Bibliographic citations
Liñan, M., Suárez, R. (2023). Crítica a la tipificación del despido por impuntualidad reiterada y recomendaciones en su aplicación [Trabajo de Suficiencia Profesional, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/670846
Liñan, M., Suárez, R. Crítica a la tipificación del despido por impuntualidad reiterada y recomendaciones en su aplicación [Trabajo de Suficiencia Profesional]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2023. http://hdl.handle.net/10757/670846
@misc{renati/1296203,
title = "Crítica a la tipificación del despido por impuntualidad reiterada y recomendaciones en su aplicación",
author = "Suárez Sullca, Raisa Milágros",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2023"
}
The present investigation makes a criticism regarding the wording of the Inc. h) of the Supreme Decree N° 003-97-TR, T.U. O of Legislative Decree No. 728, the Act of Labor Productivity and Competitiveness, in light of the Labor Cassation No. 13548-2019 Lima East, issued by the Second Chamber of Constitutional and Social Transitory Law of the Supreme Court, which declares the decision of the first instance to be founded by considering that there would be a dismissal caused by serious infraction for repeated unpunctuality, by configuring the breach of the duty of diligence of the worker. For the development of the present investigation we have consulted several specialized legal articles, including books and magazines published by experts in labor matters, which have allowed us to reach the conclusion that currently the normative wording of literal h) of Article 25 of Supreme Decree N° 003-97-TR, T. U.O. of Legislative Decree No. 728, the Labor Productivity and Competitiveness Law, hereinafter the LPCL, does not provide legal certainty as it is not predictable in its application, which may lead to arbitrary decisions by the employer in the exercise of its power of direction. Finally, we conclude with recommendations to the employer, who may establish, through internal guidelines, the objective criteria that make predictable the application of the rule on dismissal for repeated tardiness, prioritizing legal certainty and respect for constitutional rights, without ceasing to observe the validity of the power of direction in the regulatory power of the employer.
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