¿EXISTE PRÓRROGA PARA EL PROCESO DE LEGITIMACIÓN?

Como hemos informado anteriormente, está por concluir el plazo para la legitimación de Contratos Colectivos de Trabajo (CCT), a la fecha han sido legitimados únicamente 12,641 CCT. En torno al plazo otorgado para la legitimación, han circulado noticias que aseguran la extensión de este periodo.

Sin embargo, con fecha 6 de marzo de 2023, se publicó el acuerdo que aclara las condiciones en que operará el plazo para el registro y desahogo de los procedimientos de legitimación de CCT existentes. En dicho acuerdo, la Junta de Gobierno del Centro Federal de Conciliación y Registro Laboral aclaró que no existirá prórroga para la solicitud de legitimaciones de CCT, lo cual confirma que la fecha de vencimiento será el próximo 30 de abril de 2023. En consecuencia, todos los CCT que no hayan sido registrados para su legitimación en la plataforma del Centro de Conciliación y Registro Laboral se darán por terminados en la fecha mencionada.

Considerando lo anterior, la extensión señalada al 31 de julio de 2023 aplica al plazo para el desahogo de las consultas (votaciones) que se hubieran registrado antes del 1 de mayo de este año para efectos de legitimación de CCT, atendiendo a que durante la pandemia por covid-19 fueron suspendidas las mismas.

MEMORANDUM ON PRE-JUDICIAL CONCILIATION PROCEDURE FOLLOWING MEXICO’S LABOUR LAW REFORM

As you know, since the labor law reform of 2019, new instances and authorities have been created for the attention of labour and employment disputes, highlighting the mandatory pre-judicial conciliation at national level before the new Conciliation Centres. As of 3 October 2022, these Centres began to operate in all the federal entities of our country. It should be noted that the new legal framework exempts the obligation to go to conciliation in the following cases:

  1. Discrimination.
  2. Designation of beneficiaries due to death.
  3. Social security benefits.
  4. When safeguarding fundamental labour rights such as: a) Freedom of association, freedom of association and the effective recognition of collective bargaining; b) Labour trafficking, as well as forced and compulsory labour; and c) Child labour.
  5. Ownership of collective bargaining agreements or contracts law.
  6. Challenges to trade union statutes or their modification.

It is important to note that in order to attend these conciliation processes it is essential to have legal representation powers and that the company's non-attendance may result in the imposition of fines.

In order to best attend the conciliation appointments, we ask you to consider that, in the event that the labour dispute is not resolved through pre-judicial conciliation, the workers will have the right to sue for the actions and benefits they deem appropriate before the new Labour Courts.

The trials before these Courts present new challenges to the defendant, since it will no longer be possible to deny the dismissal and offer reinstatement in order to reverse the burden of proof to the worker regarding the existence of the dismissal. In terms of the new legal framework, it will be, in general terms, up to the employer to prove that the unjustified dismissal did not materialise, so that conciliation will gain relevance as a preventive dispute resolution mechanism and should be considered a priority.

Therefore, we request that when you share the pre-judicial conciliation summons with us, you confirm whether or not there was an employment relationship with the applicant. Incase there is, we request you to immediately provide us with the applicant's entire employment history, such as category, working day, salary and benefits, history of departure or dismissal, as well as the amounts that could be authorized for the conclusion of a possible agreement. In case there is none, please inform us of the other nature of the relationship with the applicant.

The above will allow us to attend to these proceedings in the best way possible and avoid greater contingencies in court and further growth of your litigation portfolio. If you have any doubts or comments, please do not hesitate to contact us.

To read the full article, download the PDF here .

MGGL, RECONOCIDA COMO FlRMA ESPECIALIZADA EN LITIGIO Y ASESORÍA LABORAL EMPRESARIAL”

For more than 70 years, Marván, González Graf y González Larrazolo (MGGL) has defended the principles of justice and equity. The congruence with which they work, both internally and with their clients, has been a factor of development and consistency in their professional practice.

"We are convinced that strict compliance with the law and our principles give us the best platform for attracting, developing and retaining talent," say the firm's partners.

In the face of a new Public Policy scenario, MGGL , a firm specialized in Litigation and Business Labor Counseling, is confident that the administration of justice and the level of compliance with the rules applicable to employers, unions and workers in our country will improve.

In this sense, Mexico must move towards a wage model based on productive capacity and efficiency. The scenarios demand that the business, labor and government sectors coordinate and align to achieve synergies and find objectives that mean mutual benefits. Only in this way will there be an improvement in the skills and capabilities in the work of employees and productivity in companies, so as to increase margins, income levels and the standard of living of employees.

According to Dr. Héctor González Graf, with the entry into force of the T-MEC, Mexico's trade partners, who consider Mexico's wage policy in recent years as an unfair trade strategy from their perspective, are guaranteed to strictly follow Mexico's labor standards.

"The T-MEC labor regulation aims for companies with Collective Bargaining Agreements to have a union that is truly representative of the workers, which encourages the establishment of better wages and working conditions."

In view of these needs, MGGL agrees to generate models that ensure compliance with labor and social security rights, without losing competitiveness. MGGL is a Firm that grows year after year and is currently ready to help all its clients to meet and solve the challenges that the judicial transition and the new model of collective relations will bring.

"We will continue to build with a long-term vision. Our institutional vision and work team of 120 people allows us to address issues of any scale at a national level, concludes Dr. González Graf.

The original text appeared first in Tops Los Mejores Abogados. You can read the original publication here.

SOCIO HÉCTOR GONZÁLES GRAF SE INTEGRA AL CONSEJO EDITORIAL DE INTERNATIONAL EMPLOYMENT LAWYER

We are very proud to have our founding partner, Héctor González Graf, join as a key player in this innovative project in the world of employment law. Together with 17 other renowned lawyers from all corners of the world, from Argentina to New York, the Netherlands, Hong Kong and Nigeria, International Employment Lawyer's mission is to provide information, data and analysis regarding the management of international workforces.

Dr. González Graf has contributed with his article "Mexico’s evolving teleworking law", where he explores the legal framework applicable to telework and remote working in Mexico, and what this could mean for employees and employers alike.