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Aspectos legales del teletrabajo en Colombia

LAURA CASTRO

08 de agosto de 2015

La regulación sobre teletrabajo en Colombia ha sido compilada en el libro 2, parte 2, título 1, capítulo 5 del Decreto 1072 de 2015. Son tres los aspectos relevantes relativos a las formalidades que deben cumplir los empleadores respecto a la vinculación de este tipo de trabajadores

Reglamento interno de trabajo y herramientas de trabajo: la modalidad de teletrabajo debe estar definida en el reglamento interno de trabajo de la Compañía, con el fin de delimitar de forma clara las reglas de dicha relación laboral, especialmente en lo relacionado con los medios tecnológicos, y el ambiente requerido en condiciones de tiempo y lugar para llevar a cabo las funciones encomendadas.

Dentro del reglamento deben incluirse las medidas de seguridad informática que debe cumplir el teletrabajador las cuales comprenden restricciones en el uso de equipos y programas informáticos, programas y manejo de la información, legislación vigente sobre protección de datos personales, propiedad intelectual, seguridad de la información, y en general sanciones que podrán imponerse por el incumplimiento de las obligaciones del empleado. Lo anterior con el fin de generar control sobre el suministro de las herramientas de trabajo que sean entregadas al teletrabajador.

Es importante que estos elementos hayan sido previamente protegidos por el empleador pues finalmente, como propietario de los elementos que usarán sus trabajadores, debe asegurarse la adecuada protección de sus derechos de propiedad intelectual (mantener todos sus registros al día y vigentes), haber establecido políticas para el manejo de datos personales, tener esquemas contractuales con proveedores que les permita repetir contra ellos en caso de vulneración de sus equipos de cómputo o sistemas de información.

Jornada de Trabajo: Con el fin de delimitar la responsabilidad en casos de accidente de trabajo y el desconocimiento de la jornada laboral, en el contrato de trabajo deberán definirse los días y horarios en que el teletrabajador realizará sus actividades. Lo anterior siempre que sea posible la verificación del tiempo laborado de manera efectiva, caso en el cual el teletrabajador tendrá derecho al reconocimiento y pago de horas extra.

De otro lado, si no es posible que el empleador determine los días y horas en que el teletrabajador debe llevar a cabo sus actividades, deberá consignar este hecho por escrito dentro del contrato de trabajo, lo cual tendrá como efecto que teletrabajador no esté sujeto a la jornada máxima legal de 48 horas semanales, y en ese orden de ideas no tenga derecho al reconocimiento y pago de horas extra.

Riesgos laborales: La modalidad de teletrabajo para efectos de afiliación a la Administradora de Riesgos Laborales (ARL) debe ser informada en forma expresa, puesto que debe diligenciarse un formulario especial que contiene básicamente: las actividades que ejecutará el teletrabajador, el lugar en el cual se desarrollarán, la clase de riesgo que corresponde a las labores ejecutadas y la clase de riesgo correspondiente a la empresa o centro de trabajo, al igual que el horario en que se ejecutarán. Junto con el formulario debe presentarse a la ARL copia del contrato suscrito entre la Compañía y el teletrabajador.

La anterior información es requerida por parte la ARL para determinar el riesgo y definir el origen de las contingencias que se llegasen a presentar.

Los puntos anteriormente indicados son de gran relevancia puesto que por una lado buscan garantizar la igualdad laboral entre los teletrabajadores y los demás empleados de la Compañía, y por otro lado, evidencian la necesidad de implementar nuevas tecnologías al servicio de los empresarios con el fin de optimizar sus procesos, lo cual debe ir de la mano con políticas que garanticen el uso adecuado de las herramientas de trabajo otorgadas a los teletrabajadores.

Labor Reform Approved in Second Debate in the House of Representatives

The House of Representatives approved the labor reform bill presented by the National Government with 93 votes in favor and 13 against. The approved bill contains 81 articles, including provisions for increasing remuneration on mandatory rest days from 75% to 100%, to be phased in by 2027; formalizing employment for community mothers; establishing employment contracts for SENA students; and providing paid leave for medical appointments, school commitments, union commissions, or domestic emergencies, and extending paternity leave to up to 4 weeks.

