El 80% de las “empresas blancas” se opone a las elecciones a representantes de sus trabajadores

Empresas blancas son aquellas en las que nunca se han celebrado elecciones y sus trabajadores carecen de representación.

El 80% de las empresas blancas se opone a la celebración de elecciones para nombrar representantes de sus trabajadores. Más del 60% intenta manipularlas presentando como candidatos a trabajadores de confianza o responsables de personal, aunque estos supuestos están prohibidos por la ley y la candidatura puede ser impugnada ante el Servicio de Mediación y Arbitraje de Canarias (SEMAC).

La mayor parte son pequeñas empresas de no más de 30 trabajadores, aunque hay algunas excepciones como algunos grandes almacenes que han fomentado, desde sus inicios, la existencia de dos “grupos» de naturaleza propia entre sus trabajadores, obstaculizando la entrada de sindicatos. En la mayoría de las ocasiones se intenta favorecer una candidatura por grupo de trabajadores.

Esta actitud es debida a que el empresario percibe como una amenaza al delegado y a la organización que representa ante el temor de una denuncia por incumplir el convenio colectivo o cualquier otra normativa laboral. Aunque este supuesto se produce en contadas ocasiones en las que, por la gravedad de los hechos, queda justificada la intervención.

Otro de los principales temores está basado en el derecho que asiste a los delegados al disfrute de horas dentro de su jornada laboral, para dedicarlas a las labores para las que fueron elegidos (distribuir información, mejorar las condiciones laborales, etc.). El empresario interpreta este tiempo como una pérdida de dinero y una disminución de las ganancias.

Pero, a pesar de lo que piensen, la realidad es bien diferente. Los delegados son, en su mayoría, trabajadores más responsables. Muchos dedican tiempo extra, fuera de su horario laboral, para atender sus tareas. Además, aspiran a mejorar la cualificación profesional de sus compañeros y la de ellos mismos, contribuyendo a aumentar la productividad de la empresa y a evitar sanciones de la autoridad laboral mediante sus recomendaciones (uso de extintores, equipos de protección individual, etc.). Por tanto, más que un perjuicio suponen un beneficio, ya que por su mediación se produce bienestar a los trabajadores y originan beneficios económicos a la empresa, a corto, medio y largo plazo.

También sucede que cuando algún trabajador intenta presentarse como candidato e iniciar un proceso electoral en su empresa puede verse afectado por un despido encubierto. Si no tiene el apoyo necesario por parte de una organización de peso, como la Unión General de Trabajadores, puede convertirse en definitivo. La experiencia demuestra que, reclamando judicialmente, la readmisión es factible y la empresa debe abonar los salarios por el tiempo que estuvo en la calle.

Por encima de todo debe prevalecer el entendimiento, la voluntad y el acercamiento por ambas partes para intentar solucionar los problemas que obstaculizan a la empresa. No debemos olvidar que la empresa es el eje fundamental alrededor del cual giran todos los mecanismos necesarios para que se genere una fuente de riqueza que de sustento a las familias, tan necesaria en los tiempos que vivimos, y no un campo de batalla.

 

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