Companies are looking for professionals capable of managing their finances and, with that, improving the economic health of the companies. That is why this program will be a bonus for your CV" 

Why Study at TECH?

TECH is the world's largest 100% online business school. It is an elite business school, with a model based on the highest academic standards. A world-class centre for intensive managerial skills training.   

TECH is a university at the forefront of technology, and puts all its resources at the student's disposal to help them achieve entrepreneurial success”

At TECH Global University

Innovation

The university offers an online learning model that combines the latest educational technology with the most rigorous teaching methods. A unique method with the highest international recognition that will provide students with the keys to develop in a rapidly-evolving world, where innovation must be every entrepreneur’s focus.

"Microsoft Europe Success Story", for integrating the innovative, interactive multi-video system.  

The Highest Standards

Admissions criteria at TECH are not economic. Students don't need to make a large investment to study at this university. However, in order to obtain a qualification from TECH, the student's intelligence and ability will be tested to their limits. The institution's academic standards are exceptionally high...  

95% of TECH students successfully complete their studies.

Networking

Professionals from countries all over the world attend TECH, allowing students to establish a large network of contacts that may prove useful to them in the future.  

100,000+ executives trained each year, 200+ different nationalities.

Empowerment

Students will grow hand in hand with the best companies and highly regarded and influential professionals. TECH has developed strategic partnerships and a valuable network of contacts with major economic players in 7 continents.  

500+ collaborative agreements with leading companies.

Talent

This program is a unique initiative to allow students to showcase their talent in the business world. An opportunity that will allow them to voice their concerns and share their business vision. 

After completing this program, TECH helps students show the world their talent. 

Multicultural Context

While studying at TECH, students will enjoy a unique experience. Study in a multicultural context. In a program with a global vision, through which students can learn about the operating methods in different parts of the world, and gather the latest information that best adapts to their business idea. 

TECH students represent more than 200 different nationalities.   

Learn with the best

In the classroom, TECH teaching staff discuss how they have achieved success in their companies, working in a real, lively, and dynamic context. Teachers who are fully committed to offering a quality specialization that will allow students to advance in their career and stand out in the business world. 

Teachers representing 20 different nationalities. 

TECH strives for excellence and, to this end, boasts a series of characteristics that make this university unique:   

Analysis

TECH explores the student’s critical side, their ability to question things, their problem-solving skills, as well as their interpersonal skills.  

Academic Excellence

TECH offers students the best online learning methodology. The university combines the Relearning method (a postgraduate learning methodology with the highest international rating) with the Case Study. A complex balance between tradition and state-of-the-art, within the context of the most demanding academic itinerary.  

TECH is the world’s largest online university. It currently boasts a portfolio of more than 10,000 university postgraduate programs. And in today's new economy, volume + technology = a ground-breaking price. This way, TECH ensures that studying is not as expensive for students as it would be at another university.  

At TECH, you will have access to the most rigorous and up-to-date case studies in the academic community”

The Advanced Master's Degree in Business Consulting and Labor Relations is a tailor-made program delivered in a 100% online format so you can choose the time and place that best suits your availability, schedule and interests. 

A program that takes place over 2 years and is intended to be a unique and stimulating experience that will lay the foundations for your success as a manager and entrepreneur.

What you study is very important. The abilities and skills you acquire are fundamental. You won't find a more complete syllabus than this one, believe us’’

Syllabus

The Advanced Master's Degree in Business Consulting and Labor Relations at TECH Global University is an intense program that prepares you to face business challenges and decisions both nationally and internationally.

The content of the Advanced Master's Degree in Business Consulting and Labor Relations is designed to promote the development of managerial skills that allow for more rigorous decision-making in uncertain environments.

Over the course of 3,000 hours, the student analyzes a plethora of practical cases through individual and team work. It is, therefore, an authentic immersion in real business situations. 

This Advanced Master's Degree in Business Consulting and Labor Relations deals in depth with the main areas of business, and is designed to provide education for managers who understand strategic management from a strategic, international and innovative perspective.

A plan designed for professionals, focused on their professional improvement and preparing them to achieve excellence in the field of management and business management. A program that understands your needs and those of your company through innovative content based on the latest trends, and supported by the best educational methodology and an exceptional faculty, which will provide you with the competencies to solve critical situations in a creative and efficient way. 

