{"id":1167,"date":"2022-01-23T18:24:03","date_gmt":"2022-01-24T02:24:03","guid":{"rendered":"https:\/\/dieferlaw.com\/new-law-regarding-workplace-discrimination-and-harassment\/"},"modified":"2023-10-05T05:55:32","modified_gmt":"2023-10-05T12:55:32","slug":"nueva-ley-sobre-discriminacion-y-acoso-en-el-lugar-de-trabajo","status":"publish","type":"post","link":"https:\/\/dieferlaw.com\/es\/blog\/nueva-ley-sobre-discriminacion-y-acoso-en-el-lugar-de-trabajo\/","title":{"rendered":"Nueva ley sobre discriminaci\u00f3n y acoso laboral"},"content":{"rendered":"<p><img fetchpriority=\"high\" decoding=\"async\" src=\"https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog-1024x576.jpg\" sizes=\"(max-width: 1024px) 100vw, 1024px\" srcset=\"https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog-1024x576.jpg 1024w, https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog-300x169.jpg 300w, https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog-768x432.jpg 768w, https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog-1536x864.jpg 1536w, https:\/\/dieferlaw.com\/wp-content\/uploads\/2022\/04\/DiEFER-Law-SB-331-CH-638-23Jan2022-blog.jpg 1600w\" alt=\"Silencio\" width=\"1024\" height=\"576\" title=\"\"><\/p>\n<p>La discriminaci\u00f3n y el acoso en el lugar de trabajo siguen asolando a los trabajadores de todos los sectores en todo el pa\u00eds. Hasta ahora, las empresas pod\u00edan emplear acuerdos de confidencialidad y otras disposiciones para impedir que las v\u00edctimas de discriminaci\u00f3n y acoso hablaran p\u00fablicamente de las pr\u00e1cticas ilegales en sus lugares de trabajo. Ahora, un <a href=\"https:\/\/www.hcamag.com\/us\/specialization\/employment-law\/new-california-law-regarding-workplace-harassment-and-discrimination-takes-effect\/322535\" target=\"_blank\" rel=\"noopener\">nueva ley en California<\/a> que entr\u00f3 en vigor el 1 de enero de este a\u00f1o pretende limitar esta pr\u00e1ctica de crear los llamados acuerdos secretos con las v\u00edctimas.<\/p>\n<p>&nbsp;<\/p>\n<h2>La nueva ley explica<\/h2>\n<p>Titulado <a href=\"https:\/\/leginfo.legislature.ca.gov\/faces\/billTextClient.xhtml?bill_id=202120220SB331\" target=\"_blank\" rel=\"noopener\">SB 331 CH 638<\/a>La nueva ley se aplica a cualquier acuerdo que un empleado celebre con su empleador antes de dejar la empresa. Para restringir lo que equivale a \u00f3rdenes de mordaza, la ley proh\u00edbe cada una de las siguientes medidas:<\/p>\n<ul>\n<li>Los acuerdos de confidencialidad (NDA, por sus siglas en ingl\u00e9s) se han utilizado durante mucho tiempo (y se ha abusado de ellos) para impedir que los antiguos empleados que abandonaban una empresa por discriminaci\u00f3n o acoso hablaran p\u00fablicamente de lo que les hab\u00eda ocurrido. En el pasado, quienes no cumpl\u00edan las condiciones pod\u00edan enfrentarse a importantes sanciones econ\u00f3micas y otras consecuencias.<\/li>\n<li>Acuerdos de no descr\u00e9dito - Del mismo modo, un acuerdo de no descr\u00e9dito impide que un antiguo empleado hable mal de la empresa p\u00fablicamente. La nueva ley ha a\u00f1adido un lenguaje que habla directamente de cualquier forma de discriminaci\u00f3n o acoso que pueda prevalecer en el lugar de trabajo del antiguo empleado.<\/li>\n<li>Pr\u00e1cticas laborales ilegales: ampliando la Ley de Empleo y Vivienda Justos de California, la nueva ley proh\u00edbe que un empresario utilice aumentos, primas u otros incentivos econ\u00f3micos para conseguir que un empleado firme un acuerdo por el que se compromete a no revelar p\u00fablicamente ninguna pr\u00e1ctica laboral ilegal que tenga lugar en la empresa.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Aunque la ley es sin duda un paso en la direcci\u00f3n correcta de exponer las pr\u00e1cticas sin escr\u00fapulos e ilegales de los empleadores que buscan proteger sus propios derechos e intereses, la desafortunada realidad es que la discriminaci\u00f3n y el acoso probablemente seguir\u00e1 ocurriendo en el lugar de trabajo. Si un individuo en California ha experimentado una violaci\u00f3n de sus derechos como empleado, la persona querr\u00e1 consultar con un abogado experimentado. <a href=\"\/es\/abogado\/\">abogado laboralista<\/a> para que le ayuden a obtener justicia.<\/p>","protected":false},"excerpt":{"rendered":"<p>Workplace discrimination and harassment continue to plague workers in all sectors across the country. Heretofore, companies could employ nondisclosure agreements and other provisions to prevent discrimination and harassment victims from speaking publicly about the unlawful practices at their places of employment. Now, a new law in California that took effect on Jan. 1 of this [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":null,"ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":null,"ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":null,"header-main-stick-meta":"","header-below-stick-meta":null,"astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[31],"tags":[],"class_list":["post-1167","post","type-post","status-publish","format-standard","hentry","category-employment-law"],"_links":{"self":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1167","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/comments?post=1167"}],"version-history":[{"count":0,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/posts\/1167\/revisions"}],"wp:attachment":[{"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/media?parent=1167"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/categories?post=1167"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dieferlaw.com\/es\/wp-json\/wp\/v2\/tags?post=1167"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}