{"id":9030243,"date":"2022-03-02T00:00:46","date_gmt":"2022-03-01T23:00:46","guid":{"rendered":"https:\/\/gremicat.es\/?p=17476"},"modified":"2022-03-02T00:00:46","modified_gmt":"2022-03-01T23:00:46","slug":"el-pla-digualtat-obligatori-7-de-marc","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/ca\/el-pla-digualtat-obligatori-7-de-marc\/","title":{"rendered":"El Pla d’Igualtat: obligatori 7 de mar\u00e7"},"content":{"rendered":"

A partir del dia 7 de mar\u00e7 de 2022 totes les empreses de m\u00e9s de 50 treballadors que han de comptar amb l’aprovaci\u00f3 d’un pla d’igualtat.<\/span><\/p>\n

<\/div>\n

La norma va establir un termini de tres anys perqu\u00e8 les empreses elaborin i apliquin un pla d’igualtat.<\/strong><\/h2>\n

 <\/p>\n

Li recordem que en el BOE del 7 de mar\u00e7 de 2019 es va publicar el Reial decret llei 6\/2019 de mesures urgents per a la garantia de la igualtat de tracte i oportunitats en l’ocupaci\u00f3 i l’ocupaci\u00f3, que incideixen de manera directa en la igualtat entre dones i homes<\/strong>, com per exemple estendre l’exig\u00e8ncia de redacci\u00f3 dels plans d’igualtat a empreses de cinquanta o m\u00e9s treballadors.<\/span><\/p>\n

La norma va establir un termini de tres anys perqu\u00e8 les empreses de m\u00e9s de 50 treballadors elaborin i apliquin un pla d’igualtat<\/strong> (2022), dos anys per a les d’entre 100 i 150 empleats (2021) i un any per a aquelles la plantilla de les quals superi les 150 persones (2020).<\/span><\/p>\n

 <\/p>\n

Entrem ara en temps de descompte per a complir amb l’obligaci\u00f3 de registrar un Pla d’Igualtat<\/strong>. Com hem assenyalat, aquesta obligaci\u00f3 s’ha donat per trams, arribant en aquest 2022 l’\u00faltim d’ells, amb data l\u00edmit el 7 de mar\u00e7: per a llavors, totes les empreses que superin la franja d’una plantilla amb m\u00e9s de 50 persones hauran d’haver elaborat el seu propi Pla i haver-lo registrat en el\u00a0REGCON<\/strong>\u00a0(Registre de Convenis Col\u00b7lectius).<\/span><\/p>\n

Els plans d’igualtat s\u00f3n un conjunt ordenat de mesures que adopten empreses i organitzacions<\/strong> per a aconseguir la igualtat de tracte i d’oportunitats entre homes i dones i per a eliminar la discriminaci\u00f3 per ra\u00f3 de sexe. <\/span><\/p>\n

Els plans d’igualtat fixen els objectius que es volen aconseguir, les estrat\u00e8gies que s’han d’adoptar i les accions concretes per a aconseguir-los<\/strong>, aix\u00ed com sistemes efica\u00e7os de seguiment i avaluaci\u00f3 dels objectius proposats i s\u00f3n obligatoris per a determinades empreses.<\/span><\/p>\n

 <\/p>\n

L’elaboraci\u00f3 d’un Pla d’Igualtat \u00e9s un proc\u00e9s de negociaci\u00f3 que inicia amb la constituci\u00f3 d’una Comissi\u00f3, integrada per la Representaci\u00f3 Legal dels Treballadors (RLT)\u00a0i la representaci\u00f3 de l’empresa.<\/span><\/p>\n

Per a elaborar el Pla d’Igualtat, el primer pas \u00e9s realitzar un diagn\u00f2stic de la situaci\u00f3 actual de l’empresa<\/strong>, i si pot ser una an\u00e0lisi de la seva evoluci\u00f3 m\u00e9s recent, amb l’objectiu de con\u00e8ixer quines s\u00f3n les bones pr\u00e0ctiques que poden potenciar-se i comunicar-se dins i fora de l’organitzaci\u00f3<\/strong>, i quines s\u00f3n les possibles \u00e0rees de millora. <\/span><\/p>\n

En aquest diagn\u00f2stic s’han de cobrir les seg\u00fcents mat\u00e8ries: processos de selecci\u00f3 i contractaci\u00f3, classificaci\u00f3 professional, formaci\u00f3, promoci\u00f3 professional, condicions de treball<\/strong> (inclosa l’auditoria salarial entre homes i dones), exercici corresponsable dels drets de la vida personal, familiar i laboral, la infla representaci\u00f3 femenina, retribucions i la prevenci\u00f3 de l’assetjament sexual i per ra\u00f3 de sexe.<\/strong><\/span><\/p>\n

 <\/p>\n

Una vegada s’hagi fet un diagn\u00f2stic exhaustiu, derivar\u00e0 de les seves conclusions un Pla d’acci\u00f3 a realitzar en un termini m\u00e0xim de 4 anys, que cobrir\u00e0 les diferents \u00e0rees en les quals s’han detectat desequilibris. <\/span><\/p>\n

Des de la seva posada en marxa, s’haur\u00e0 d’iniciar un proc\u00e9s de seguiment i avaluaci\u00f3 que permeti avaluar el rendiment de les accions<\/strong>, i, en cas de ser necessari, realitzar els ajustos pertinents per a aconseguir els objectius estipulats dins del termini.<\/span><\/p>\n

