{"id":9033822,"date":"2023-05-17T07:00:32","date_gmt":"2023-05-17T07:00:32","guid":{"rendered":"https:\/\/www.gremicat.es\/?p=9033822"},"modified":"2023-05-17T07:00:55","modified_gmt":"2023-05-17T07:00:55","slug":"internet-and-mobile-clauses-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.gremicat.es\/en\/internet-and-mobile-clauses-in-the-workplace\/","title":{"rendered":"Internet and mobile clauses in the workplace"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"9033822\" class=\"elementor elementor-9033822 elementor-9033820\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-bbf6e1d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"bbf6e1d\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6cf9cc4\" data-id=\"6cf9cc4\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ee44886 nuevoH2 elementor-widget elementor-widget-heading\" data-id=\"ee44886\" data-element_type=\"widget\" data-e-type=\"widget\" id=\"nuevoH2\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">La empresa puede poner unas cl\u00e1usulas adicionales en los contratos de trabajo que regulen el uso de internet, los medios inform\u00e1ticos facilitados a los trabajadores y el uso del tel\u00e9fono m\u00f3vil. <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-51691fc elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"51691fc\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4361d28\" data-id=\"4361d28\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-f33fcbc elementor-widget elementor-widget-text-editor\" data-id=\"f33fcbc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">El\u00a0Estatuto de los Trabajadores\u00a0reconoce al empresario el derecho a \u201cadoptar las medidas que estime m\u00e1s oportunas de vigilancia y control para verificar e<\/span><b>l\u00a0<\/b><span style=\"font-weight: 400;\">cumplimiento por el trabajador de sus obligaciones y deberes laborales<\/span><b>\u201d.<\/b><span style=\"font-weight: 400;\"> Puede, por tanto, imponer una normativa que garantice que el uso del tel\u00e9fono m\u00f3vil y de internet no repercuta en el desempe\u00f1o laboral de sus trabajadores, pero con algunos l\u00edmites.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Por un lado, el m\u00f3vil se ha convertido en nuestro medio de contacto principal para atender emergencias personales o familiares, sin olvidar que en muchos casos los empleados se ven obligados a usar su tel\u00e9fono personal para cuestiones relacionadas con el trabajo, por lo que\u00a0prohibir el uso del m\u00f3vil en el puesto de trabajo<\/span><b>\u00a0<\/b><span style=\"font-weight: 400;\">no es una opci\u00f3n.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cada vez es m\u00e1s frecuente el uso de sistemas de mensajer\u00eda instant\u00e1nea en el d\u00eda a d\u00eda de las empresas. Pues bien, si usted considera que alguno de sus trabajadores hace un uso excesivo del WhatsApp (o de otras aplicaciones m\u00f3viles o p\u00e1ginas web) durante las horas de trabajo, evite esta situaci\u00f3n entregando a sus empleados unos protocolos de comportamiento o a\u00f1adiendo una cl\u00e1usula espec\u00edfica en sus contratos.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Por otro lado, la\u00a0<\/span><a href=\"https:\/\/www.boe.es\/buscar\/doc.php?id=BOE-A-2018-16673\"><span style=\"font-weight: 400;\">Ley Org\u00e1nica de Protecci\u00f3n de Datos y Garant\u00eda de Derechos Digitales (LOPDGDD)<\/span><\/a><b>\u00a0<\/b><span style=\"font-weight: 400;\">regula el derecho a la intimidad y uso de dispositivos digitales en el \u00e1mbito laboral, lo que incluye la\u00a0protecci\u00f3n de su intimidad\u00a0en el uso de los dispositivos digitales puestos a su disposici\u00f3n por su empleador.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">En este sentido, la LOPDGDD permite al empleador\u00a0acceder a los contenidos\u00a0derivados del uso de medios digitales facilitados a los trabajadores a los solos efectos de controlar el cumplimiento de las obligaciones laborales o estatutarias y de garantizar la integridad de dichos dispositivos, y les obliga a\u00a0establecer criterios de utilizaci\u00f3n\u00a0de los dispositivos digitales, en cuya elaboraci\u00f3n deber\u00e1n participar los representantes de los trabajadores.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Es conveniente avisar a los trabajadores sobre el uso indebido de Internet y del tel\u00e9fono m\u00f3vil durante la jornada laboral.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A estos efectos:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\"> Deje constancia por escrito sobre qu\u00e9 tipo de comportamientos est\u00e1n vetados en su empresa.\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> Para cortar de ra\u00edz estas pr\u00e1cticas, puede poner unas cl\u00e1usulas adicionales en los contratos de trabajo que regulen el uso de internet, los medios inform\u00e1ticos facilitados a los trabajadores y el uso del tel\u00e9fono m\u00f3vil.\u00a0\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Eso s\u00ed, verifique en su convenio qu\u00e9 sanci\u00f3n se fija para esta desobediencia (la reiteraci\u00f3n de la falta puede incluso desembocar en un despido disciplinario).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pueden ponerse en contacto con este despacho profesional para cualquier duda o aclaraci\u00f3n que puedan tener al respecto y si quieren incluir estas cl\u00e1usulas en los contratos de trabajo.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Para ampliar esta informaci\u00f3n consulte con <\/span><a href=\"https:\/\/www.gremicat.es\/asesoria-laboral-barcelona\/\"><span style=\"font-weight: 400;\">Asesor\u00eda laboral<\/span><\/a><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>La empresa puede poner unas cl\u00e1usulas adicionales en los contratos de trabajo que regulen el uso de internet, los medios <span>&#8230;<\/span><\/p>\n","protected":false},"author":1,"featured_media":9033819,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[876],"tags":[],"class_list":["post-9033822","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - 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