{"id":2660,"date":"2024-03-05T21:48:13","date_gmt":"2024-03-06T01:48:13","guid":{"rendered":"https:\/\/castillocordero.com\/mobbing-o-acoso-laboral\/"},"modified":"2024-09-26T21:19:54","modified_gmt":"2024-09-27T01:19:54","slug":"mobbing-o-acoso-laboral","status":"publish","type":"post","link":"https:\/\/castillocordero.com\/en\/mobbing-o-acoso-laboral\/","title":{"rendered":"MOBBING IN THE DOMINICAN REPUBLIC: AN ANALYSIS OF WORKPLACE HARASSMENT AND ILO CONVENTION 190."},"content":{"rendered":"<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>INTRODUCTION:<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Workplace harassment, also known as mobbing, refers to a pattern of abusive and harmful behavior perpetrated by one or more individuals against an employee, systematically and over a prolonged period. This type of conduct includes practices such as intimidation, humiliation, constant criticism, excessive workload, and social isolation, among others, all aimed at destabilizing, discrediting, or diminishing the victim&#039;s self-esteem.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The relevance of workplace harassment in today&#039;s work environment is significant due to its profound implications for both victims and organizations. For individuals, mobbing can cause a wide range of negative effects, including psychological disorders such as stress, anxiety, and depression, as well as physical problems and an overall decline in quality of life.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From an organizational perspective, workplace harassment negatively affects the work environment, reduces productivity, increases staff turnover, and can lead to costly litigation and damage the company&#039;s reputation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In a world increasingly aware of employee mental health and well-being, workplace bullying has become a pressing concern for employers, unions, and policymakers. The need to create safe, inclusive, and respectful work environments is now more widely recognized than ever, driving organizations to adopt clear policies, prevention procedures, and effective response mechanisms to combat workplace harassment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Promoting an organizational culture that values mutual respect and diversity is fundamental to preventing mobbing and fostering a healthy and productive work environment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the Dominican Republic, although the specific legal framework on workplace harassment is still under development, there is a growing awareness of the need to address this issue. Government institutions, civil society organizations, and the private sector have begun to recognize the importance of implementing policies and preventative measures against workplace harassment, thereby promoting a safe and respectful work environment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The objective of this article is threefold:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Exploring the nature of mobbing:<\/strong> The aim is to understand what constitutes workplace harassment, how it manifests in the work environment, and what typical behaviors characterize it. This includes differentiating mobbing from other workplace conflicts to clarify its specific nature and severity.<\/li>\n\n\n\n<li><strong>Analyze its effects on workers and organizations:<\/strong> The consequences of workplace harassment will be examined for both victims (psychological, physical, and professional effects) and companies and institutions (impact on work environment, productivity, corporate image, and potential legal implications). The importance of addressing mobbing not only from the perspective of employee well-being but also as a strategic organizational issue will be emphasized.<\/li>\n\n\n\n<li><strong>Review the Dominican legal framework that regulates mobbing:<\/strong> This presentation will detail the legislation and policies currently in force in the Dominican Republic that apply to workplace harassment. This will include an analysis of Law 16-92, which establishes the Labor Code, Law 107-13 on the Rights of Persons in their Relations with the Administration and Administrative Procedure, as well as any other relevant legal frameworks. It will also discuss how these laws compare with international standards, especially ILO Convention 190, and identify areas for improvement to strengthen protection against workplace harassment in the country.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This comprehensive approach will provide a deep understanding of mobbing, highlighting the importance of taking concrete actions to prevent and effectively address it in the Dominican Republic.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You might be interested in this article: <a href=\"\/en\/\\&quot;https:\/\/aprendiendoderecho.com\/nacionalizacion-y-proteccion-laboral-en-rd\/\\&quot;\/\">Nationalization and Labor Protection in the Dominican Republic: An In-Depth Analysis of the Labor Code (80\/20).<\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>DEFINITION AND CHARACTERISTICS OF MOBBING<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Definition of Mobbing or Workplace Harassment<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Workplace bullying, or mobbing, is defined as abusive, intimidating, or degrading behavior systematically directed toward one or more employees within the work environment. This type of conduct can be perpetrated by colleagues, superiors, or subordinates and is characterized by its persistence and regularity, extending over a prolonged period, which distinguishes mobbing from isolated incidents of workplace conflict.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our Supreme Court of Justice defines mobbing or moral harassment as: <strong><em>\u201cDiscriminatory or degrading acts or behaviors carried out over time, intentionally, in the context of dependent work, by the employer or their subordinates or by other colleagues, and characterized by persecution or psychological violence with degrading, humiliating, isolating purposes that threaten the dignity, the person of the worker and job stability\u201d<\/em> <\/strong><a href=\"\/\/aprendiendoderecho.com\/wp-content\/uploads\/2024\/03\/DEC_Sentencia_SCJ_25_07_2012-1.pdf\\&quot;\" target=\"\\&quot;_blank\\&quot;\" rel=\"\\&quot;noreferrer noopener\">(SCJ: Compa\u00f1\u00eda Dominicana de Tel\u00e9fonos, C. por A. vs Consuelo Liselotte Franco, Pages 16-17, July 25, 2012, Unique Number: 471-2009-00765).