 <\/p>\n

Quines sancions pot tenir l’empresa si no t\u00e9 fet el pla d’igualtat?<\/strong>\u00a0<\/span><\/p>\n

L’incompliment del deure d’elaborar i aplicar un Pla d’Igualtat suposa una infracci\u00f3 greu, sancionable amb una multa de 626 a 6.250 euros.<\/strong> D’altra banda, quan l’obligaci\u00f3 de realitzar el pla d’igualtat sigui per exig\u00e8ncia de l’autoritat laboral<\/strong> (Inspecci\u00f3 de Treball) la normativa ho considera com falta molt greu i, en aquest cas, la sanci\u00f3 pot ser de 6.251 a 187.515 euros.<\/strong><\/span>\u00a0<\/strong><\/p>\n

A m\u00e9s de sancions access\u00f2ries com les seg\u00fcents:<\/span><\/p>\n

    \n
  1. a) P\u00e8rdua autom\u00e0tica de les ajudes<\/strong>, bonificacions i, en general, dels beneficis derivats de l’aplicaci\u00f3 dels programes d’ocupaci\u00f3, amb efectes des de la data en qu\u00e8 es va cometre la infracci\u00f3,<\/span> i\u00a0<\/span><\/li>\n
  2. b) Exclusi\u00f3 autom\u00e0tica de l’acc\u00e9s a tals beneficis durant sis mesos.<\/strong><\/span><\/li>\n<\/ol>\n

    A m\u00e9s, en virtut de la Llei de Contractes del Sector P\u00fablic, les empreses que no tinguin un pla d’igualtat o que no el compleixin no podran contractar amb l’Administraci\u00f3 P\u00fablica.<\/strong><\/span>\u00a0<\/strong><\/p>\n

    Per tant, instem les empreses a complir en termini amb aquesta obligaci\u00f3 legal<\/strong>, ja que per contra podrien enfrontar-se a multes de fins a 187.515\u0080 o a una p\u00e8rdua autom\u00e0tica d’ajudes<\/strong>, bonificacions o beneficis de l’aplicaci\u00f3 dels programes d’ocupaci\u00f3, entre altres sancions. <\/span><\/p>\n

    Per\u00f2, sobretot, perdrien l’oportunitat d’utilitzar aquesta eina que s\u00f3n els Plans d’Igualtat, com una palanca de canvi i un full de ruta estrat\u00e8gic que tindr\u00e0 un impacte positiu directe en la seva gesti\u00f3 dels RH, la seva comunicaci\u00f3 amb els grups d’inter\u00e8s i la seva reputaci\u00f3.<\/span>\u00a0<\/span><\/p>\n

    Per a ampliar aquesta informaci\u00f3 consulti amb <\/span>Assessoria jur\u00eddica<\/a>.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    A partir del dia 7 de mar\u00e7 de 2022 totes les empreses de m\u00e9s de 50 treballadors que han de …<\/span><\/p>\n","protected":false},"author":1,"featured_media":9030244,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[867,1],"tags":[],"class_list":["post-9030243","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-fiscal","category-sin-categoria"],"yoast_head":"\nEl Pla d'Igualtat: obligatori 7 de mar\u00e7 - gremicat<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.gremicat.es\/ca\/el-pla-digualtat-obligatori-7-de-marc\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"El Pla d'Igualtat: obligatori 7 de mar\u00e7 - gremicat\" \/>\n<meta property=\"og:description\" content=\"A partir del dia 7 de mar\u00e7 de 2022 totes les empreses de m\u00e9s de 50 treballadors que han de ...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.gremicat.es\/ca\/el-pla-digualtat-obligatori-7-de-marc\/\" \/>\n<meta property=\"og:site_name\" content=\"gremicat\" \/>\n<meta property=\"article:published_time\" content=\"2022-03-01T23:00:46+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.gremicat.es\/wp-content\/uploads\/2022\/03\/gender-equality-conceptual-image-2021-08-27-22-43-23-utc-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1\" \/>\n\t<meta property=\"og:image:height\" content=\"1\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"gremicat\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Escrit per\" \/>\n\t<meta name=\"twitter:data1\" content=\"gremicat\" \/>\n\t<meta name=\"twitter:label2\" content=\"Temps estimat de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minuts\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/\"},\"author\":{\"name\":\"gremicat\",\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/#\\\/schema\\\/person\\\/ac1bfa0959d68dd45407bf1627d17534\"},\"headline\":\"El Pla d’Igualtat: obligatori 7 de mar\u00e7\",\"datePublished\":\"2022-03-01T23:00:46+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/\"},\"wordCount\":875,\"publisher\":{\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.gremicat.es\\\/wp-content\\\/uploads\\\/2022\\\/03\\\/gender-equality-conceptual-image-2021-08-27-22-43-23-utc-1.jpg\",\"articleSection\":[\"Fiscal\",\"Sin categor\u00eda\"],\"inLanguage\":\"ca\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/\",\"url\":\"https:\\\/\\\/www.gremicat.es\\\/ca\\\/el-pla-digualtat-obligatori-7-de-marc\\\/\",\"name\":\"El Pla d'Igualtat: obligatori 7 de mar\u00e7 - 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