Leyes de empleo en Florida

Cuando corren tiempos difíciles, vale la pena estar al tanto de cuáles son las leyes laborales que rigen en tu lugar de trabajo. Nos referimos al Estado donde te encuentras y, también a lo que concierne a los empleadores de manera puntual.

También es esencial estar al tanto de las leyes cuando buscas empleo. Florida es un estado difícil donde por lo general el empleador tiene muchas prebendas. Pero siempre hay cosas que favorecen al trabajador. Estos son algunos elementos que es conveniente conocer y a los que podemos apelar si es necesario.

 

 

Referencias

Un antiguo empleador está libre para proveer cualquiera información no confidencial acerca de un antiguo empleado, con tal que sea cierta y no la provee para dañar al empleado maliciosamente. Un empleador que provee información falsa que desacredita a un empleado puede ser responsable por difamación. A fin de evitar la responsabilidad potencial, muchos empleadores a menudo niegan a comentar acerca de la ejecución de trabajo de un empleado y únicamente confirman las fechas de contratación y separación, además información acerca del salario o sueldo.

 

Bajo la ley federal, un empleador no tiene que contratar o ascender al candidato más capacitado.

Pero el empleador no puede basar la decisión en características personales que no están relacionadas al trabajo. Estas características a menudo incluyen:

 

  • Edad
  • Raza
  • Sexo
  • Religión
  • Origen nacional
  • Incapacidad

No se permite que un entrevistador pregunte acerca de estas características. Las preguntas que no son permitidos durante una entrevista incluyen:

  • ¿Está casado usted? ¿Tiene planes para casarse?
  • ¿Tiene hijos? ¿Tiene planes para tener hijos?
  • ¿Dónde nació usted?
  • ¿Cuál es su orientación sexual?
  • ¿Ha sido arrestado alguna vez?

Un entrevistador puede, sin embargo, preguntar acerca de una característica personal si ésta puede limitar la capacidad de un candidato para cumplir con los requisitos de un trabajo. Algunos ejemplos podrían ser:

  • ¿Ha sido usted condenado por un delito penal?
  • ¿Puede probar que usted tiene permiso para trabajar en los Estados Unidos?
  • ¿Puede hacer este trabajo con o sin una acomodación razonable?

Empleo "A Voluntad"

En Florida, hay una presunción que empleados están "a voluntad." Se puede despedir a empleados a voluntad por cualquier motivo, con tal que no es contra la ley. Generalmente, empleados que trabajan bajo un contrato de empleo pueden ser despedidos solamente por los motivos que están especificados en el contrato. En Florida, es muy difícil superar la presunción de a voluntad.

Manuales de Empleados

Aunque la ley no requiere que un empleador tiene un manual de empleados, en la mayoría de los casos, es recomendado. Un manual de empleados provee una fuente centralizada, completa y segura de las políticas y procedimientos del empleador. Un manual de empleados también provee acceso conveniente para empleados y gerentes.

Al mínimo, un manual de empleados debe incluir:

  • Una declaración tocante a la relación de empleo a voluntad
  • Una declaración de oportunidad igual de empleo
  • Una política tocante al acoso sexual u otros tipos de acoso en el lugar de trabajo
  • Políticas acerca del acceso a la Red, correo electrónico y correo de voz
  • La Ley de Ausencia Familiar y Médica

Las cortes de Florida tradicionalmente han sido reacias a considerar declaraciones de política o manuales de empleados a ser un contrato de empleo, a menos que hay una referencia expresa a un cierto periodo de empleo y a los beneficios asociados con este periodo de tiempo.

Hay leyes complejas tocante a los deberes y responsabilidades de empleadores que surgen bajo un manual de empleados, y deba ponerse en contacto con un abogado licenciado para evaluar las circunstancias especificas de su caso.

Seguridad en el Lugar de Trabajo

Leyes federales y estatales requieren que la mayoría de los empleadores proveen un lugar de empleo que está libre de riesgos reconocidos que causan o probablemente causarán la muerte o lesiones físicas a empleados. En la mayoría de situaciones, un empleado puede quejar de forma anónima acerca de un inseguro lugar de trabajo y tener protección contra represalias por su empleador.

A partir del 30 de junio de 2000, Florida derogó su Ley de Seguridad y Salud Ocupacional. Como resultado, las 17 oficinas de la División de Seguridad de Florida se cerraron.

Lesiones en el Lugar de Trabajo

El propósito de las leyes de indemnización por accidentes de trabajo en Illinois es compensar a empleados que han sido lesionados o matados en accidentes relacionados a sus trabajos según un sistema de pagos fijos, sin recurrir al litigio. Los dependientes de un empleado que ha sufrido una lesión mortal también pueden tener derecho a recibir compensación. Empleadores son protegidos por limitaciones en la suma que un empleado puede recuperar.

La suma de la compensación para un empleado depende de la clasificación de su discapacidad:

Incapacidad total permanente: 66¿% del salario semanal promedio del empleado

Incapacidad total temporal: generalmente 66¿% del salario semanal promedio del empleado, hasta 104 semanas

Beneficios por deterioro permanente: 75% del promedio semanal de la incapacidad total temporal del empleado; beneficios por deterioro son reducidos por 50% por cada semana que el empleado gana ingresos igual a o más de su salario semanal promedio.

