Procedimiento para despedir a un trabajador con justa causa


¿Si se configura  una justa causa para terminar el contrato de trabajo, debe agotarse previamente el proceso disciplinario?

Necesariamente debe existir un debido proceso en el despido por esa razón debe citarse para oírle en descargos al trabajador. Así exista una causal justificada para despedirlo para no viciar el despido.

Es importante tener presente que si el trabajador se encuentra en debilidad manifiesta, y si es asi deben solicitar autorización al ministerio de trabajo.

La ley 3617 de 1997 o Ley Clopatofsky, afrece un marco jurídico para abrir el mercado laboral para la población diversamente hábil, ofreciendo garantías a las empresas.

Esta ley  estableció mecanismos de integración social para las personas con limitación y, en consecuencia, creó una protección especial en materia laboral para este tipo de personas consistente en:

1. Acceso igual en condiciones de empleo.

2. Ilegalidad del despido del trabajador por su condición.

3. Desvinculación solo cuando haya una causa objetiva que lo justifique.

4. Despido sin justa causa solo cuando esté autorizado por el Ministerio del Trabajo o se pague la indemnización correspondiente (180 días de salario) (Sentencia C-531 del 2000 y sentencias T-1040 del 2001, T-784 del 2009 y T-519 del 2003).

contrario sensu, la Corte Constitucional en la Sentencia T-198 del 2006 manifesto que las personas que son despedidas por razón de un deterioro o disminución de su capacidad laboral o por estar en incapacidad médica pueden acudir a la vía de la tutela para lograr una estabilidad laboral que les garantice ingresos económicos y atención médica por vía de afiliación a la seguridad social.

Tengan presente que es necesario el proceso disciplinario previo para que el trabajador ejerza su derecho de defensa y trate de demostrar sus justificaciones. Si estas existen podría ser ineficaz la causal y por ende ilegal el despido

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