El Código del Trabajo y los riesgos laborales

·         Por Sebastián Morando Herrera, Socio de GMS Abogados, especialista en Derecho Laboral. Titulado U. Gabriela Mistral, Máster en Política Criminal de la Universidad de Salamanca, Diplomado en Normativa Laboral y Previsional Aplicada a la Empresa de Thomson Reuters, y Diplomado Legal Management de U. Católica de Valparaíso. Además, actualmente es Árbitro Laboral en Dirección del Trabajo.  

 

 

 

El contrato de trabajo constituye una de las más importantes manifestaciones del ejercicio de la autonomía privada en materia de derecho del trabajo. A través de él nacen, se modifican o bien extinguen gran parte de las relaciones jurídico laborales. Como estructura jurídica originaria y conformadora de una relación de cambio, el vínculo laboral constituye, sin duda, una de sus expresiones más significativas.

 

Dará lugar a una relación -como conjunto de situaciones y posiciones jurídicas desarrolladas durante su existencia-, «cuya realidad no se agota, ni mucho menos, en los intercambios patrimoniales, sino que inciden sobre aquellas otras situaciones que tienen que ver con los derechos de la persona o que son derechos exclusivos de los trabajadores».

 

Pero ello no siempre fue así, ya que durante la historia de la humanidad en las épocas antigua y medieval no se despertó ningún interés por el derecho del trabajo, pues en esas épocas el trabajo era realizado por individuos que se encontraban sujetos a algún tipo de esclavitud. Solo en la edad media con muchas limitaciones los grupos de artesanos, por ser los afectados directos, crearon fondos mutuales para la ayuda de aquellos que hubiesen sufrido algún accidente en el desempeño de su oficio, y quienes no pertenecías a algún gremio recibían los beneficios de algunos pocos que procuraban la caridad.

 

Al intentar establecer los riesgos en materia laboral nos encontramos con que las teorías del riesgo en el ámbito civilista tradicional no dieron solución alguna al problema, ya que se basaban en las teorías romanas que se apoyaban en el individualismo y que a su vez privilegiaban los principios de autonomía de la voluntad en los contratos y el libre albedrío, principios que se encuentran limitados en materia laboral.

 

Con la conceptualización de la responsabilidad objetiva o teoría del riesgo creado se le da un nuevo enfoque a la responsabilidad subjetiva, considerada para la época como la única y universalmente aceptada creadora de obligaciones y responsabilidades, pues con la nueva idea de la responsabilidad objetiva se elimina la idea de culpa y el empresario debe responder por daños y perjuicios ocasionados por accidentes de trabajo provocados por maquinaria -la que ha sido causa directa de ese riesgo-, aún cuando no se hubiera incurrido en culpa o provenido por caso fortuito o fuerza mayor, obligándose de cualquier forma a cubrir una indemnización, a menos que se comprobara que el accidente fuera provocado intencionalmente por el trabajador.

 

A fin de determinar la existencia del caso fortuito o fuerza mayor como causal de exoneración de responsabilidad en materia contractual, se realiza un análisis más bien subjetivo del comportamiento del deudor, en especial a la luz de la debida diligencia con que debió haber cumplido sus obligaciones contractuales, centrándose el análisis de este modo en la inimputabilidad del agente. Pero, ¿es posible realizar este mismo análisis para determinar la existencia de un caso fortuito o fuerza mayor como causal de término de la relación laboral? ¿Existe alguna diferencia sustancial en el concepto caso fortuito o fuerza mayor como causal de terminación del contrato de trabajo, con el concepto que sirve para exonerar de responsabilidad al deudor en materia de responsabilidad contractual civil?

 

Para la configuración de la causal del artículo 159 número 6 del Código del Trabajo, a través del estudio de la doctrina iuslaboralista especializada, que se ha pronunciado acerca del concepto caso fortuito o fuerza mayor como causal de término del contrato de trabajo, tomando en cuenta que los efectos del caso fortuito o fuerza mayor para el caso de producirse son similares, ya que en definitiva se trata de una exoneración de responsabilidad del agente.

 

La concepción tradicional de los elementos de la causal del 159 N° 6 del Código del Trabajo se justifica si se considera el escenario en que se desenvuelve la relación de trabajo en la actualidad, cuando existen pocos acontecimientos que no pueden preverse o que son imposibles de resistir. En este sentido, el contrato de trabajo debe pasar a ser visto no sólo como una convención en que el trabajador debe prestar ciertos servicios y el empleador pagar una remuneración convenida, sino que también debe verse desde una perspectiva realista, como una herramienta empleada para la satisfacción de las necesidades de ambas partes contratantes, cuyos intereses son generalmente antagónicos.

 

La postura doctrinal mayoritaria distingue varios requisitos copulativos bien definidos que deben concurrir para configurar la causal de terminación del contrato de trabajo caso fortuito o fuerza mayor, estableciéndose en términos generales que el hecho que provoca el despido debe ser imprevisto e irresistible para el empleador, que su ocurrencia le sea inimputable al empleador, y que exista una relación de causa a efecto entre el caso fortuito o fuerza mayor y el término de la relación laboral. Cumplido lo anterior, el Código del Trabajo dispone que la relación laboral finalice sin derecho a indemnización alguna para el trabajador.

 

Para los profesores Sergio Gamonal y Caterina Guidi, se configura el caso fortuito o fuerza mayor como causal de término de la relación laboral, siempre que se cumplan tres requisitos: imprevisibilidad, irresistibilidad y que el hecho no haya sido provocado por quien lo alega.

 

En tanto, la profesora Karla Varas sostiene que la imprevisibilidad del hecho que provoca el término de la relación laboral, significa que éste ha sido imposible de anticipar, postulando además que para que se configure el caso fortuito o fuerza mayor como causal de extinción del contrato, éste debe ser inimputable, irresistible, y existir una relación de causa a efecto entre el hecho y el daño. Esta autora se refiere a la irresistibilidad del hecho como el requisito más importante para la configuración del caso fortuito o fuerza mayor para efectos laborales, ya que dice relación con que el hecho deba generar en el empleador una imposibilidad absoluta de cumplir con sus obligaciones.

 

La Corte Suprema ha resuelto respecto del caso fortuito que: «En la esencia de dicho concepto, se halla la imprevisibilidad y la irresistibilidad a que se ve expuesto el afectado por el caso fortuito o fuerza mayor. Es decir, una contingencia no posible de advertir o vislumbrar y a la que no puede oponerse el agente, que no puede ser contrariada o rechazada por éste», distinguiendo esta doctrina jurisprudencial los requisitos que deben cumplirse de manera copulativa para la configuración del caso fortuito.

 

En síntesis, la teoría de los riesgos no es aplicable en materia laboral y la aplicación del caso fortuito o fuerza mayor  se encuentra  prevista en el código y para su aplicación se requiere de la configuración de todos sus requisitos de manera copulativa.

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