Incapacidad parcial temporal: 80% de la diferencia entre 80% del salario semanal promedio del empleado y el salario que él o ella puede ganar después de su lesión, hasta 66¿% del salario semanal promedio del empleado al momento del accidente

El sistema de indemnización por accidentes de trabajo en Florida es basado en un trueque entre empleados y empleadores. Empleados reciben sin demora beneficios del sistema por sus lesiones, y la compensación limitada es el remedio exclusivo contra un empleador, incluso si el empleador fue negligente.

La División de Compensación de Trabajadores administra el programa de indemnización por accidentes de trabajo en Florida. Este programa experimentó una reforma mayor en 2003.

Acoso Sexual

Un empleador puede ser responsable a un empleado por casos de "acoso sexual," lo cual puede incluir avances sexuales no deseados, conducta u otros actos físicos o verbales de una naturaleza sexual que suceden en el lugar de trabajo. El comportamiento siguiente es generalmente considerado el acoso sexual:

  • Conducta sexual directa - un empleador hace avances sexuales o declaraciones
  • "Quid pro quo" ("una cosa por otra") - beneficios relacionados al trabajo en cambio por conducta sexual.
  • Ambiente de trabajo hostil - un empleador mantiene un ambiente sexual en el lugar de trabajo.

Además de la ley federal, la Ley de Derechos Civiles de Florida de 1992 garantiza la ausencia de discriminación a causa de raza, color, religión, sexo, origen nacional, edad, incapacidad o estado civil y protege el interés del individuo en dignidad personal.

Porque las leyes tocante la conducta, o patrón de conducta, que constituye el acoso sexual son complejas, un demandante debe ponerse en contacto con un abogado licenciado para evaluar las circunstancias especificas de su caso.

Discriminación y Terminación Injusta

No se permite que empleadores despidan o discriminen contra empleado por los motivos siguientes:

  • Edad
  • Raza
  • Sexo
  • Religión
  • Origen nacional
  • Incapacidad
  • Embarazo

Es ilegal que un empleador considera estas características con respecto a:

  • Ascensos en el trabajo
  • Tareas de trabajo
  • Terminación de trabajo
  • Salario

También es ilegal que un empleador despida a un empleado:

  • Por negarse a violar una ley
  • Como represalia por presentar un reclamo de discriminación o falta de seguridad
  • Por usar la excedencia bajo la Ley de Ausencia Familiar y Médica (FMLA)
  • Sin seguir su propio procedimiento o política declarada
  • Por motivos fuera del contrato de empleo, si hay uno

Ausencia Familiar y Médica

Bajo la ley federal, empleados elegibles pueden usar hasta 12 semanas de ausencia médica sin pago, con beneficios médicos continuados y la restauración de su puesto original al regreso. Un empleado es elegible bajo la FMLA si:

  • Ha trabajado con el mismo empleador por los 12 meses anteriores
  • Ha trabajado al menos 1,250 horas durante los 12 meses anteriores
  • Es un empleado de un empleador "cubierto," lo cual es:
    • Todos los gobiernos y agencias federales, estatales y locales
    • Empleadores privados que tienen 50 o más empleados por 20 semanas durante el año de calendario y que participan en comercio interestatal

Post-Empleo

Beneficios por Desempleo

Beneficios por desempleo son basados en combinaciones de estatutos federales y estatales. En Florida, la Ley de Impuesto del Desempleo Estatal (conocido como SUTA, sus siglas en inglés) gobierna este programa. Seguro de desempleo provee ingresos temporales para reemplazar los sueldos de empleados que han perdido sus trabajos sin tener la culpa y están disponibles para trabajar. En Florida, los empleadores financian este programa. Los trabajadores no pagan el impuesto de desempleo en Florida, y no se permite que los empleadores lo descuenten del salario.

COBRA

Bajo la Ley Ómnibus Consolidada de Reconciliación Presupuestaria (conocido como "COBRA," sus siglas en inglés), lo cual es una ley federal, empleados pueden continuar su cobertura de seguro médico, a su propio gasto, por hasta 18 meses de la terminación voluntaria o involuntaria de su trabajo, si el empleador tiene 20 o más empleados.

Para calificar por la continuación de cobertura bajo la COBRA, un empleado necesita tener un evento calificado que causa la perdida de cobertura entidades. Los siguientes son eventos calificados:

Para empleados

    • Terminación voluntaria o involuntaria de su trabajo por motivos aparte de mala conducta
    • Reducción de las horas de trabajo

Para esposos

    • Perdida de cobertura por el empleado a causa de un evento calificado
    • Empleado cubierto es elegible para recibir Medicare
    • Divorcio o separación legal del empleado cubierto
    • La muerte del empleado cubierto

Para hijos dependientes

    • Perdida de cobertura a causa de cualquier evento calificado para los esposos
    • Perdida de estatus como hijo dependiente bajo las reglas del plan

Algunos estados han promulgado leyes similares a la COBRA. En Florida, empleados de empleadores con de 2 a 19 empleados pueden calificar para 18 meses de cobertura continuada, pero los empleados tienen solamente 30 días para pedir la extensión.

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