Sergio Díaz López. Abogado Asociado.
Tradicionalmente, la jurisprudencia había venido señalando que el despido de un trabajador basado en pruebas obtenidas mediante sistemas de videovigilancia instalados en la empresa tenía que contar con el pleno conocimiento y consentimiento del trabajador en cuanto a la existencia, finalidad y objetivo de su instalación. La consecuencia es que los despidos fundamentados en este tipo de material probatorio rara vez se consideraban procedentes, pues se entendía que el sistema de videovigilancia vulneraba el derecho a la protección de datos del trabajador afectado.
Sin embargo, en los últimos años la tendencia de nuestros Tribunales ha ido variando y consolidando un criterio que recientemente se ha fijado en Sentencia dictada por el Tribunal Supremo, de fecha 31 de enero de 2017, que viene a confirmar una línea jurisprudencial ya apuntada en otra Sentencia dictada por el mismo Tribunal con fecha 7 de julio de 2016. En la mencionada Sentencia de nuestro Alto Tribunal, se ha declarado procedente el despido de un empleado acusado de sustraer cantidades de dinero de la caja registradora de la empresa, gracias a una cámara de seguridad que enfocaba a dicho lugar del establecimiento para el control de la actividad de los empleados.
La Sentencia es de especial importancia, pues fija definitivamente el criterio que se sigue respecto de la utilización como prueba de estos sistemas de videovigilancia. Y es que se entiende válida su utilización siempre y cuando los empleados sean conscientes de la existencia de dichos dispositivos, aunque no sean informados de la utilización de las imágenes obtenidas.
Señala el Alto Tribunal que la utilización de las cámaras de videovigilancia es válida como prueba en juicio, además de ser una medida justificada por razones de seguridad, así como idónea, necesaria y proporcionada para controlar la actividad, en este caso concreto, los cobros de la empresa afectada.
Igualmente, es necesario destacar que la sentencia refiere una resolución del Tribunal Constitucional, en la que se afirma que cuando hay una relación laboral entre las partes no es preciso el consentimiento individual de los trabajadores, ni del colectivo, ya que al avisar de la existencia de unas cámaras no se viola el derecho a la protección de datos.
No obstante, es importante distinguir entre los sistemas de videovigilancia para la actividad de la empresa, de los cuales son conscientes los trabajadores, de los que se instalan para un uso genérico como el del control de acceso, que en principio no pueden ser utilizados por la empresa a posteriori para obtener un control de cumplimiento de la jornada laboral.
En definitiva, esta resolución dictada por el Tribunal Supremo ha determinado una línea jurisprudencial que a partir de ahora se seguirá por los Juzgados de lo Social, por la que no podrá alegarse vulneración de la protección de datos por parte del trabajador que, habiendo sido grabado por un sistema de videovigilancia instalado para el control de la actividad empresarial, y siendo conocido por el mismo dicho sistema, se constate que ha cometido una acción susceptible de sanción disciplinaria y en su caso de despido disciplinario. Por lo tanto, no será exigible el consentimiento previo, individual o colectivo, de los trabajadores para el uso como prueba de estos sistemas en juicio.
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2 Comments
Buenas noche
Tube una hipoteca en el 2007 y la cancele en el 2009 la mensualidad cada año m iba subiendo segun como iba el eurobor puedo reclama la clausula suelo
Hola Martha, vemos que tu consulta es de Cláusula suelo aunque la has realizado a través de este artículo sobre despido disciplinario.
No tenemos problema en responderte, pero para hacer más fácil nuestra gestión de respuestas, cualquier otra pregunta que nos hagas puedes hacerla
a través de info@leonolarte.com o a través del blog en el artículo sobre este tema.
Informase que si resultan cantidades a devolver por la aplicación indebida del suelo, puede reclamar.