Module 1. Theory of Labor Relations
Module 2. The employment relationship, the employer and the employment contract 
Module 3. The modalities of labor contracting and the managerial power of the employer 
Module 4. Vicissitudes of the labor relationship: working hours, rest periods, modification of conditions and interruption of the labor relationship 
Module 5. Social Security
Module 6. Personnel Administration
Module 7. Termination of the Labor Relationship 
Module 8. Freedom of Association and Company Representation Model 
Module 9. Company Agreements and Conflict Resolution Measures 
Module 10. Labor Law
Module 11. Collective Labor Law
Module 12. Social Security Law 
Module 13. Performance Management and Compensation Policy
Module 14. Outsourcing Self-Employment and Special Employment Relationships 
Module 15. Occupational Health, Protection and Prevention
Module 16. Occupational Risk Prevention: Obligations and Responsibilities 
Module 17. The Labor Process: declarative Tutelage (General Part and Procedural Modalities) 
Module 18. The Labor Process: Means of Contestation and Enforcement Protection 
Module 19. Change Management
Module 20. Complementary Social Protection and Social Action in the Company

Where, When and How is it Taught?

TECH offers the possibility of taking this program completely online. During the 2 years of this education, you will be able to access the contents of this program at any time, allowing you to self-manage your study time. 

Module 1. Theory of Labor Relations

1.1. History of Labor Relations

1.1.1. Conceptual Framework and Definition. (Basic Concepts of Employment, Work)
1.1.2. Historical Evolution of Labor Relations 
1.1.3. The Society of Knowledge in the 21st Century

1.2. Evolution of the Forms of Work

1.2.1. Labor Relations and Labor Markets
1.2.2. The Theory of Labor Market Segmentation and its Practices

1.3. Socialism - Communism in Labor Relations

1.3.1. Conceptual Framework of Socialism and Communism
1.3.2. Brief Historical Description
1.3.3. Labor Relations under the Communist Political Framework
1.3.4. Labor Relations under the Political Framework of Socialism

1.4. Liberalism - Capitalism in Labor Relations

1.4.1. Concept of Liberalism versus Capitalism
1.4.2. Capitalism Throughout the History of the Economy
1.4.3. Labor Relations under the Prism of Economic Capitalism

1.5. Trade Union Law 

1.5.1. Trade Unionism
1.5.2. Fundamentals of Trade Union Law
1.5.3. The Role of Collective Bargaining

1.6. Employee Representation

1.6.1. Concept
1.6.2. Regulatory Framework
1.6.3. Negotiation 

1.7. State Intervention in Labor Relations

1.7.1. Historical Framework
1.7.2. Public Intervention in the Configuration of Individual Labor Relationships
1.7.3. Employment Contracts, Working Hours, Wages and Benefits

1.8. Institutionalism and Pluralism

1.8.1. Conceptualization and Framing within the Theories of the State
1.8.2. Institutionalism
01.8.3. Pluralism

1.9. Corporatism

1.9.1. Conceptualization 
1.9.2. Types of Corporatism in the International Scenario

1.10. Social Policies in the International Sphere

1.10.1. Social Policies (Convergences and Divergences)
1.10.2. Intervention Models 
1.10.3. The Welfare State

Module 2. The employment relationship, the employer and the employment contract 

2.1. Sources of Labor Law (I) 

2.1.1. Labor Content of the Spanish Constitution of 1978 
2.1.2. International and Supranational Standards 
2.1.3. Rules with the Force of Law 
2.1.4. Regulations and Other Regulatory Provisions 

2.2. Sources of Labor Law (II) 

2.2.2. The Individual Employment Contract 
2.2.3. Custom and General Principles of Law 
2.2.4. The Most Beneficial Condition 
2.2.5. The criteria for the Arrangement of Concurrent Labor Standards

2.3. The Concept of Worker: Definitional Notes and Gray Areas 

2.3.1. The Assumptions of labor: Personal Service, Voluntary, Remunerated, Dependency and Dependence 
2.3.2. Special Labor Relationships 
2.3.3. Activities Excluded from Labor Legislation 

2.4. The Labor Employer (I) 

2.4.1. Concept of Employer in Labor Law 
2.4.2. The Company, the Work Center and the Productive Unit 
2.4.3. Groups of Companies for Labor Purposes 
2.4.4. Outsourcing of Services: Contracts and Subcontracts 

2.5. The Labor Employer (II) 

2.5.1. Illegal Assignment of Workers 
2.5.2. The Transfer of the Company 

2.6. Recruitment and Selection of Workers 

2.6.1. The Employee Recruitment Process 
2.6.2. The Employee Selection Process 
2.6.3. Discrimination in Access to Employment 
2.6.4. Affirmative Action Measures in Access to Employment 

2.7. Labor Contracting: Limits and Essential Elements 

2.7.1. Ability to Work 
2.7.2. Limitations on Employment of Minors 
2.7.3. The Form of the Employment Contract 
2.7.4. The Ineffectiveness of the Employment Contract 
2.7.5. The Basic Copy of the Employment Contract 
2.7.6. Protection of Personal Data 

2.8. Covenants Ancillary to the Employment Contract 

2.8.1. The Agreement of Full Dedication or Exclusivity in the Labor Performance 
2.8.2. The Company's Permanence Pact 
2.8.3. The Prohibition of Post-contractual Competition 