<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Furthermore, the European Commission defines this phenomenon as adverse conduct between colleagues or between superiors and subordinates, whereby the victim faces continuous and systematic aggression over an extended period of time by one or more individuals, with the aim of causing their isolation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Difference between Mobbing and Other Types of Workplace Conflicts<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Distinguishing between mobbing and other types of workplace conflicts is fundamental to understanding the specific nature of workplace harassment and how to address it effectively. The key differences are explained in more detail below:<\/p>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Nature and Objectives<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mobbing: <\/strong>It has a systematic and persistent nature, focused on discrediting, isolating, or intimidating the victim. It does not seek to resolve a disagreement or improve a work situation, but rather to weaken or harm the target, affecting their dignity, mental health, and position in the workplace.<\/li>\n\n\n\n<li><strong>Labor disputes: <\/strong>They usually stem from specific disagreements about work-related aspects, such as working conditions, wages, promotions, or task allocation. These conflicts have a clear work-related objective and can often be resolved through negotiation or mediation.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Duration and Frequency<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mobbing: <\/strong>It is characterized by its prolonged duration and the frequency of hostile acts, extending over months or even years. Persistence is a key factor that distinguishes it from other conflicts.<\/li>\n\n\n\n<li><strong>Labor disputes: <\/strong>They can be episodic or isolated, and although some may be prolonged, they generally have a more clearly defined beginning and end.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Effects on the Victim<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mobbing: <\/strong>The effects are profoundly destructive, including serious consequences for the victim&#039;s mental and physical health, such as stress, anxiety, depression, and social isolation. These effects can persist even after the bullying has stopped.<\/li>\n\n\n\n<li><strong>Labor disputes: <\/strong>Although they can be stressful and negatively affect those involved, their effects are generally less devastating and more limited in time. Resolving the conflict usually leads to an improvement in the situation.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Impact on the Work Environment<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mobbing: <\/strong>It negatively affects the overall work environment, creating a hostile work atmosphere, reducing morale and productivity, and increasing staff turnover.<\/li>\n\n\n\n<li><strong>Labor disputes: <\/strong>The impact may vary, but these conflicts offer an opportunity to identify and resolve underlying problems in the workplace, which can potentially lead to improvements in labor relations and the work environment.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Resolution<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mobbing: <\/strong>It requires a specific intervention, which may include disciplinary measures against the bullies, psychological support for the victim, and changes in the organizational culture to prevent future cases.<\/li>\n\n\n\n<li><strong>Labor disputes: <\/strong>They can be resolved through mediation, collective bargaining, or human resource management interventions focused on addressing the underlying causes of the conflict.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding these differences is crucial for human resources professionals, managers, and leaders of public and private organizations, as it allows for the proper identification of mobbing and distinguishes it from other conflicts, facilitating the implementation of more effective prevention and resolution strategies.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Examples of Behaviors and Practices Considered as Workplace Harassment<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">According to Professor I\u00f1aki Pi\u00f1uel y Zabala, mobbing or workplace harassment can manifest itself in the following ways:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Shouting at, overwhelming, or insulting the victim;<\/li>\n\n\n\n<li>Assigning them goals or projects with deadlines that are unattainable or impossible to meet;<\/li>\n\n\n\n<li>Leave him with no work to do (until he gets bored and leaves);<\/li>\n\n\n\n<li>To modify the duties or responsibilities of the employee&#039;s job without informing them;<\/li>\n\n\n\n<li>Withholding crucial information from their job or manipulating it to induce them to make mistakes in their work performance, and then accusing them of negligence or professional misconduct;<\/li>\n\n\n\n<li>To continually criticize their work;<\/li>\n\n\n\n<li>Defaming the victim by spreading malicious or slanderous gossip or rumors throughout the company or organization that undermine their reputation, image, or professionalism;<\/li>\n\n\n\n<li>Losing his documents;<\/li>\n\n\n\n<li>Stealing, destroying or removing key elements for their work; among others.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To consolidate our article on mobbing or workplace harassment in the Dominican Republic, the inclusion of the usual mobbing strategies, identified by Professor I\u00f1aki Pi\u00f1uel y Zabala, offers a detailed perspective of how this phenomenon manifests itself in the workplace.