campo S.C., we are following up on this issue, in order to provide you with the legal advice that every case requires. This document was prepared for informational purposes<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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                          Hoping that this information will be useful to you, we remain at your service for any doubt or additional comment that may arise in this regard.<\/p><\/div>

                          \u00a0



                          <\/div>
                          Sincerely,<\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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                          Rivadeneyra, Trevi\u00f1o y de Campo
                          Regulatory Law<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                          \n\t\t\t\t\t\t\n\t\t\t\t\t\t\tVidaur Mora Espinosa\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

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                          \n\t\t\t\t\t\t\n\t\t\t\t\t\t\tJes\u00fas Echegaray Cabrera\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

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                          COMPARTE este boletin
                          en tus redes sociales<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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                          • \n
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                            An\u00e1lisis sobre el DECRETO por el que se reforma el art\u00edculo 311 y se adiciona el cap\u00edtulo XII Bis del T\u00edtulo Sexto, de la Ley Federal del Trabajo, en materia de TELETRABAJO 14 de Enero de 2021 The analysis of the DECREE by which article 311 is amended and Chapter XII Bis of Title Six 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