El despido justificado.

Abstract

The right to work is essential for the human being, it’s the key for the complete development of a person in society, the right to work is the center of people because it´s the way to obtain their sustenance for living, it improves their life quality and their own realization. Work is basic for people´s wellbeing because it opens the door for social and economic progress. The right to work is recognized as a human right in the “Declaración Universal de los Derechos Humanos” that was stated in United Nation´s General Assembly in 1948. The right to work brings us with it a lot of warranties so that you could be able to exploit it in every war as possible, warranties that will be explained later. It´s important to know that as the right for work exists, the worker, the one that do the work and obtain a contribution for it, must obey certain rules so the working relationship lasts, but, ¿What if the worker does not obey the rules and his conduct configures a motive that result in his dismissal?, then it appears a query, ¿Why the employer must pay the broken dishes for the misconduct of the worker? ¿It has to exist a way that allows the employer to put an end to de working relationship with the worker, without the obligation to initiate an administrative procedure where a third impartial party must rule and decide if the end of the working relationship could finish or not, and, without paying any compensation. ¿Does the application of the figure known as justified dismissal goes against the principle of labor stability?.