{"id":12376,"date":"2019-04-04T10:00:38","date_gmt":"2019-04-04T08:00:38","guid":{"rendered":"http:\/\/fefac.cat\/empresarial\/?p=12376"},"modified":"2020-05-14T11:59:49","modified_gmt":"2020-05-14T09:59:49","slug":"decret-mesures-urgents-garantia-igualtat-tracte","status":"publish","type":"post","link":"https:\/\/fefac.cat\/empresarial\/decret-mesures-urgents-garantia-igualtat-tracte\/","title":{"rendered":"L’Assessor Respon: Decret de mesures urgents per a la garantia de la igualtat de tracte"},"content":{"rendered":"\n

Novetats del Reial decret llei 6\/2019, d’1 de mar\u00e7, de mesures urgents per a la garantia d’igualtat de tracte i oportunitats entre dones i homes en l’ocupaci\u00f3.<\/h2>\n\n\n\n

L’any 2019 segueix carregat d’importants novetats. A continuaci\u00f3,
Bufete Perulles & Moya y Asociados<\/a> explica les novetats que aporta el Reial decret llei 6\/2019, d’1 de mar\u00e7, de mesures urgents per a la garantia d’igualtat de tracte i oportunitats entre dones i homes en l’ocupaci\u00f3. <\/strong><\/p>\n\n\n\n

Plans d’Igualtat<\/strong><\/p>\n\n\n\n

Les empreses de m\u00e9s de 50 treballadors hauran d’elaborar i aplicar un Pla d’Igualtat. (Abans ho feien les empreses de 250 treballadors o m\u00e9s). <\/p>\n\n\n\n

Modificacions de la llei de l’Estatut del treballadors<\/strong><\/p>\n\n\n\n

Es plasmen les conseq\u00fc\u00e8ncies derivades de la nu\u00b7litat d’un contracte <\/strong>de treball per discriminaci\u00f3 salarial per ra\u00f3 de sexe. S’assenyala que el treballador tindr\u00e0 dret a la retribuci\u00f3 corresponent al “treball d’igual valor”. (Article 28 del ET).<\/p>\n\n\n\n

Modalitats del contracte de treball<\/strong><\/p>\n\n\n\n

En els contractes formatius<\/strong> s’al\u00b7ludeix a “naixament” en comptes de maternitat i paternitat i s’incorpora “viol\u00e8ncia de g\u00e8nere” (Art.11. 1 b) i (11.2 b). En els contractes a temps parcial <\/strong>es concreta el dret a no ser discriminats de l’article 4.2.c).<\/p>\n\n\n\n

Se substitueixen les refer\u00e8ncies de \u201cmaternitat o paternitat\u201d i \u201ctreballadors\u201d per\u201cnaixement i cura de menor\u201d<\/strong> i \u201cpersones treballadores\u201d.<\/strong><\/p>\n\n\n\n

Per\u00edode de prova dels contractes<\/strong><\/p>\n\n\n\n

Es blinden, durant el per\u00edode de prova dels contractes<\/strong>, les situacions d’embar\u00e0s, des de la data d’inici de l’embar\u00e0s, no des de la data de coneixement per l’empresa d’aquesta circumst\u00e0ncia, fins al comen\u00e7ament del per\u00edode de suspensi\u00f3 a qu\u00e8 es refereix l’article 48.4 de l’ET.<\/p>\n\n\n\n

Salari<\/strong><\/p>\n\n\n\n

S’estableix l’obligaci\u00f3 d’un registre dels salaris de la plantilla desagregats per sexe<\/strong> i distribu\u00efts per grups professionals, categories o llocs de treball. <\/p>\n\n\n\n

Temps de treball<\/strong><\/p>\n\n\n\n

Els dos progenitors<\/strong> poden exercir simult\u00e0niament el seu dret amb la mateixa durada i r\u00e8gim. Fins ara en el cas que tots dos treballessin nom\u00e9s es contemplava que el dret fos exercit per un. El per\u00edode s’estendr\u00e0 fins que el lactant compleixi 12 mesos. El salari a percebre es reduir\u00e0 proporcionalment a partir del compliment dels 9 mesos. <\/p>\n\n\n\n

Resum de la cicular de mesures urgents d’igualtat<\/a><\/strong> elaborada per Bufete Perfulles & Moya y Asociados.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Novetats del Reial decret llei 6\/2019, d’1 de mar\u00e7, de mesures urgents per a la garantia d’igualtat de tracte i oportunitats entre dones i homes en l’ocupaci\u00f3. L’any 2019 segueix […]<\/p>\n","protected":false},"author":2313,"featured_media":11251,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"\n

Esto es una plantilla para editar notis en la secci\u00f3n de actualidad<\/h2>\n\n\n\n


orem ipsum dolor sit amet, consectetuer adipiscing elit. Aenean commodo ligula eget dolor. Aenean massa. Cum sociis natoque penatibus et magnis dis parturient montes, nascetur ridiculus mus. Donec quam felis, ultricies nec, pellentesque eu, pretium quis, sem. Nulla consequat massa quis enim. Donec pede justo, fringilla vel, aliquet nec, vulputate eget, arcu. In enim justo, rhoncus ut, imperdiet a, venenatis vitae, justo. Nullam dictum felis eu pede mollis pretium. Integer tincidunt. Cras dapibus. Vivamus elementum semper nisi. Aenean vulputate eleifend tellus. Aenean leo ligula, porttitor eu, consequat vitae, eleifend ac, enim. Aliquam lorem ante, dapibus in, viverra quis, feugiat a, tellus. Phasellus viverra nulla ut metus varius laoreet. Quisque rutrum. Aenean imperdiet. Etiam ultricies nisi vel augue. Curabitur ullamcorper ultricies nisi. Nam eget dui. Etiam rhoncus. Maecenas tempus, tellus eget condimentum rhoncus, sem quam semper libero, sit amet adipiscing sem neque sed ipsum. Nam quam nunc, blandit vel, luctus pulvinar, hendrerit id, lorem. Maecenas nec odio et ante tincidunt tempus. Donec vitae sapien ut libero venenatis faucibus. Nullam quis ante. Etiam sit amet orci eget eros faucibus tincidunt. Duis leo. Sed fringilla mauris sit amet nibh. Donec sodales sagittis magna. Sed consequat, leo eget bibendum sodales, augue velit cursus nunc, <\/p>\n\n\n\n

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