c_La CTS.ppt

June 19, 2019 | Author: Enrique Samanamud | Category: Salario, Derecho laboral, Pagos, Liquidación, Gobierno
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La Compensación por tiempo de Servicios (CTS) Dra. Gianina Taus Reggi Curso: Legislación Laboral, PDT y Planillas 2009

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Finalidad

• La CTS se le otorga al trabajador con la finalidad de que éste pueda afrontar una posible situación de desempleo en el futuro.

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Base legal •

D.S. Nº 001-97-TR (01.03.1997). TUO de la Ley de CTS



D.S. Nº 004-97-TR (15.04.1997). Reglamento de la Ley de CTS



Ley Nº 28461 (11.01.2005). Ley que permite el uso del 80% de la CTS para la adquisición de vivienda o terreno en el marco de los programas promovidos por el Ministerio de Vivienda o el Sector Privado



D.S. Nº 009-2005-VIVIENDA (07.05.2005). Reglamento de la Ley Nº 28461

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Requisitos para su percepción 1) Tiempo mínimo de servicios: Corresponde el pago de la CTS, luego que el trabajador cumple 1 (un) mes de servicios. 2) Jornada mínima de trabajo: El trabajador debe cumplir una jornada mínima diaria de 4 (cuatro) horas, cuando menos en promedio. Se entiende cumplido el requisito de la jornada mínima, si es que la jornada semanal del trabajador dividida entre 6 o 5 días (según corresponda a los días de labor semanal de la empresa), resulta en promedio no menor de 4 horas diarias.

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Trabajadores que no tienen derecho a percibir la CTS •

No tienen derecho a percibir la CTS los trabajadores que perciben el 30% o más del importe de las tarifas que paga el público por los servicios. No se considera tarifa las remuneraciones de naturaleza imprecisa tales como la comisión y el destajo.



Los trabajadores de los regímenes laborales especiales (tales como construcción civil, trabajadoras del hogar, artistas, etc.), se rigen por sus propias normas.

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Tiempo de servicios computable Para el cálculo de la CTS, son computables los días de trabajo efectivo. Por excepción también son computables: a) Las inasistenc inasistencias ias por accident accidentes es de trabajo trabajo o enfermedades enfermedades profesionales, o por enfermedades debidamente comprobadas, en un período máximo de 60 días al año. b) Los días días de desca descanso nso pre y post post natal natal.. c) Los días días de suspensión suspensión de la relación relación laboral laboral con pago pago de de remuneración por el empleador.

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Remuneración computable • Forman parte de la remuneración básica regularmente perciba especie), siempre que

remuneración computable, la y todas las cantidades que el trabajador (en dinero o en sean de su libre disposición.

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Remuneraciones Remuneraciones Irregulares 1) •



Comisionistas, destajeros y trabajadores que perciban remuneración principal imprecisa: En estos casos, la remuneración computable viene a ser el promedio de las comisiones, destajo o remuneración principal imprecisa percibidas por el trabajador en el semestre respectivo. Si el período a liquidarse fuere inferior a 6 (seis) meses, la

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Remuneraciones de periodicidad superior a 1 mes 1) Remuneraciones de periodicidad superior a 1 mes pero inferior a 6 meses: Se computan igual que las remuneraciones complementarias variables o imprecisas, sin que sea exigible el requisito de haber sido percibida cuando menos 3 meses en cada período de 6.

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Remuneración no computable 1) Gratificaciones extraordinarias: Las gratificaciones extraordinarias u otros pagos que perciba el trabajador ocasionalmente, no forman parte de la remuneración computable (por ejemplo, la bonificación por cierre de pliego). 2) Participación en las utilidades de la empresa :

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Remuneración no computable 5) Transporte o movilidad: Cuando el valor del mismo esté destinado a la asistencia al centro de trabajo y siempre que cubra razonablemente dicho traslado. Se incluye en este concepto el monto fijo que el empleador otorgue por pacto individual o convención colectiva, siempre que cumpla con los requisitos antes mencionados.

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Remuneración no computable

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Monto y oportunidad del Depósito

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Elección del depositario y de la moneda

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Constancia y Liquidación

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Constancia y Liquidación

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