{"id":1948,"date":"2018-01-17T04:46:03","date_gmt":"2018-01-17T09:46:03","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=1948"},"modified":"2024-01-24T08:59:26","modified_gmt":"2024-01-24T13:59:26","slug":"dol-publica-nuevas-directrices-sobre-pasantias-no-remuneradas-legales","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2018\/01\/dol-issues-new-guidance-for-lawful-unpaid-internships\/","title":{"rendered":"DOL emite nuevas directrices sobre las pr\u00e1cticas sin remuneraci\u00f3n legal"},"content":{"rendered":"<p>En los Estados Unidos, nuestras leyes suponen que el trabajo debe ser remunerado. \u00bfPero qu\u00e9 hay de las pr\u00e1cticas sin remuneraci\u00f3n?<\/p>\n<p>Ahora que un tribunal de apelaciones federal anul\u00f3 la anterior orientaci\u00f3n sobre cu\u00e1ndo los pasantes pueden recibir salario, el Departamento de Trabajo ha adoptado un nuevo criterio basado en esa decisi\u00f3n. Anteriormente, para que las pr\u00e1cticas sin remuneraci\u00f3n fueran legales bajo la Ley de Normas Laborales Justas, los empleadores ten\u00edan que demostrar que esas pr\u00e1cticas cumpl\u00edan todos los factores de un test multifactorial. Ahora, el Departamento de Trabajo considerar\u00e1 si el pasante o el empleador son los beneficiarios principales de la relaci\u00f3n laboral.<\/p>\n<p>Como ya hemos discutido recientemente, el Segundo Circuito de Apelaciones\u00a0<a role=\"link\" href=\"https:\/\/katzmelinger.com\/es\/blog\/2017\/12\/el-segundo-circuito-confirma-que-los-pasantes-no-remunerados-de-hearst-no-eran-empleados\/\" data-wpel-link=\"internal\">emiti\u00f3 una decisi\u00f3n hist\u00f3rica<\/a>\u00a0Sobre el tema en 2016:\u00a0<i>Glatt contra Fox Searchlight Pictures<\/i>. El Tribunal dictamin\u00f3 que la relaci\u00f3n entre el empleador y el interno debe evaluarse en funci\u00f3n de la totalidad de las circunstancias. Si, en conjunto, el beneficio del internado recae en el internado, es permisible que dicho internado sea gratuito. Si, por el contrario, el empleador obtiene principalmente beneficios, el internado debe ser remunerado.<\/p>\n<p>La DOL incorpor\u00f3 la\u00a0<i>Glatt\u00a0<\/i>fueron considerados factores en su nuevo test, que, aunque similar al anterior del DOL, est\u00e1 estructurado con el objetivo de determinar al beneficiario principal del programa de pr\u00e1cticas. El test contiene lo siguiente:\u00a0<a role=\"link\" href=\"https:\/\/www.shrm.org\/resourcesandtools\/legal-and-compliance\/employment-law\/pages\/intern-employee-dol-new-test.aspx\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">siete factores<\/a>, Pero estos factores no son exhaustivos:<\/p>\n<ul>\n<li>Tanto el estudiante como el empleador entienden que no habr\u00e1 ninguna compensaci\u00f3n.<\/li>\n<li>El programa de pr\u00e1cticas proporciona formaci\u00f3n similar a la que se ofrece en un entorno educativo.<\/li>\n<li>La finalizaci\u00f3n del internado otorga a este derecho a recibir cr\u00e9ditos acad\u00e9micos.<\/li>\n<li>El programa de pr\u00e1cticas corresponde a un calendario acad\u00e9mico.<\/li>\n<li>La duraci\u00f3n del internado solo es la necesaria para formar al intern.<\/li>\n<li>El trabajo del asistente complementa el trabajo de los empleados a jornada completa, en lugar de sustituirlo, mientras aporta importantes beneficios educativos.<\/li>\n<li>Tanto el estudiante como el empleador entienden que el estudiante no tiene derecho a un empleo al final del periodo de pr\u00e1cticas.<\/li>\n<\/ul>\n<h2>\u00bfPromover\u00e1 la nueva norma la creaci\u00f3n de m\u00e1s pr\u00e1cticas sin remuneraci\u00f3n?<\/h2>\n<p>La respuesta a esta pregunta es incierta. Las pr\u00e1cticas sin remuneraci\u00f3n son controvertidas por varias razones y podr\u00edan haber sido abusadas durante la reciente recesi\u00f3n, cuando los empleadores buscaban formas de reducir los costos laborales.<\/p>\n<p>La nueva prueba del Departamento de Trabajo es menos rigurosa que la anterior, lo que puede hacer que las pr\u00e1cticas sin remuneraci\u00f3n resulten menos costosas para los empleadores. Sin embargo, el prop\u00f3sito b\u00e1sico de las pr\u00e1cticas sin remuneraci\u00f3n \u2014proporcionar oportunidades para la formaci\u00f3n y la experiencia vitales en el trabajo, principalmente para beneficio de los internos\u2014 no ha cambiado. Cuando los internos pasan la mayor parte de su tiempo trabajando en tareas tediosas o realizando trabajos que desplazan a trabajadores remunerados, las pr\u00e1cticas deben ser remuneradas.<\/p>\n<p>Si eres un asistente sin salario y crees que tu empleador se beneficia m\u00e1s que t\u00fa, deber\u00edas considerar contactar con un abogado de derecho laboral para evaluar tu situaci\u00f3n.<\/p>","protected":false},"excerpt":{"rendered":"<p>In the United States, our laws assume that work is to be paid. But what about unpaid internships? Now that federal appeals court overturned previous guidance on when interns can be unpaid, the Department of Labor has adopted a new test based on that ruling. Previously, for unpaid internships to be legal under the Fair [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":2489,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[7],"tags":[],"class_list":["post-1948","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-wage-and-hour-overtime"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>DOL issues new guidance for lawful unpaid internships | Katz Melinger PLLC<\/title>\n<meta name=\"description\" content=\"In the United States, our laws assume that work is to be paid. But what about unpaid internships? Now that federal appeals ... 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