- Extensión del Derecho de Amamantamiento
La Ley Nº 20.166 extiende el derecho de las madres trabajadoras a amamantar a sus hijos aún cuando no exista sala cuna. Consiste en que la madre trabajadora tendrá derecho a disponer, a lo menor, de 1 hora al día para dar alimento a sus hijos menores de dos años. ¿Cómo se ejerce este derecho? La trabajadora acordará con su empleador el ejercicio de su derecho en alguna de las siguientes formas:
a) En cualquier momento dentro de la jornada de trabajo.
b) Dividiéndolo, a solicitud de la interesada, en dos porciones.
c) Postergando o adelantando en media hora, o en una hora, el inicio o el término de la jornada de trabajo.
Respecto al lugar en el que se ejercerá este derecho la ley señala que podrá ser en la Sala cuna o en el lugar donde se encuentre el menor, el tiempo usado en el amamantamiento será remunerado, porque será considerado como trabajado.
Este derecho es irrenunciable y a diferencia de la antigua normativa la novedad es que no será necesario que la madre tenga derecho a sala cuna para poder hacer uso del derecho de amamantamiento, porque se entiende que son derechos distintos
Si el menor se encuentra en sala cuna y el empleador obligado a su pago, el periodo de tiempo de ida y vuelta a la sala cuna no será considerado para efectos de contabilizar la hora de amamantamiento y además el empleador deberá costear los gastos de pasaje que implica el transporte de un lugar a otro.
a) En cualquier momento dentro de la jornada de trabajo.
b) Dividiéndolo, a solicitud de la interesada, en dos porciones.
c) Postergando o adelantando en media hora, o en una hora, el inicio o el término de la jornada de trabajo.
Respecto al lugar en el que se ejercerá este derecho la ley señala que podrá ser en la Sala cuna o en el lugar donde se encuentre el menor, el tiempo usado en el amamantamiento será remunerado, porque será considerado como trabajado.
Este derecho es irrenunciable y a diferencia de la antigua normativa la novedad es que no será necesario que la madre tenga derecho a sala cuna para poder hacer uso del derecho de amamantamiento, porque se entiende que son derechos distintos
Si el menor se encuentra en sala cuna y el empleador obligado a su pago, el periodo de tiempo de ida y vuelta a la sala cuna no será considerado para efectos de contabilizar la hora de amamantamiento y además el empleador deberá costear los gastos de pasaje que implica el transporte de un lugar a otro.
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Publicado por ASESORIAS JURIDICAS CHILE. a las marzo 06, 2007
32 Comments:
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Mi jefatura me no incluye el tiempo del traslado cuando ingreso 1 hora más tarde en la mañana.. ejemp.. hora de ingreso 08:28, solo me deja ingresar hasta las 09:28.
Sin embargo, si me la otorga cuando me tomo 2 medias horas.. las que en total suma cerca de dos horas. No entiendo nada. Según yo, el Art. 206 no distingue de ninguno de las 2 modalidades.
Saludos cordiales y muchas gracias por esto.
Angelica P.
Cuando entra una hora más tarde el empleador aplica el modo de la letra C). Cuando se divide el tiempo en dos porciones el empleador aplica la letra B), el hecho que el empleador le conceda mas tiempo que el legal, descontando el de traslado a la sala cuna, le beneficia a UD., salvo que se lo descuente.
Le aconsejo que hable con sus empleador para que se coloquen de acuedo en cual será el único modo a usar, pero recuerde que la existencia de un sólo modo le podría afectar a UD.
Luis, la duda está en los tiempos de traslado, que según el último iniciso señala que "Tratándose de empresas que estén obligadas a lo preceptuado en el artículo 203, el período de tiempo a que se refiere el inciso primero se ampliará al necesario para el viaje de ida y vuelta de la madre para dar alimentos a sus hijos. En este caso, el empleador pagará el valor de los pasajes por el transporte que deba emplearse para la ida y regreso de la madre".
Nótese que ya no señala AMAMANTAMIENTO.
Según se puede desprender. El traslado no se computa dentro del plazo y no es UNA VUENA VOLUNTAD del Empleador; sigue siendo un derecho irrenunciable.
Cómo te decía, la norma no señala discriminación entre que se tome las dos medias horas o la hora completa.. sólo señala el tiempo de IDA Y VUELTA para dar alimento, INDEPENDIENTE DONDE SE HAGA.
Siguiento la lógica de la normativa, y lo insinuado por el mismo Alejandro Navarro, uno de los autores de la ley, la hora de trabajo es MINIMO IRRENUNCIABLE y en ningún caso será ser inferior a ella. Razón por la cual, humildemente interpreto que no se está haciendo lo correcto, en todo caso, como cualquier cosa de este tipo, voy hacer la consulta formalmente a la Dirección del Trabajo..
Te agradezco muchísimo por el tiempo de haberme respondido y darme otras luces para hacer mi consulta.
Saluda cariñosamente.
Angelica.
Estimado:
Mi consulta es sobre el derecho de amamantamiento.
Soy profesora, y me parece casi imposible la idea de llegar 1 hora más tarde al trabajo o bien retirarme 1 hora antes ya que el curso no puede quedar solo durante ese periodo. Los alumnos perderían clases y bien sabemos que sin la profesora esto se volvería un desastre. Mi duda es: ¿cómo se hace válido este derecho al ser profesora? ¿Es posible que el empleador sume 1 hora más, por día, al contrato de trabajo por concepto de amamantamiento?
Agradecería algún tipo de orientación en el tema. Muchas gracias,
Karina
Hola: soy profesora y trabajo en un colegio de adultos que funciona en tercera jornada ( de 19:00 a 23:00 hrs) y me gustaría saber si tengo derecho a las horas de amamantamiento, así como las tengo en el colegio diurno en el cual trabajo.
Ojala me puedan responder y orientar al respecto
Si tiene contrato de trabajo este derecho es irrenunciable.
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