Plan De Igualdad Obligacion Legal

Plan De Igualdad Obligacion Legal

Plan De Igualdad Obligacion Legal 150 150 ediadmin

A little abuse, if in the case where the majority of the workforce was male, because in the job offers that are offered, women are not applied, what consequences does this have for the company? What measures, if any, should be taken? In principle, it must fulfil two obligations: all equality plans that take this into account (see section on voluntary plans) must be entered in the register of equality plans, whether mandatory or voluntary, and regardless of whether they have been agreed between the parties. Therefore, the development and procedure for developing the plan is determined by the provisions of the collective agreement. Although companies with fewer than 50 employees are not required to have an equality plan, they must in any case draw up internal guidelines for effective equality between men and women, even if they do not take the form of a plan or receive such designation. It is up to the parties entitled to negotiate the single plan and who agree on its preparation to justify this opportunity under the conditions they deem most appropriate for the single plan to achieve the objective that all equality plans must have in accordance with the provisions of Article 8 of Royal Decree 901/2020. However, the existence of a single plan for several companies could be based on the fact that several companies in the group share certain business policies or certain organisational, productive, human and other characteristics that are compatible with part of the diagnosis of the situation of those companies (without prejudice to the fact that a diagnostic report of each company should be included); and In such a case, it seems appropriate: that some remedies are the same for all companies. Companies with 101 to 150 employees must also implement binding equality plans. If applicable, the deadline for their development and implementation was March 7, 2021. It is a committee composed of representatives of the company and representatives of the workers, whose main tasks are to establish the diagnosis of equality, to implement the equality plan, to identify priority actions and material and human resources, to define measurement indicators and any other function that can exercise it under the regulations or collective agreements in force. When the bargaining committee is set up, the equal participation of the company`s representatives and employees shall be established. A balanced composition of women and men and the training of their members in equality in the workplace should be promoted. The equality plan must be subject to compulsory registration in the public register, taking into account the registration of collective agreements and agreements as such. In addition to general respect for the principle of equality in enterprises, it provides for the obligation to negotiate equality plans in a binding manner in companies with more than 50 employees, and in all companies, regardless of the number of employees, they must have a register of wages (broken down by sex, in each occupational group, category or employment of equal value).

Since the latter is mandatory for companies with the obligation to implement an equality plan), which includes the average and median of what is actually received, distinguishing between the basic salary, salary supplements and the additional salary of all staff, registration is mandatory for all companies, regardless of the number of employees and including managers and senior officials. Yes, the register must not only contain a breakdown of remuneration concepts by type (basic salary, salary supplements and non-salary payments), but must reflect each of the specific remuneration concepts received by staff (e.g. seniority bonus, profit-sharing, night work bonus, etc.), including the receipt of ancillary remuneration (such as and inter alia, B. Compensation or supplement for expenses incurred in connection with their work, supplementary benefits, long-distance and transport allowances, transfer, suspension and dismissal allowances, housing and maintenance allowances). The remuneration register contains the average values of wages, wage supplements and non-wage perceptions of the workforce, disaggregated by sex, occupational category, level, position or other applicable classification system. In accordance with the Regulation of the Workers` Statute and Royal Decree 902/2020 of 13 October, the register of remuneration must be established for each company and refer to all its employees, including executives and management positions. Consequently, it is mandatory to keep a single register covering the whole undertaking, without prejudice to the fact that the company may also establish a register of remuneration for each post by decision. The introduction of the pay register in the organisation is a commitment established in Article 28.2 of the Workers` Statute and reaffirmed in Royal Decree 902/2020 on equal pay for women and men. Is the equality plan mandatory for all companies? What organizations should they develop? From what number of employees is the company obliged? What deadlines must be met in each case? In this article, we answer all your questions about the mandatory nature of equality plans. The register must also be updated in the event of substantial changes to any of its elements so that it continues to fulfil its objective of “ensuring transparency in the design of perceptions in a faithful and up-to-date manner”.

