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Glenda Umaña
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Costa Rica: Patronos deberán agotar toda alternativa antes de despido por no vacunarse

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El Ministerio de Trabajo subrayó que en los casos de trabajadores cubiertos por algún fuero especial, deberá la persona empleadora, previo al despido, solicitar autorización ante la Dirección Nacional de Inspección de Trabajo. Además, rescató que los patronos deberán agotar todas las medidas posibles antes del despido.

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#CostaRica
#Trabajo
#Vacuna
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15 Octubre, 2021

por Sasha Muñoz Vergara

La Dirección de Asuntos Jurídicos del Ministerio de Trabajo y Seguridad Social (MTSS) dio a conocer un criterio en el que explicó los pasos que deberán seguir los patronos del sector privado para despedir, sin responsabilidad laboral, a sus empleados que se nieguen a vacunarse contra el Covid-19.

El criterio se establece en el inciso h) del artículo 81 del Código de Trabajo, que se refiere al incumplimiento de las medidas de prevención que debe adoptar la persona empleadora en el centro de trabajo: “Cuando el trabajador se niegue de manera manifiesta y reiterada a adoptar las medidas preventivas o a seguir los procedimientos indicados para evitar accidentes o enfermedades”, dice el numeral.

Respecto al carácter manifiesto y reiterado de la falta, la Sala Segunda señaló que aplica cuando “el empleador le haya advertido al trabajador sobre la corrección de su conducta a fin de brindarle la oportunidad de que la enmiende, pues en el caso de incurrir nuevamente en ella, es cuando se manifiesta su actitud de no atender los lineamientos patronales para obtener más eficacia y rendimiento en sus labores”.

¿En qué instancia será aplicable el despido?

En tanto el patrono cumpla con lo siguiente:

1) Incluya la vacunación dentro de las medidas de prevención que se aplican en el centro de trabajo. Para esos efectos deberá modificar el reglamento, políticas o lineamientos que en materia de salud ocupacional se encuentren vigentes.

2) Comunique la introducción de esta medida a las personas trabajadoras. De conformidad con lo dispuesto en el inciso b) del artículo 4 del Reglamento General de Seguridad e Higiene en el Trabajo, la persona empleadora no solo debe comunicar la introducción de la vacunación contra la covid-19 como una medida de prevención en el centro de trabajo, también deberá capacitar y concientizar a su personal acerca de la importancia y necesidad de su implementación.

3) Establezca un mecanismo de verificación de cumplimiento de esta medida, que permita identificar a las personas trabajadoras que no han acatado la medida dispuesta.

4) Realice una advertencia a las personas trabajadoras para que mejoren su conducta o en su defecto presenten la prueba que justifique su negativa a vacunarse. 

Debe hacerse énfasis en el hecho de que la negativa debe ser injustificada, ya que la misma Comisión Nacional de Vacunación y Epidemiología, establece la contraindicación médica debidamente acreditada, como una causa de justificación para la no aplicación de la vacuna contra la covid-19. 

El plazo para cumplir con esta advertencia deberá ser establecido prudencialmente, tomando en cuenta la disponibilidad de centros vacunatorios abiertos y cercanos al centro de trabajo o el domicilio de la persona trabajadora.

El Ministerio de Trabajo subrayó que en los casos de trabajadores cubiertos por algún fuero especial, deberá la persona empleadora, previo al despido, solicitar autorización ante la Dirección Nacional de Inspección de Trabajo. Además, rescató que los patronos deberán agotar todas las medidas posibles antes del despido.

“Por tratarse de la medida disciplinaria más gravosa y considerando que esta negativa en muchos de los casos obedece al miedo, desconocimiento o desinformación y no a la mala fe de la persona trabajadora, debe la persona empleadora, previo a la aplicación del despido, realizar todos los esfuerzos para que, por la vía de la capacitación y concientización, se logre la vacunación del 100% de su personal”, concluye el criterio.

 

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LAS MÁS LEIDAS

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CDC insiste en urgencia de vacunarse ante la variante Omicrón

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