Policies Labour in Colombia

The labor exercise in Colombia is governed mainly by the laws established in the "Código sustantivo del trabajo.", which consists of 492 articles intended to establish a fair relationship between employers and workers. 

Some important working conditions are: 

Night Work: The night work referred to in Article 160 establishes that the night shift is comprised between 10:00 pm and 06:00 am, likewise, article 168 establishes that the payment for these days must be remunerated with a surcharge of 35% over day work. For these work days at night, the law does not contemplate any type of benefit in terms of transportation to the worker, who must travel late at night to his workplace. The only condition under which the employee is entitled to receive remuneration for mobilization expenses is when the worker must move at a distance greater than 200 km from his home (Art 73). (Ministry of Social Protection, 2011) 

Sunday Work: In terms of Sunday and holiday work, article 179 states that the remuneration for Sunday and holiday work days must be 75% higher than the remuneration received in an ordinary workday. (Ministry of Social Protection, 2011)

Labor Outsourcing: Labor outsourcing is an element that appears in decree 583 of 2016, which regulates the general aspects related to labor outsourcing. This decree allows third-party companies to carry out the entire work reason of a company, even when the work performed by the employee is permanent and contributes to the missionary objective of the company (in the previous rule, this type of exercise was considered illegal). (Lopez, 2016) By legalizing the outsourcing of personnel in all aspects, the worker is prevented from maintaining a direct employment relationship with the company. (Colombian Association of Bank Employees, 2016).

What would you change about policies labour in your city.?

Labor outsourcing is one of the most common exercises carried out by companies in Colombia; so that multinational companies refrain from directly hiring their personnel, and delegate these tasks of human resource management to temporary institutions and other third parties; thus achieving ultimately, reduction of operating costs., But the worker simply does not have a direct labor link with the company and therefore, loses benefits.