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We can incorporate this information to illustrate the specific methods by which workplace harassment can occur, highlighting the variety of tactics employed by harassers to undermine the professional and personal integrity of victims. These examples serve to demonstrate the need for a robust legal framework and effective preventative measures within organizations, underscoring the importance of recognizing and addressing these behaviors to protect workers and promote a healthy and safe work environment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The description of these strategies also emphasizes the complexity of mobbing, highlighting why it is crucial that both employers and employees are informed and prepared to identify and combat workplace harassment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Impact of Mobbing on the Physical and Psychological Health of Employees and on the Organizational Climate<\/strong><\/h2>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>Regarding Employees:<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Workplace bullying can have serious consequences for the health of affected workers, including anxiety disorders, depression, post-traumatic stress, and other mental health problems. It can also cause physical problems such as headaches, gastrointestinal issues, and a general decline in physical health due to chronic stress.<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped \\&quot;wp-block-gallery wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"900\" height=\"600\" data-id=\"2764\" src=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/21-jpg.webp\" alt=\"Acoso laboral\" class=\"wp-image-2764\" srcset=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/21-jpg.webp 900w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/21-jpg-300x200.webp 300w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/21-jpg-768x512.webp 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><figcaption class=\"wp-element-caption\">Workplace harassment<\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"900\" height=\"600\" data-id=\"2768\" src=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/31-jpg.webp\" alt=\"Acoso laboral\" class=\"wp-image-2768\" srcset=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/31-jpg.webp 900w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/31-jpg-300x200.webp 300w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/31-jpg-768x512.webp 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><figcaption class=\"wp-element-caption\">Workplace harassment<\/figcaption><\/figure>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"900\" height=\"600\" data-id=\"2770\" src=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/41-jpg.webp\" alt=\"Acoso laboral\" class=\"wp-image-2770\" srcset=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/41-jpg.webp 900w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/41-jpg-300x200.webp 300w, https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/41-jpg-768x512.webp 768w\" sizes=\"(max-width: 900px) 100vw, 900px\" \/><figcaption class=\"wp-element-caption\">Workplace harassment<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<h3 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>In the Organizational Climate:<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Workplace harassment negatively impacts the work environment, creating a climate of fear, distrust, and low morale. It can decrease productivity, increase staff turnover and absences due to illness, and damage the organization&#039;s image. Furthermore, the presence of mobbing indicates shortcomings in the organizational culture and human resource management systems, requiring immediate attention to restore a healthy and productive work environment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\">LEGAL FRAMEWORK IN THE DOMINICAN REPUBLIC<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In the Dominican Republic, the phenomenon of mobbing or workplace harassment, although not explicitly defined as such in the legislation, is addressed through various legal provisions that guarantee the protection of workers&#039; rights and promote a respectful and safe work environment. The following explains how the Dominican legal framework addresses this challenge:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Dominican Labor Code, in Article 46.8, stipulates the employer&#039;s obligation to &quot;treat workers with due consideration, refraining from verbal or physical abuse,&quot; thus establishing a legal basis against conduct that may constitute workplace harassment. This provision underscores the importance of dignified treatment in the workplace and prohibits any form of mistreatment, whether verbal or physical, toward employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Furthermore, Principle XII of the Labor Code reaffirms the country&#039;s commitment to protecting the physical integrity, privacy, and dignity of all workers, considering these as fundamental rights. This principle is essential for understanding the Dominican Republic&#039;s approach to creating a safe and respectful work environment where human dignity is valued and protected.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Constitution of the Dominican Republic (CRD) further strengthens this legal framework, protecting workers against any degrading procedure or treatment that threatens, jeopardizes, or diminishes their health, physical and mental integrity, human dignity, privacy, and honor. Through Articles 38, 42, 44, and 62, the Constitution ensures broad protection against workplace harassment, highlighting the state&#039;s commitment to defending human and labor rights.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"538\" src=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2023\/10\/Nacionalizacion-y-proteccion-del-trabajo-en-RD-jpg-1024x538.webp\" alt=\"C\u00f3digo de Trabajo de la Rep\u00fablica Dominicana\" class=\"wp-image-2758\" srcset=\"https:\/\/castillocordero.com\/wp-content\/uploads\/2023\/10\/Nacionalizacion-y-proteccion-del-trabajo-en-RD-jpg-1024x538.webp 1024w, https:\/\/castillocordero.com\/wp-content\/uploads\/2023\/10\/Nacionalizacion-y-proteccion-del-trabajo-en-RD-jpg-300x158.webp 300w, https:\/\/castillocordero.com\/wp-content\/uploads\/2023\/10\/Nacionalizacion-y-proteccion-del-trabajo-en-RD-jpg-768x403.webp 768w, https:\/\/castillocordero.com\/wp-content\/uploads\/2023\/10\/Nacionalizacion-y-proteccion-del-trabajo-en-RD-jpg.webp 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Although the term &quot;mobbing&quot; does not appear specifically in Dominican legislation, the aforementioned provisions provide a solid framework for combating and preventing workplace harassment. These laws underscore the employer&#039;s responsibility to maintain a work environment that respects the dignity and rights of workers and offer victims of workplace harassment legal recourse to seek redress.