Referencias
Labour Code (Codigo de trabajo) (Law No 49/1984)
Fecha:
1 Jan 1970;
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Law on Civil, Administrative and Labour Procedures (Ley de Procedimiento Civil, Administrativo y Laboral No 7/1977)
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Law of Organization and Functioning of Works Councils (Ley de Organización y Funcionamento de los Consejos del Trabalho) No 8/1977
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Ámbito de aplicación
Tamaño de las empresas excluidas (≤): ninguna
Categorías de trabajadores excluidas: ninguna
Article 7 of Labour Code provides that for the purposes of this Code, labour entities are:
a) the organisms of the Central State Administration, the state organs or, where appropriate, their administrative dependencies, as well as the other budgeted units;
b) state companies and state company unions;
c) companies and units dependent on political, social and mass organizations;
ch) agricultural production cooperatives and their organizations with respect to non-member workers;
d) private sector companies and owners with respect to salaried workers;
e) any other with legal capacity to establish labor relations.
Reformas legislativas en curso:
A new Labour Code has been approved by the Cuban Parliament in 2013, waiting for the publication in the official gazette.
CDD regulados: Si
Article 31 of Labour Code provides that the fixed-term employment contract is arranged to carry out eventual or emerging tasks, however, when the established requirements are met, fixed-term employment contracts may be concluded to carry out permanent tasks; to replace absent workers during the fulfillment of internationalist missions; military mobilizations; maternity, illness or accident leave; deprivation of preventive liberty or for periods of less than six months; for accompanying the spouse to official missions; for legitimately authorized licenses or other causes that are exceptionally legally authorized.
The fixed-term employment contract must express the date of its termination, which cannot exceed three years, except in exceptional cases that the State Committee on Labor and Social Security determines.
Razones de utilización legítima de CDD: razones materiales y objetivas
See article 31 of Labour Code.
Número máximo de CDD consecutivos: sin restricción
There is no indication of limitation in the law.
Duración máxima acumulativa de CDD consecutivos: 3año(s)
See article 31 of Labour Code.
Duración maxima del periodo de prueba (en meses): 180 día(s)
Article 34 Labour Code: The employer may require the worker a trial period whose duration does not exceed thirty days. This trial period can be extended for an additional thirty days in the case of occupations for which it is required to have a medium or higher level. In cases exceptionally authorized by the State Committee for Labour and Social Security, the trial period can be up to one hundred and eighty days. For seafarers, the trial period can be extended to the length of the first campaign or voyage.
Excluded from protection against dismissal: No
Article 36 of Labour Code provides that during the trial period, either party may terminate the employment relationship. If the trial period expires, the parties do not express their will to the contrary, the employment contract is formalized with the agreed stipulations, in accordance with the provisions of the law.
Obligación de motivar el despido: No
Motivos autorizados (despido justificado):
Motivos prohibidos: embarazo, licencia de maternidad, enfermedad o accidente profesional temporal, afiliación sindical y actividades sindicales, cumplir obligaciones cívicas
According to article 56, the employer, in cases of contracts for an indefinite period, cannot dismiss the workers in the following cases:
i) during the worker's enjoyment of periods of maternity leave, paid or not;
ii) during the period of temporary disability of the worker, due to illness or accident of common origin or work;
iii) during the fulfillment of internationalist missions or military or other mobilizations of economic or social interest;
iv) during the enjoyment of annual paid vacations;
v) other situations expressly authorized by law. The workers included in the preceding paragraphs, in the event of closing of the enterprise without any other subrogation in its place, receive the protection and guarantee established by law.
Also article 281 also provides that the worker is also entitled, by reason of maternity, to the grant of paid leave up to six weeks before delivery and twelve weeks after the same. The worker is also entitled to other complementary paid leave to facilitate medical care for your child. In case of multiple pregnancy, the paid leave prior to childbirth is extended to eight weeks.
Concerning trade union activities, article 19 of Labour Code provides that the leaders of the union organizations have the necessary guarantees for the exercise of their management and consequently, the employers cannot transfer them, impose disciplinary measures, affect them in their working conditions, or end their employment relationship due to the performance of their union functions, when they are carried out in accordance with the law
Article 3 (b) of Labour Code also provides that every citizen in conditions to work, without distinction of race, color, sex, religion, political opinion or national or social origin, has the opportunity to obtain a job with which the citizen can contribute to the ends of society and to the satisfaction worker´s needs. However, there is no specific provision dealing dismissals due to discrimination.
Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con una invalidez confirmada, trabajadores mayores/que están a punto de retirarse, trabajadores que desempeñan servicio militar/servicio alternativo
See above article 56 of Labour Code.
Also, in the case of redundacies, article 59 provides that workers over fifty years of age, if they are men, or over forty-five, if they are women, and those who present partial disability, cannot be declared available while there are vacant positions in the enterprise that they can perform, according to their qualification and work capacity.
Forma de la notificación del despido al trabajador: escrita
According to article 54, the termination of the employment contract for an undetermined time due to the causes of ineptitude, lack of suitability, partial invalidity or redundancy must be communicated to the worker in writing, thirty days before the termination of the leave, by the employer.
Indemnización sustitutiva de preaviso: No
Notificación a la administración: No
Notificación a los representantes de los trabajadores: No
Aprobación de la administración publica o de organismos judiciales: No
Acuerdo de los representantes de los trabajadores: No
Definición de despido colectivo (número de empleados afectados) According to article 57 of Labour Code, the amortization of places as a consequence of structural and institutional changes, technical, technological and organizational changes, increased productivity, merger of employers and their establishments or dependencies and other causes provided by law, may determine the redundancy of workers.
Notificación a la administración No
Notificación a los sindicatos (representantes de los trabajadores) No
Notificación a los representantes de los trabajadores: No
Acuerdo de los sindicatos (representantes de los trabajadores) No
Acuerdo de los representantes de los trabajadores No
Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio) Yes
According to article 58 of Labour Code, in the event of a declaration of availability (redundancy), the same qualification takes into account seniority, in the way that the oldest worker has a priority on keeping a position. For these purposes, the qualification demonstrated by the workers is taken into account, through the evaluation procedure established by law.
Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...) No
Reglas de prioridad para la re-contratación No
There is no indication of severance payment or redundancy payment of such kind, however according to article 60, at the termination of the employment contract, the worker has the right to receive the salary for the work carried out and the payment corresponding to the annual vacations accumulated up to that moment.