EL TEST DE LABORALIDAD
Por: Andrés Izquierdo
1° de marzo de 2006
Muchas veces se presenta la situación en la cual hay personas prestan sus servicios para otra persona o empresa pero no se sabe con claridad si se trata o no de una relación de trabajo. Son las llamadas“zonas grises” o “fronterizas”, expresiones explicativas de aquellas prestaciones de servicio cuya cualidad resulta especialmente difícil de determinar como laboral o extra laboral.
No existe una fórmula infalible más allá de la constatación de la ajenidad, dependencia y salario, para determinar inequívocamente el carácter laboral de una relación, sin embargo, hay algunos criterios uniformes que se utilizan como parámetros para tal determinación. Desde el 13 de agosto del año 2002, la Sala de Casación Social del Tribunal Supremo de Justicia, para determinar si hay o no relación laboral, ha venido aplicando lo que se conoce como “El Test de Laboralidad”, el cual consiste en la revisión de los siguientes elementos indicativos:
1. Forma de determinar el trabajo.
2. Tiempo de trabajo y otras condiciones de trabajo.
3. Forma de efectuarse el pago.
4. Trabajo personal, supervisión y control disciplinario.
5. Inversiones, suministro de herramientas, materiales y maquinaria.
6. Otros: (…) asunción de ganancias o pérdidas por la persona que ejecuta el trabajo o presta el servicio, la regularidad del trabajo (…) la exclusividad o no para la usuaria (…).
7. La naturaleza jurídica del pretendido patrono.
8. De tratarse de una persona jurídica, examinar su constitución, objeto social, si es funcionalmente operativa, si cumple con cargas impositivas, realiza retenciones legales, lleva libros de contabilidad, etc.
9. Propiedad de los bienes e insumos con los cuales se verifica la prestación de servicio.
10. La naturaleza y quantum de la contraprestación recibida por el servicio, máxime si el monto percibido es manifiestamente superior a quienes realizan una labor idéntica o similar.
11. Aquellos propios de la prestación de un servicio por cuenta ajena.
En esta materia, no debemos olvidar que según la Constitución de 1999, en las relaciones laborales prevalece la realidad sobre las formas o apariencias; que la Ley Orgánica del Trabajo establece que se presumirá la existencia de una relación de trabajo entre quien preste un servicio personal y quien lo reciba; y que la Ley Orgánica Procesal del Trabajo establece que cuando corresponda al trabajador probar la relación de trabajo, gozará de la presunción de su existencia, correspondiéndole al presunto patrono desvirtuar la presunción, es decir, probar la inexistencia de la relación de trabajo.
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