Références
Catégories de travailleurs exclues:
CDD reglementés: Oui
Fixed term contracts are regulated with the Law Decree Nº 16187
Motifs autorisés de recours au CDD: raisons matérielles et objectives
Art. 1 of the Law Decree No Nº 16187
: 2
Art. 2 of the Law Decree Nº 16187
Durée cumulée maximum de CDD successifs: 12mois
Resolución Ministerial N º 283/62 del 13 de junio de 1962
Durée maximale de la période d'essai (en mois): 3 mois
Art. 13 of the Labour Code
Motifs autorisés (licenciement justifié):
Motifs prohibés: état matrimonial, grossesse, couleur, sexe, orientation sexuelle, religion, opinion politique, nationalité/origine nationale, âge, affiliation et activités syndicales, handicap, statut financier, langue, naissance, origine ethnique
Art. 14 of the Bolivian Constitution
Regarding the trade union membership and activities, only the leaders of workers' organization are protected and they can not be dismissed without the prior authorization of a Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944)
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs handicapés
Art. 14 of the Constitution of Bolivia (general provisions on non discrimination)
Regarding the trade union membership and activities, only the leaders of workers' organization are protected and they can not be dismissed without the prior authorization of a Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944)
Forme de la notification du licenciement au travailleur: aucune forme particulière requise
Délai de préavis:
Art. 12 of the LC provides for the following notice periods:
1. Labour contract with workers (”obreros"):
a.) 1 week of advance notice for contracts longer than one month;
b.) 15 days of advance notice for contracts longer than six months;
c.) 30 days of advance notice period for contracts longer than one year.
2. Labour contracts with employees ("empleados") require a notice period of 90 days if the contract has been consecutively longer than 3 months.
Note: the difference between “worker” and “employee” can be found in Article 2 of the Labour Code; the difference is based on the nature of the tasks for which they are contracted.
Indemnité compensatrice de préavis: Oui
Art. 12 of the Labour Code
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) Redundancy dismissal is not allowed in law
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) No
Notification aux représentants des travailleurs: No
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche No
:
When the worker retires against his/hers own will the employer is obliged to pay compensation corresponding to one months' salary for each year of service. If the service was less than one year, payment is made proportionally to the months worked, deducting the first three months of the probationary period, except in the case of fixed term contract, from which no deduction is made. (Art. 13 of the Labour Code)
: 0.25 mois
: 0.5 mois
: 1 mois
: 2 mois
: 4 mois
: 5 mois
: 10 mois
: 20 mois
: 0.12 mois
: 0.25 mois
: 0.5 mois
: 1 mois
: 2 mois
: 2.5 mois
: 5 mois
: 10 mois
travailleurs miniers: Non
: Oui
Oui
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Article 13 of Labour Code provides that when the worker is dismissed by the employer for unfair reasons, the employer shall be obliged, regardless of the eviction, to compensate the worker for the time of service, with the sum equivalent to one month's salary or salary for each year of continuous work; and if the services do not reach one year, proportionally to the months worked; it will be computed from the date in which they were hired, verbally or in writing, including the months that are considered proof. Only the period corresponding to the initial period of the first three months is deemed to be a trial period, but not to subsequent periods resulting from renewal or extension. If the worker had more than 8 years of service, the compensation to be paid will be in qual amount of the one to be paid in case of voluntary dismissal.
directeurs /cadres dirigeants: Oui
Articles 10 and 11 of Supreme Decree No. 28699 provides for the possibility for employees to choose between reinstatement or compensation in case of unfair dismissal.
If the employee opts for reinstatement, he/she can request the Labour Authority to issue a reinstatement order, provided that the dismissal is proved to be unjustified.
police: Non
Only for collective labour disputes
Article 6 of Labour Code Procedure provides that the special jurisdiction of labour and social security is exercised permanently:
a) By the Labour and Social Security Courts, as first instance courts;
b) By the National Labour and Social Security Court, as the Court of Appeal; and
c) By the Supreme Court of Justice in its Social and Administrative Chamber, as Court of Cassation.
Règlement des litiges individuels par arbitrage: Non
Only in the case of collective labour dispute
Charge de la preuve: employeur
Article 3 (h) Code of Labour Procedure.