2023-07-28 11:25:55
Corporate purposes are useful and above all credible when they are lived in the day-to-day experience of the employee. Virtually all of them place the person at the center of the organization’s strategy and this is a promise that they must be made visible in each and every one of the human resource management processes.
How does the promise of well-being translate into the development process? And what regarding compensation? Is it possible at the exit?
In this ORH Webinar, carried out in collaboration with the Regional Institute for Occupational Safety and Health (IRSST) of the Community of Madrid, we will address the next September 25 at 12:30 p.m.how a good prevention policy can improve the health of workers.
AGENDA AND SPEAKERS
→ Date: September 25, 2023, from 12:30 p.m. to 1:30 p.m. (CEST).
This session falls within the Management Processes and Occupational Health cycleof which three activities have already been carried out:
Goodbye to generic dismissal letters (type “continued and voluntary decrease in performance”, without further detail) in the case of departures produced during IT situations, including even cases of termination of the contract for not exceeding the trial period. Now the notification of the dismissal must have an exhaustive justification to avoid not only that it can be declared null, but also that it is additionally burdened with the compensation for non-material damage contemplated in Law 15/2022. The DPO and the management systems that make it possible to guarantee low performance thus acquire a new dimension to combine with labor processes.
Health and safety competencies are not usually evaluated within the traditional performance evaluation processes. HR does not assume it as its own and PRL continues to be anchored in traditional indicators, more data and less habits. Being that it is a tool that allows to assess the performance of the worker, what better than to use it to consider in their performance the behaviors that contribute to generating a preventive culture of safety and health?
On paper, collective bargaining has closed agreements between the business and social parties in which the requirements of the LOPDGD are covered. In practice, it rebels as one of the most unfulfilled labor obligations. How are the texts of the agreements resolved and where are the main difficulties of their execution?
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