La jornada laboral: la obligación del registro de la jornada

Abstract

En el presente trabajo estudiaremosla jornada laboral, incidiendo más profundamente en el registro de la misma, ya que es uno de los aspectos que recientemente está siendo objeto de modificación en el ámbito laboral, y a mi parecer, es una cuestión de gran importancia, en relación conla lucha contra los abusos que se dan constantemente al trabajador. La jornada laboral siempre es un tema de importancia dentro del ámbito de la relación jurídica laboral, afectando tanto al trabajador, interesado en que se cumpla la jornada correctamente, conforme a lo pactado, respetándose siempre sus derechos humanos, como también afecta al empresario, quién busca incrementar la productividad de su empresa, adaptándose de la forma más efectiva a dicha jornada. En cuanto al registro de la jornada, el origen de la reciente obligación, nace de repetidas denuncias llevadas a cabo por sindicatos de trabajadores (sobre todo del sector financiero) donde declaran que los trabajadores trabajaban más horas de las registradas, sin ser retribuidas como correspondería. Dichas denuncias llegaron a la Audiencia Nacional, donde se redactó una sentencia, que poco después fue corregida por el Tribunal Supremo, y, que, debido a una falta de acuerdo entre ambas partes, fue el Tribunal de Justicia de la Unión Europea, (más adelante TJUE), quien finalmente concluyó con una nueva interpretación sobre el registro de la jornada.

In the present work we wiil study working hours,with a greater emphasis on recording them, since this is one of the aspects that has recently been subject to change in the field of employment, and in my opinion, it is a very important issue, in relation to the fight against the abuses that are constantly being committed against workers. Working hours are always an important issue within the legal labour community, affecting both the worker, who is interested in ensuring that the working hours are complied with correctly, in accordance with what has been agreed, always respecting his or her human rights, and the employer, who seeks to increase the productivity of his or her company, adapting in the most effective way to those working hours. As for the registration of working hours, the origin of the recent obligation arises from repeated complaints made by workers' unions (especially in the financial 6 sector) where they declare that workers were working more hours than registered, without being paid as they should. These complaints reached the Audiencia Nacional, where a ruling was drafted, which was later corrected by the Supreme Court, and, due to a lack of agreement between the two parties, it was the Court of Justice of the European Union, (later TJUE), which finally concluded with a new interpretation on the registration of the working day. This led to the implementation by the legislator of the recent obligation to establish the register of working time. In order not to give rise to doubt or error, a new section, section 9, was introduced into article 34 of Royal Legislative Decree 2/2015 of 23 October, which approved the revised text of the Workers' Statute Law (hereinafter ET) by article 10 of Royal Decree Law 8/2019, of 8 March. This Royal Decree introduces, among other measures, a provision against precarious employment, in this case, by means of the registration of the daily working hours, it is intended to record the effective working hours performed by each worker, without prejudice to the flexibility of the hours, thus avoiding abuses on the worker, respecting their rest periods, and allowing the reconciliation with their personal life. In turn, when overtime is performed, thanks to the recording of the working day, it will be recognized and paid as it should be. With the implementation of the labour registration system in companies, the task of the Labour and Social Security Inspectorate becomes much easier, since through these registration mechanisms, the Labour Inspectorate collects all data in a more reliable and effective way. This is a much-needed labour reform, which we will be detailing in the course of our work, and which must be complied with by all companies, highlighting certain exceptions, which if not carried out, will result in a series of infringements that will be punished in the appropriate manner in each case.