{"id":9029244,"date":"2021-03-03T10:20:49","date_gmt":"2021-03-03T09:20:49","guid":{"rendered":"http:\/\/gremicat.es\/?p=16096"},"modified":"2021-03-03T10:20:49","modified_gmt":"2021-03-03T09:20:49","slug":"obligacio-registre-de-salaris","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/obligacio-registre-de-salaris\/","title":{"rendered":"Obligaci\u00f3 Registre de Salaris"},"content":{"rendered":"

Des del 14 d’abril de 2021 s’estableix l’obligatorietat per a tots els empresaris de portar un registre salarial en les empreses.<\/span><\/span><\/p>\n

<\/div>\n

En qu\u00e8 consisteix la mesura d’obligatorietat de registre de salaris?<\/b><\/strong><\/h2>\n

El Govern d’Espanya va publicar al BOE el Reial decret 902\/2020, de 13 d’octubre, d’igualtat retributiva entre dones i homes que determina que totes les empreses hauran de comptar amb un registre salarial a partir del pr\u00f2xim mes d’abril de 2021.<\/strong><\/p>\n

El govern amb aquesta mesura pret\u00e9n combatre i erradicar la discriminaci\u00f3 laboral en mat\u00e8ria de g\u00e8nere<\/strong>, obligant les empreses a establir mesures determinants perqu\u00e8 homes i dones disposin de les mateixes condicions, salaris i oportunitats professionals<\/span><\/p>\n

El registre salarial obligatori \u00e9s un document en el qual es fan constar tots els valors mitjans dels salaris dels treballadors d’una empresa, incloent a m\u00e9s els complements salarials i les percepcions extrasalarials, desagregats per sexes i distribu\u00efts per grups professionals, categories professionals o llocs de treball iguals o d’igual valor.<\/span><\/p>\n

Un treball tindr\u00e0 igual valor que un altre quan la naturalesa de les funcions o tasques efectivament encomanades, les condicions educatives, professionals o de formaci\u00f3 exigides per al seu exercici, els factors estrictament relacionats amb el seu acompliment i les condicions laborals en les quals aquestes activitats es duen a terme en realitat siguin equivalents.<\/span><\/p>\n

Qui ha de fer el registre salarial?<\/h3>\n

Hem de tenir en compte que totes les empreses han de portar aquest registre salarial, independentment del nombre de treballadors.<\/p>\n

El per\u00edode temporal de refer\u00e8ncia ser\u00e0 amb car\u00e0cter general l’any natural, sense perjudici de les modificacions que fossin necess\u00e0ries en cas d’alteraci\u00f3 substancial de qualsevol dels elements que integren el registre.<\/p>\n

Les empreses que comptin amb representaci\u00f3 legal de les persones treballadores, l’acc\u00e9s al registre es facilitar\u00e0 a les persones treballadores a trav\u00e9s de la citada representaci\u00f3, tenint dret aquelles a con\u00e8ixer el contingut \u00edntegre d’aquest. Quan se sol\u00b7liciti l’acc\u00e9s al registre per part de la persona treballadora per inexist\u00e8ncia de representaci\u00f3 legal, la informaci\u00f3 que es facilitar\u00e0 es limitar\u00e0 a les difer\u00e8ncies percentuals que existissin en les retribucions fetes una mitjana de de homes i dones.<\/p>\n

Plantilles de menys de 50 treballadors:<\/h3>\n

Han de tenir registre salarial actualitzat i a disposici\u00f3 tant de la plantilla, a trav\u00e9s del delegat sindical, com de les administracions p\u00fabliques.<\/p>\n

Plantilles d’entre 50 i 250 treballadors:<\/h3>\n

Quan la mitjana de les retribucions als treballadors d’un sexe sigui superior als de l’altre en un 25% o m\u00e9s, prenent el conjunt de la massa salarial o la mitjana de les percepcions satisfetes, l’empresari haur\u00e0 d’incloure en el Registre salarial una justificaci\u00f3 que aquesta difer\u00e8ncia respon a motius no relacionats amb el sexe de les persones treballadores.<\/p>\n

Plantilles de 250 treballadors o m\u00e9s:<\/h3>\n

Les mesures de detecci\u00f3 i correcci\u00f3 d’una possible bretxa salarial per a aquest tipus d’empreses ja haurien d’incloure aquest registre, des d’abans de l’entrada en vigor del RD 6\/2019.<\/p>\n

Data obligat\u00f2ria per a portar un registre de salari<\/h3>\n

Totes les empreses estan obligades a comptar amb el Registre Retributiu, obligatori a partir del 14 abril de 2021.<\/p>\n

Sanci\u00f3<\/h3>\n

L’obligatorietat d’implantaci\u00f3 \u00e9s molt important anar desenvolupant-ho, perqu\u00e8 hi ha una s\u00e8rie de sancions que poden anar amb multes de 626 a 6.250 \u0080, fins a una falta molt greu, que va des dels 6.251 \u0080 als 187.515 \u0080.<\/p>\n

Auditoria retributiva<\/h3>\n

Les empreses que elaborin un pla d’igualtat hauran d’incloure en el mateix una auditoria retributiva, per a la igualtat efectiva de dones i homes, pr\u00e8via la negociaci\u00f3 que requereixen aquests plans d’igualtat.<\/p>\n

Les empreses obligades a elaborar un pla d’igualtat s\u00f3n aquelles que tenen 50 o m\u00e9s treballadors.<\/p>\n

Dates per a implantar un Pla d’Igualtat<\/h3>\n

Empreses de m\u00e9s de 150 treballadors<\/strong><\/span> han de tenir el seu Pla d’Igualtat per al 07 de mar\u00e7 de 2020.<\/p>\n

Empreses de m\u00e9s de 100 treballadors<\/strong><\/span> han de tenir el seu Pla d’Igualtat per al 07 de mar\u00e7 de 2021.<\/p>\n

Empreses d’entre 50 i 100 treballadors<\/strong><\/span> han de tenir el seu Pla d’Igualtat per al 07 de mar\u00e7 de 2022.<\/p>\n

L’auditoria retributiva t\u00e9 per objecte obtenir la informaci\u00f3 necess\u00e0ria per a comprovar si el sistema retributiu de l’empresa, de manera transversal i completa, compleix amb l’aplicaci\u00f3 efectiva del principi d’igualtat entre dones i homes en mat\u00e8ria de retribuci\u00f3. Aix\u00ed mateix, haur\u00e0 de permetre definir les necessitats per a evitar, corregir i prevenir els obstacles i dificultats existents o que poguessin produir-se en llaures a garantir la igualtat retributiva, i assegurar la transpar\u00e8ncia i el seguiment d’aquest sistema retributiu.<\/p>\n

Per a ampliar aquesta informaci\u00f3 consulti amb Assessoria laboral<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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