In order to determine which changes are significant, quantitative aspects may be taken into account if the change affects all staff or is collective or qualitative if the change affects the company`s remuneration policy. On the other hand, in government, they are aware that not all businesses are created equal. Large organizations have more resources to develop plans, and their activities also reach more people, whether they are workers or their social circle. Therefore, they are the ones who must be the first to implement their equality plans. The calculation of employees for the obligation to implement the equality plan, how is it calculated? For example, it is a company that does not have an exact workforce. This makes the parameters dependent on the season and production. Is there an average number of workers? Equality regulations in the company have made considerable progress, which is characterized by the binding deadlines set. Although the equality plan already existed for companies with more than 250 employees, in 2021, public and private companies with more than 150 employees were made mandatory for its creation and registration. Finally, in March 2022, it was the turn of the last remaining route to adapt to the regulations, i.e. companies with more than 50 employees. The 2030 Agenda includes a direct SDG related to gender equality, SDG 5, “Achieve gender equality and empower all women and girls”, although we must start from the premise that gender equality is a cross-cutting public policy and must project its impact on the 2030 Agenda as a whole. in the 17 SDGs.

Although NGOs have different characteristics from those of private companies, these bodies are also subject to compliance with the rules of equal opportunities for women and men. There are specialized platforms for the development of these plans in the field of public administration, which make it possible to develop the equality plan at each stage of the project, adapt it to the specific needs of each organization, and then manage its implementation and monitoring. No. Centres that do not have legal representation of workers must form the Trade Union Committee in accordance with Article 5.3 of Royal Decree 901/2020. In this context, article 46bis of the Law on Offences and Penalties in the Social Order stipulates that, in the case of particularly serious offences, certain ancillary sanctions may be avoided by drawing up and implementing an equality plan, unless the enterprise is already obliged to do so by the collective agreement in force or because of the number of employees in the enterprise. The equality plan is drawn up in five phases, common to all companies. Next, we will take a close look at each of them: voluntary equality plans can only be drawn up by companies that are not obliged to do so under Articles 45.2, 3 and 4 of Organic Law 3/2007, of 22 March. In order to carry out the equality plan and the registration of wages, the calculation of the workforce is carried out for all persons hired within the organization, regardless of the type of employment contract. In this case, the scholarship holder does not count. It includes the staff hired by ETT. This is another fundamental step in analyzing the organization`s compensation.

The representations of the cryptocurrencies Bitcoin, Ethereum, DogeCoin, Ripple, Litecoin are placed on the motherboard of the PC in this figure from June 29, 2021. REUTERS/Dado Ruvic/Illustration Russia recently signed a new cryptocurrency law that, although on the verge of banning cryptocurrencies before, still imposes strict restrictions on its use as a monetary currency. This followed an earlier regulatory filing that essentially described all cryptocurrency-related activities as criminal and put them through the lens of anti-money laundering regulations. Moscow has announced plans to establish a central bank digital currency, but until recently it advised against using private cryptocurrencies. As of January 1, 2021, cryptocurrencies will be allowed in Russia, although they cannot be used in exchange for goods or services. There may be more regulation in the next few sessions, but from now on, it seems that Russians can mine cryptocurrencies, exchange cryptocurrencies for other cryptocurrencies, and own cryptocurrencies without any legal problems – as long as they don`t spend them on other goods and services within the national economy. Manturov was asked at a forum if he believed cryptocurrencies would become legal as a means of payment. In addition, natural and legal persons authorized to use digital currencies are required to inform the tax authorities of such a right, the turnover of their accounts and balances in cases where the amount of transactions exceeds the equivalent of 600,000 rubles (about 7,800 US dollars) in a calendar year. Failure to inform the authorities will be punishable by a fine of 50,000 rubles (about 670 US dollars). Failure to provide data on cryptocurrency transactions and non-payment of taxes on transactions processed with digital currency will be punishable by a fine of 40% of unpaid taxes. (Art. 129, § 5 para.

