El mobbing como motivo de indemnización por daño moral al trabajador
Palabras clave:
mobbing, acoso, daño moral, empleado, indemnizaciónResumen
El fenómeno del mobbing, es decir, la presión psicológica de los empleados en el lugar de trabajo por parte de la administración, organizaciones (grupos) de colegas, es un problema bastante común: según datos estadísticos, alrededor del 30% de los empleados se enfrentan al mobbing. Sin embargo, este concepto apareció hace muy poco en la legislación laboral de Ucrania: recién en 2022, mientras que Suecia fue el primer país de la UE en adoptar una legislación contra el mobbing (en 1993). Hasta ahora no existen en la legislación laboral de Ucrania trabajos científicos dedicados al mobbing como base para la compensación por daño moral, lo que determina la relevancia de nuestra investigación. El mobbing es una de las formas de discriminación de los derechos humanos y está relacionado con las relaciones laborales. Se manifiesta a través de violencia psicológica, económica y de otro tipo, acoso al empleado por parte de compañeros, subordinados o directivos, declaraciones negativas sobre él, difusión de información falsa, etc. En el curso de la investigación se conocerán las características, formas y causas de este fenómeno fueron identificados. Se determinaron los derechos del empleado que ha sufrido acoso laboral. Se propusieron las formas de acreditar el hecho del acoso laboral y, en consecuencia, la imposición de daño moral; Se consideró la práctica judicial pertinente. Se afirmó que la dificultad de probar una relación causal en esa categoría de casos significa que la fundamentación de una reclamación requiere una preparación adecuada por parte de la víctima. Se formuló el algoritmo de actuación del empleado en caso de mobbing.
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