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Regulation 522-06 on Occupational Safety and Health in the Dominican Republic does not specifically mention mobbing or workplace harassment. This regulation focuses on establishing general conditions and measures to ensure the safety and health of workers, including the prevention of occupational hazards, the obligations of employers and workers regarding safety, and the implementation of occupational safety and health programs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you are looking for specific information on the legal treatment of workplace harassment in these regulations, it is not addressed directly under that term. The main focus is on the prevention of accidents and occupational illnesses, and the creation of a safe working environment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In summary, the legal framework in the Dominican Republic, through its Labor Code and Constitution, establishes clear guidelines against workplace mistreatment, including forms of harassment that can be classified as mobbing. This legal approach reflects the Dominican state&#039;s effort to guarantee a dignified and safe working environment for all employees, promoting a work culture of mutual respect and protection of fundamental rights.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>ILO CONVENTION 190 AND RECOMMENDATION 206.<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"\/en\/\\&quot;https:\/\/www.ilo.org\/dyn\/normlex\/es\/f\/?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190\\&quot;\">The adoption of ILO Convention 190<\/a> and the Dominican Republic&#039;s adherence to Recommendation 206 would imply a clear and effective commitment to eradicating workplace harassment, establishing a robust and coherent legal framework that protects all workers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Convention 190, the first international treaty specifically dedicated to addressing violence and harassment in the world of work, including gender, provides clear guidelines for prevention, protection of victims and elimination of these practices in the workplace.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Recommendation 206 complements the Convention by providing practical guidance on its implementation. Its adoption in the Dominican Republic would strengthen national labor policies, foster a work culture of respect and dignity, and establish more effective preventive and remedial measures for victims of workplace harassment and violence.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This step would be crucial to aligning the country with international human rights and labor standards, demonstrating a firm commitment to the safety and well-being of all Dominican workers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading \\&quot;wp-block-heading\\&quot;\"><strong>CONCLUSION<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In conclusion, this article has thoroughly explored the phenomenon of mobbing or workplace harassment in the Dominican Republic, highlighting both its nature and manifestations as well as the current regulatory framework for its regulation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite the absence of specific legislation on workplace bullying, we have seen how existing provisions within the Labor Code and the Constitution provide a foundation for protecting workers against such harmful behavior. Furthermore, the potential adoption of ILO Convention 190 and Recommendation 206 represents a significant opportunity to further strengthen these efforts, aligning the country with international standards in the fight against violence and harassment in the workplace.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is imperative that both employers and employees are informed and committed to creating a safe, inclusive, and respectful work environment where mobbing has no place.<\/p>","protected":false},"excerpt":{"rendered":"<p>INTRODUCCI\u00d3N: El acoso laboral, tambi\u00e9n conocido como mobbing, se refiere a un patr\u00f3n de comportamiento abusivo y da\u00f1ino ejercido por una o varias personas hacia un empleado, de manera sistem\u00e1tica y durante un per\u00edodo prolongado de tiempo. Este tipo de conducta incluye pr\u00e1cticas como intimidaci\u00f3n, humillaci\u00f3n, cr\u00edtica constante, sobrecarga de trabajo, aislamiento social, entre otras, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2759,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[19],"tags":[103,104,105,106],"class_list":["post-2660","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-derecho-laboral","tag-acoso-laboral","tag-convenio-190-oit","tag-mobbing","tag-recomendacion-206-oit"],"uagb_featured_image_src":{"full":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg.webp",900,600,false],"thumbnail":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg-150x150.webp",150,150,true],"medium":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg-300x200.webp",300,200,true],"medium_large":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg-768x512.webp",768,512,true],"large":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg.webp",900,600,false],"1536x1536":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg.webp",900,600,false],"2048x2048":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg.webp",900,600,false],"trp-custom-language-flag":["https:\/\/castillocordero.com\/wp-content\/uploads\/2024\/03\/Mobbing-o-Acoso-Laboral-jpg.webp",18,12,false]},"uagb_author_info":{"display_name":"Gregorio Castillo","author_link":"https:\/\/castillocordero.com\/en\/author\/innovajurisrd14\/"},"uagb_comment_info":0,"uagb_excerpt":"INTRODUCCI\u00d3N: El acoso laboral, tambi\u00e9n conocido como mobbing, se refiere a un patr\u00f3n de comportamiento abusivo y da\u00f1ino ejercido por una o varias personas hacia un empleado, de manera sistem\u00e1tica y durante un per\u00edodo prolongado de tiempo. 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