8) Russian banks will be allowed to open cryptocurrency exchanges under the supervision of the central bank – and new digital currencies will be able to be issued, but only again, under the control of the central bank. This represents a more liberal stance than some had predicted would be an almost complete ban on cryptocurrency activities in Russia, and shows a more pragmatic stance towards cryptocurrencies and their introduction in Russia. Other central bank officials said last year that they see no place for cryptocurrencies in the Russian financial market, citing threats to financial stability posed by the growing number of crypto transactions. Since January 1 of last year, cryptocurrencies are legal in Russia, but cannot be used to buy goods or services. May 18 (Reuters) – Russia will sooner or later legalize cryptocurrencies as a means of payment, Industry and Trade Minister Denis Manturov said on Wednesday, hinting that the government and central bank could move closer to settling their differences. After severe sanctions imposed on Russia after its invasion of Ukraine, Reuters reported in May that the Russian central bank intended to allow the use of cryptocurrencies for international payments as part of global trade. Russia intends to issue its own digital ruble, but the government has only recently supported the use of private cryptocurrencies after arguing for years that they could be used in money laundering or to fund terrorism. Among other things, the law has defined digital currency as a digital code used as a means of payment and as a savings instrument (an investment). (Art.

3.) However, residents of the Russian Federation are not allowed to receive digital currencies as a means of payment for goods, work or services. (Art. 14, § 5.) In addition, the law prohibits the dissemination of information on possible settlements in digital currencies; Offer and accept digital currency as a means of payment for goods, work performed or services transferred; or with another payment method in digital currency. According to the law, the digital currency is not legal tender for payments in Russia, and the Russian ruble remains the only official currency unit. (Art. 14, § 7.) In this way, Russia`s digital tools allow a total state of surveillance of digital activity. The new cryptocurrency regulation borrows from a similar approach – a strong centralized government institution (in this case, the Bank of Russia) through which all transactions flow, and a reluctant acceptance of the pragmatic reality that many Russian citizens have embraced and used cryptocurrencies, from the dramatic rise of IcOs hosted in Russia to the Russia-based social media network VK. who is considering his own cryptocurrency. Exchanges should also inform users of the risks associated with investing in crypto.

Investors should pass online tests to ensure that they have sufficient knowledge of cryptocurrencies and the associated risks. Those who pass the test can invest up to 600,000 rubles per year in cryptography; Those who do not are limited to 50,000 rubles. Qualified investors have no limits. However, the governor of the central bank, Elvira Nabiullina, said that the bank could not welcome investments in cryptocurrencies, which represent transactions worth about $5 billion a year by the Russians, and proposed to ban trade and mining. Manturov said that regulations for the use of cryptocurrencies will be formulated mainly by the central bank and then by the government. While the use of cryptocurrencies and crypto tokens has increased in the country, the Government of the Russian Federation has held discussions on how to legally define these products, integrate them into the legal system and establish the procedures for their taxation. On July 31, 2020, the President of the Russian Federation Vladimir Putin signed Federal Law No. 259-FZ on Digital Financial Assets and Digital Currencies. This law governs relations with the issuance, registration and distribution of digital financial assets (DFAs). (Federal Law No. 259-FZ, Art. 1, §§ 1, 2 & 3.) The bill treats crypto as an investment tool, not as legal tender, and states that cryptocurrencies cannot be used to pay for goods and services.

It also specifies the requirements for cryptocurrency exchanges and OTC offices that must meet certain criteria in order to obtain a license and be included in a dedicated government registry. Foreign crypto exchanges must register legal entities in Russia in order to provide services in the country. The Russian Ministry of Finance is continuing its plan to regulate cryptocurrencies in the country and has submitted a draft law to Parliament. According to a press release issued on Monday, the bill was introduced on February 18. and is based on the previously approved roadmap designed by several government agencies, including key law enforcement agencies. In many ways, the history of cryptocurrencies follows some of Telegram`s themes overcoming censorship through popular adoption. Eventually, government officials began using Telegram to transmit messages themselves, and while Roscomnadzor set up several IP blocks, Telegram engineers worked day and night to ensure that security, privacy, and availability were as guaranteed as possible in the given circumstances.