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Sotomayor, K., (2023). Informe Jurídico sobre la Resolución Nº198-2021-SUNAFIL/TFL-Primera Sala [Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/25629
Sotomayor, K., Informe Jurídico sobre la Resolución Nº198-2021-SUNAFIL/TFL-Primera Sala []. PE: Pontificia Universidad Católica del Perú; 2023. http://hdl.handle.net/20.500.12404/25629
@misc{renati/27937,
title = "Informe Jurídico sobre la Resolución Nº198-2021-SUNAFIL/TFL-Primera Sala",
author = "Sotomayor Picón, Karen Alicia",
publisher = "Pontificia Universidad Católica del Perú",
year = "2023"
}
Title: Informe Jurídico sobre la Resolución Nº198-2021-SUNAFIL/TFL-Primera Sala
Authors(s): Sotomayor Picón, Karen Alicia
Advisor(s): Oliva Castro, Marisol
Keywords: Trabajo y trabajadores; Poder; Dignidad; Renuncia de empleados--Perú
OCDE field: https://purl.org/pe-repo/ocde/ford#5.05.01
Issue Date: 7-Aug-2023
Institution: Pontificia Universidad Católica del Perú
Abstract: El presente informe tiene como objetivo analizar la Resolución N° 198-2021-
SUNAFIL/TFL-Primera Sala, a fin de determinar si se configuró un acto de
hostilidad laboral, en el supuesto de afectación de la dignidad de una trabajadora.
Para ello, el análisis plantea el estudio de los elementos de configuración de los
actos de hostilidad, así como de los supuestos de afectación a la dignidad en la
relación laboral. Además, se evalúa si existió un exceso en el uso del poder de
dirección del empleador que genere un perjuicio a la trabajadora con el fin de
querer desvincularla.
De este modo, se concluye, de manera contraria a lo resuelto por el Tribunal,
que sí se configuró un acto de hostilidad laboral, toda vez que existió un actuar
por parte del empleador que lesionó la dignidad de la trabajadora, a partir de
tratos denigrantes que descalificaron reiteradamente su desempeño y
cuestionaron su capacidad de mejora, encajando dicha situación en un supuesto
tipificado como acto de hostilidad laboral en la legislación laboral vigente.
Además, se concluye que dicho actuar implicó un exceso del poder de dirección
del empleador, que no atendió a los límites de razonabilidad y proporcionalidad
respecto a la evaluación del rendimiento de la trabajadora y a las medidas que
se tomaron ante el supuesto rendimiento deficiente que le imputaban.
The purpose of this report is to analyze Resolution No. 198-2021-SUNAFIL/TFLFirst Chamber, in order to determine whether there was an act of labor hostility, as an act of affectation of the dignity of a female worker. For this purpose, the analysis includes the study of the elements of configuration of the acts of hostility, as well as the scenarios of affectation of dignity in the labor relationship. In addition, it is evaluated whether there was an excess in the use of the employer's power of direction that generates a prejudice to the worker with the purpose of wanting to terminate her employment. In that way, we conclude that, contrary to the Court's decision, an act of labor hostility did occur, since the employer acted in a way that harmed the worker's dignity, through denigrating treatment that repeatedly disqualified her performance and questioned her ability to improve, which is classified as an act of labor hostility in our labor legislation in force. In addition, we conclude that this action implies an excess of the employer's management power, which did not comply with the limits of reasonableness and proportionality with respect to the evaluation of the worker's performance, and the measures taken in view of the alleged poor performance imputed to her.
The purpose of this report is to analyze Resolution No. 198-2021-SUNAFIL/TFLFirst Chamber, in order to determine whether there was an act of labor hostility, as an act of affectation of the dignity of a female worker. For this purpose, the analysis includes the study of the elements of configuration of the acts of hostility, as well as the scenarios of affectation of dignity in the labor relationship. In addition, it is evaluated whether there was an excess in the use of the employer's power of direction that generates a prejudice to the worker with the purpose of wanting to terminate her employment. In that way, we conclude that, contrary to the Court's decision, an act of labor hostility did occur, since the employer acted in a way that harmed the worker's dignity, through denigrating treatment that repeatedly disqualified her performance and questioned her ability to improve, which is classified as an act of labor hostility in our labor legislation in force. In addition, we conclude that this action implies an excess of the employer's management power, which did not comply with the limits of reasonableness and proportionality with respect to the evaluation of the worker's performance, and the measures taken in view of the alleged poor performance imputed to her.
Link to repository: http://hdl.handle.net/20.500.12404/25629
Discipline: Derecho
Grade or title grantor: Pontificia Universidad Católica del Perú. Facultad de Derecho.
Grade or title: Abogado
Juror: De Las Casas De La Torre Ugarte, Orlando; Díaz Roncal, Kenny Jefferson
Register date: 7-Aug-2023
This item is licensed under a Creative Commons License