Articles removed include parental leave for same sex adopting couples, increased compensation for dismissal without just cause, and the agricultural contract.

Eight articles were added addressing formalization and employment for cargo and passenger transportation workers, programs for first and last employment, promotion of sustainable work, flexible work environments, among others.

The bill will now proceed to the Seventh Senate Committee for the final two debates.

Resolution No. 532 of 2024 UGPP: Establishing a Cost Assumption Scheme for Self-employed Workers and Those Who Enter Contracts

Recently, the Special Administrative Unit of Pension Management and Social Security Contributions (“UGPP” by its initials in Spanish) issued Resolution 532 of 2024, establishing a cost assumption scheme for self-employed workers and those who enter contracts other than personal service provision contracts, involving subcontracting and/or the purchase of supplies or expenses, based on the economic activities listed in the International Standard Industrial Classification (CIIU). This scheme also applies to cases where the economic activity is public motor freight transport by road, as a method to establish the base contribution income (IBC).

To apply the presumed cost coefficient, the obligated party must refer to the section of economic activities generating their monthly gross income during the period they received it and apply the corresponding cost percentage.

If the income comes from multiple economic activities, the corresponding cost percentage for each activity must be applied.
Specifically, for the public motor freight transport sector by road, a general cost presumption scheme was defined for self-employed workers and for employers who have verified social security contributions for the drivers they have employed. They can deduct the cost percentage established in the resolution, based on the range of gross income and the number of drivers.

As an exception, a different cost percentage can be set, provided supporting documents are available and requirements established in Article 107 of the Tax Code are met without exceeding the values included in the income tax return.

This resolution will apply from November 1, 2024.

Ministry of Labor Proposes Regulations for Reporting Major Incidents or Accidents in Classified Facilities

The Ministry of Labor has published a draft resolution to regulate procedures for reporting major incidents and accidents in classified facilities, aligning with international industrial safety standards to promote a safer and more responsible work environment.

The draft specifies that the person responsible for the facility must report any major incident or accident within two hours of occurrence, using the Ministry’s designated digital tool.

The resolution also defines criteria for classifying an event as a major incident, including severe injuries, fatalities, property damage, and significant chemical containment losses.

The responsible party must expand the report as the emergency response concludes and calculate annual process safety metrics, reporting them through the same digital tool.

New rules on paternity leave introduced in Colombia

Author: Daniel Salazar López

The Colombian Congress has passed Act 2141 (August 10, 2021) whereby a further protection has been granted to parents. Act 2141 incorporates several new provisions on labor matters and, in particular, on maternity and paternity privileges. The following are the most important aspects of the new law:

Maternity leave was extended from three (3) months to eighteen (18) weeks after childbirth.
Unless an authorization is obtained from the Labor Inspector, or the Municipal Mayor in the corresponding case, the dismissal of a worker, whose spouse, partner or permanent partner is pregnant or within eighteen (18) weeks after childbirth and is not formally employed, is prohibited. If dismissal occurs, the dismissed employee shall be entitled to the additional payment of an indemnity equivalent to sixty (60) days of salary.
In addition, the indemnities and benefits that correspond by virtue of the employment contract shall be recognized.
Paternity leave is not extended to the worker when his/her spouse, partner or permanent partner is in stable employment.
Maternity leave is also extended to the parents in the same proportion during the 18 weeks following childbirth.
The worker must notify the employer, verbally or in writing, of the pregnancy status of his/her spouse, partner or permanent partner and declare under oath that he/she does not have a stable job or that he/she is not a beneficiary of the Social Security Health System. Within the notification, the worker must present the necessary examinations and for this purpose she will have a term of up to one (1) month to prove the pregnancy status.

This new legislation is intended to protect the constitutional right to equality between men and women in the work environment and in harmony with the family environment.