{"id":989,"date":"2019-10-14T05:35:01","date_gmt":"2019-10-14T09:35:01","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=989"},"modified":"2024-01-24T23:34:34","modified_gmt":"2024-01-25T04:34:34","slug":"nyc-emite-directivas-sobre-la-discriminacion-laboral-en-funcion-de-la-situacion-migratoria","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2019\/10\/nyc-issues-guidance-on-work-discrimination-for-immigration-status\/","title":{"rendered":"Nueva York emite directrices sobre la discriminaci\u00f3n laboral en funci\u00f3n del estatus migratorio"},"content":{"rendered":"<p>El 25 de septiembre, la Comisi\u00f3n de Derechos Humanos de la ciudad de Nueva York public\u00f3 un documento de orientaci\u00f3n detallado sobre la aplicaci\u00f3n de la ley que ofrece ejemplos de comportamiento de los empleadores que constituir\u00edan discriminaci\u00f3n o acoso contra un empleado o solicitante de empleo debido a su situaci\u00f3n real o percibida de inmigraci\u00f3n o origen nacional.\u00a0<a role=\"link\" href=\"https:\/\/www1.nyc.gov\/assets\/cchr\/downloads\/pdf\/publications\/immigration-guidance.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">La orientaci\u00f3n<\/a>\u00a0Ofrece a los empleadores y a los empleados una comprensi\u00f3n m\u00e1s profunda de qu\u00e9 conducta ser\u00eda ilegal seg\u00fan la Ley de Derechos Humanos de la Ciudad de Nueva York, o NYCHRL, que generalmente se aplica a cualquier empleador que opere en la ciudad de Nueva York con al menos cuatro empleados.<\/p>\n<p>Si bien la ley de la ciudad de Nueva York ya\u00a0<a role=\"link\" data-wpil=\"url\" href=\"https:\/\/katzmelinger.com\/es\/areas-de-practica\/derecho-laboral\/discriminacion\/\" data-wpel-link=\"internal\">Protege a los empleados contra la discriminaci\u00f3n<\/a>\u00a0Sobre la base del \u201cestado de alienaci\u00f3n y ciudadan\u00eda\u201d real o percibido y de la procedencia nacional, esta nueva gu\u00eda explica c\u00f3mo puede ocurrir este tipo de discriminaci\u00f3n o acoso (la comisi\u00f3n explica que, debido a que el t\u00e9rmino \u201calienaci\u00f3n\u201d puede ser despectivo, en cambio utiliza el t\u00e9rmino \u201cestatus migratorio\u201d).<\/p>\n<p>En un\u00a0<a role=\"link\" href=\"https:\/\/www1.nyc.gov\/assets\/cchr\/downloads\/pdf\/press-releases\/Immigration_Guidance_Press_Release.pdf\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">Comunicado de prensa<\/a>, dijo la presidenta de la comisi\u00f3n que la protecci\u00f3n de \u201cnuestras preciadas comunidades inmigrantes\u201d es importante en un momento de \u201cret\u00f3rica nacional cada vez m\u00e1s hostil\u201d.\u201d<\/p>\n<h2>Escenarios potencialmente discriminatorios<\/h2>\n<p>Los ejemplos de la comisi\u00f3n sobre posibles casos de discriminaci\u00f3n, acoso o represalias ilegales por parte de un empleador incluyen:<\/p>\n<ul>\n<li>Amenazar con denunciar a un solicitante o empleado ante la agencia federal de inmigraci\u00f3n, la Agencia de Inmigraci\u00f3n y Control de Aduanas (ICE), lo que podr\u00eda ser intimidatorio o crear temor a la deportaci\u00f3n<\/li>\n<li>Amenazar con llamar a ICE o a las autoridades policiales para presionar a los empleados a que trabajen en condiciones \u201cinseguras, desiguales o de otra manera ilegales\u201d, como trabajar sin las pausas requeridas, o presionar a los trabajadores para que no denuncian tratamientos negativos como la retenci\u00f3n de su salario, la negativa a concederles licencia m\u00e9dica o la falta de cobertura de seguro.<\/li>\n<li>Proporcionar ventajas a un grupo de empleados en funci\u00f3n de su origen nacional o estado de ciudadan\u00eda<\/li>\n<li>Tomar medidas laborales adversas basadas en \u201cestereotipos o supuestos\u201d derivados del estatus migratorio o la procedencia nacional<\/li>\n<li>Usar el t\u00e9rmino \u201calieno ilegal\u201d o t\u00e9rminos similares con la intenci\u00f3n de \u201cdeshonrar, humillar o acosar a una persona\u201d<\/li>\n<li>Discriminaci\u00f3n o hostigamiento de un solicitante o trabajador debido a su limitado dominio del ingl\u00e9s o a su acento, o por hablar otro idioma<\/li>\n<li>Pagar a un empleado menos que a sus compa\u00f1eros de trabajo debido a su origen nacional o a su estatus migratorio<\/li>\n<li>Solicitar documentos relacionados con la situaci\u00f3n migratoria que vayan m\u00e1s all\u00e1 de los requisitos establecidos por la ley federal, una pr\u00e1ctica conocida como \u201cabuso de documentos\u201d<\/li>\n<li>Reconfirmar la autorizaci\u00f3n laboral federal de un empleado en circunstancias distintas a las permitidas por la ley federal<\/li>\n<li>Tomar medidas negativas contra un empleado por haber generado una carta de no coincidencia de la Administraci\u00f3n de Seguridad Social, lo que podr\u00eda ser consecuencia de un cambio de nombre o un error administrativo en lugar de un problema de inmigraci\u00f3n<\/li>\n<li>Tomar medidas laborales adversas basadas en la situaci\u00f3n migratoria o la nacionalidad de un familiar o de otra persona con la que el trabajador tenga una relaci\u00f3n, una pr\u00e1ctica llamada \u201cdiscriminaci\u00f3n asociativa\u201d<\/li>\n<\/ul>\n<p>Es importante que los empleadores que emplean a personas en la ciudad de Nueva York consulten a un asesor legal sobre la creaci\u00f3n de pr\u00e1cticas de contrataci\u00f3n, formaci\u00f3n y normas laborales que respeten esta gu\u00eda y la NYCHRL, as\u00ed como sobre procedimientos internos para corregir la conducta de los gerentes o compa\u00f1eros de trabajo que discriminen o acosan a otras personas por motivos de estatus migratorio o origen nacional.<\/p>\n<p>Los empleados que creen haber sufrido conductas discriminatorias o de acoso deben consultar a un abogado lo antes posible para conocer las opciones legales que les est\u00e1n disponibles en virtud de la Ley de Derechos Humanos.<\/p>","protected":false},"excerpt":{"rendered":"<p>On Sept. 25, the New York City Commission on Human Rights released a detailed enforcement guidance document that provides examples of employer behavior that would constitute discrimination or harassment of an employee or job applicant based on their actual or perceived immigration status or national origin.\u00a0The guidance\u00a0gives employers and employees a deeper understanding of what [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":2496,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[9],"tags":[],"class_list":["post-989","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-discrimination"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>NYC 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