Post by account_disabled on Mar 8, 2024 23:32:31 GMT -5
The position of the workers will be strengthened and there will be a loss of the internal flexibility of the companies since they will try to restrict themselves to situations in which the viability of the company is affected and, in addition, they will try to give priority in the negotiation to the unions. guaranteeing the reversible nature of the measures. On the other hand, the employment of false self-employed workers by the Labor Inspection will continue to increase, which opens an area of high economic contingencies due to sanctions and liquidations. Companies must monitor the legality of commercial relationships with collaborators to create robust firewalls that avoid signs of alienation or dependency. The coexistence of independent and freelance workers in the same ecosystem, although it can provide added value and improve the productivity of teams, will continue to be a risky bet. 8. The intensification of time registration control activities and the management of the risks of artificial intelligence in labor relations. New Labor Inspection campaigns are announced regarding time registration and control of overtime.
Likewise, new rules will be approved to control the use of artificial intelligence with new limits on the use of algorithms in the workplace to avoid algorithmic discrimination and the existence of biases in automated decision-making in human resources processes, essentially in selection. ; performance; remuneration and separation and guarantee the protection of the fundamental rights of workers. Companies must have robust policies for the use of artificial intelligence (especially generative) in their human resources processes, guaranteeing the right to information of representatives of art. 64.4 ET to be informed of the USA Phone Number parameters, rules and instructions on which the artificial intelligence systems that affect working conditions and access and maintenance of employment and the right to information of workers included in art. 22 GDPR in the caso of fully automated decisions. And, most likely, there will be a legal obligation already included in agreements that companies in the systems guarantee human supervision in certain situations. On the other hand, companies must modify, in their caso, time registration policies based on biometric data in light of the latest resolutions of the AEPD. 9. The modification of the relief contract and partial retirement and the new regulation of the intern.
The quality of the relief worker's employment will be enhanced in the new regulations and the hardship of some activities will be taken into account and the promotion of more effective participation of workers in companies will be taken into account, which will have to be followed closely to see its implementation and scope. . Likewise, companies must adapt to the new Statute of the intern and successfully manage the new social contributions of the interns in force since January 1, 2024 and the new modalities of alternating training contracts and for obtaining professional practice that continue to have a very limited use in business culture in Spain. 10. The reform of the Occupational Risk Prevention Law and the rise of mental health and well-being. A new catalog of occupational diseases and new guarantees on psychosocial risks will be approved; use of ICT; chemical substances and strengthening the gender perspective. Likewise, the control actions of the Labor Inspection will be expanded to control the mental health of workers, especially when situations of continued stress are reported; workloads: toxic environments or workplace harassment situations. Companies should take into account that non-compliance with occupational risk prevention may have criminal relevance and, to the extent possible, have robust policies for effective delegation and passive supervision of preventive activities to avoid the application of criminal liability in casos of work accidents at the management level.
Likewise, new rules will be approved to control the use of artificial intelligence with new limits on the use of algorithms in the workplace to avoid algorithmic discrimination and the existence of biases in automated decision-making in human resources processes, essentially in selection. ; performance; remuneration and separation and guarantee the protection of the fundamental rights of workers. Companies must have robust policies for the use of artificial intelligence (especially generative) in their human resources processes, guaranteeing the right to information of representatives of art. 64.4 ET to be informed of the USA Phone Number parameters, rules and instructions on which the artificial intelligence systems that affect working conditions and access and maintenance of employment and the right to information of workers included in art. 22 GDPR in the caso of fully automated decisions. And, most likely, there will be a legal obligation already included in agreements that companies in the systems guarantee human supervision in certain situations. On the other hand, companies must modify, in their caso, time registration policies based on biometric data in light of the latest resolutions of the AEPD. 9. The modification of the relief contract and partial retirement and the new regulation of the intern.
The quality of the relief worker's employment will be enhanced in the new regulations and the hardship of some activities will be taken into account and the promotion of more effective participation of workers in companies will be taken into account, which will have to be followed closely to see its implementation and scope. . Likewise, companies must adapt to the new Statute of the intern and successfully manage the new social contributions of the interns in force since January 1, 2024 and the new modalities of alternating training contracts and for obtaining professional practice that continue to have a very limited use in business culture in Spain. 10. The reform of the Occupational Risk Prevention Law and the rise of mental health and well-being. A new catalog of occupational diseases and new guarantees on psychosocial risks will be approved; use of ICT; chemical substances and strengthening the gender perspective. Likewise, the control actions of the Labor Inspection will be expanded to control the mental health of workers, especially when situations of continued stress are reported; workloads: toxic environments or workplace harassment situations. Companies should take into account that non-compliance with occupational risk prevention may have criminal relevance and, to the extent possible, have robust policies for effective delegation and passive supervision of preventive activities to avoid the application of criminal liability in casos of work accidents at the management level.