Tendencias jurisprudenciales para valorar la gravedad de las faltas en el régimen laboral de la actividad privada y la gestión del capital humano

• Autor: Giurfa Chavez, Maria Alejandra
• Formato: tesis de maestría
• Fecha de Publicación: 2023
• Institución: Universidad de Lima
• Repositorio: ULIMA-Institucional
• Lenguaje: español
• OAI Identifier: oai:repositorio.ulima.edu.pe:20.500.12724/18051
• Enlace del recurso: https://hdl.handle.net/20.500.12724/18051
• Nivel de acceso: acceso abierto
• Materia: Conflictos laborales; Despido; Relaciones laborales; Gestión de personal; Derecho laboral; Labor disputes; Employees, Dismissal of; Industrial relations; Personnel management; Labor laws and legislation; https://purl.org/pe-repo/ocde/ford#5.05.00

In the present work, the jurisprudential trends to assess the seriousness of the faults and apply the sanctions to the workers of the labor regime of the private activity are analuzed. It should be noted that the single ordered text of Legislative Decree 728, labor productivity and competitiveness law, approved by Supreme Decree 003-97-TR (hereinafter the LPCL) regulates the just causes for dismissal, including the commission of serious misconduct, which in its article 25 it typifies those conducts as liable to be sanctioned, and in article 31 regulates the dismissal procedure. However, with our jurisprudence we will detail the tendencies to sanction the offending behaviors of the employees, either for minor offenses and serious offenses. In the same way, we dedicate a chapter to the flagrant gross misconduct, which by nature is difficult to be proven in a judicial process by the employer. We will also take into account the point of view of employers regarding jurisprudential trends, the internal work regulations (hereinafter the RIT) and the code of conduct of companies in relation to human management. It is important to consider the most frequent offending behaviors of workers according to the experiences of two human resources specialists; the relationship between the job profile and the signing of the employment contract; the advantages of due process in labor sanctions from the perspective of the economic analysis of law (AED), and finally the conclusions and recommendations for employers of the labor regime of private activity.