2.9. The Legal Regime of the Probationary Period 

2.9.1. The Probationary Period Agreement and its Duration 
2.9.2. Free Withdrawal During the Trial Period 
2.9.3. Withdrawal during the Probationary Period of a Pregnant Worker 

2.10. The Rights of Workers over their Intellectual Creations 

2.10.1. Exploitation Rights of Workers' Creations: Requirements and Scope 
2.10.2. Exploitation Rights of Computer Creations 
2.10.3. Moral Rights 

Module 3. The modalities of labor contracting and the managerial power of the employer 

3.1. Indefinite-Term Contracts 

3.1.1. The Ordinary Indefinite Term Contract 
3.1.2. The Promotion of Permanent Hiring 
3.1.3. Discontinuous Fixed Term and Periodic Fixed Term Contracts

3.2. Temporary Hiring (I) 

3.2.1. The Contract for a Specific Work or Service 
3.2.2. Temporary Contracts due to Production Circumstances 
3.2.3. The Interim Contract 

3.3. Temporary Hiring (II) 

3.3.1. The Training and Apprenticeship Contract 
3.3.2. Internship Contracts 

3.4. Temporary Hiring (III) 

3.4.1. Provisions Common to Temporary Contracting 
3.4.2. Other Types of Temporary Contracts 
3.4.3. Temporary Employment Agencies (TEAs) 

3.5. The Part-Time Contract and its Varieties 

3.5.1. The Common Part-Time Contract 
3.5.2. Aspects Related to Part-Time Contracts 
3.5.3. Supplementary Hours 
3.5.4. Partial Retirement and Relief Contracts

3.6 Telecommuting and "Teleworking"

3.6.1. The Voluntary Nature of Telecommuting 
3.6.2. The Requirements to be Included in the Contract 
3.6.3. The Day and the Digital Disconnection 
3.6.4. Control of Labor Activity 

3.7. The Right to Effective Employment and Fundamental Workers' Rights 

3.7.1. The Right to Effective Occupancy 
3.7.2. Fundamental Rights Specific to the Employment Relationship 
3.7.3. Fundamental Rights not Specific to the Employment Relationship 
3.7.4. Compensation for Damages: Moral Damages 

3.8. Duties of the Employee 

3.8.1. The Duty not to Compete with the Company's Activity 
3.8.2. Duty of Care and Good Faith 
3.8.3. The Duty to Observe Safety and Health Measures 
3.8.4. The Duty to Comply with the Employer's Orders and Instructions 

3.9. Managerial Power and New Technological Control Mechanisms 

3.9.1. The Managerial Power of the Entrepreneur 

3.9.1.1. Control of Lockers and Personal Belongings 

3.9.2. The Power of Management and New Surveillance and Control Mechanisms 

3.9.2.1. IT Control of Technological Tools 
3.9.2.2. Control via Geolocation or GPS Systems 
3.9.2.3. Monitoring through CCTV Systems

3.10. Determination of Employee Benefits and Functional Mobility 

3.10.1. Determination of Work Performance: General Aspects 
3.10.2. The Professional Classification System: Professional Groups 
3.10.3. Functional Mobility and Corporate ius variandi 

3.10.3.1. General Requirements: Qualification and Respect for the Worker's Dignity 
3.10.3.2. Functional Mobility within the Professional Group: Horizontal 
3.10.3.3. Functional Mobility outside the Professional Group: Vertical 

Module 4. Vicissitudes of the labor relationship: working hours, rest periods, modification of conditions and interruption of the labor relationship

4.1. Working Time: The Working Day 

4.1.1. Ordinary Working Hours 

4.1.1.2. Duration of the Day 
4.1.1.3. Distribution of the Day 

4.1.2. Special Workdays due to the Activity 
4.1.3. Special Days for Personal Reasons 
4.1.4. Obligation to Register 
4.1.5. Overtime 

4.1.5.1. Concept and Classification 
4.1.5.2. Nature 
4.1.5.3. Compensation for its Execution
4.1.5.4. Prohibition 
4.1.5.5. Records 
4.1.5.6. Working Hours 

4.1.6. The Timetable 
4.1.7. Night Work and Night Worker 
4.1.8. Shift Work 

4.2. Adaptation of Working Hours and Work-Life Balance Rights 

4.2.1. Reduction in Working Hours for Infant Care 
4.2.2. Absence or Reduction of the Working Day due to Premature Childbirth or Hospitalization of the Newborn
4.2.3. Reduction of Working Hours for Reasons of Legal Guardianship of Minors, Family Members or Handicapped Persons
4.2.4. Reduction of Working Hours or Adaptation in the Case of a Minor Affected by Cancer or any other Serious Disease 
4.2.5. Reduction of Working Hours due to Gender Violence or Terrorism 
4.2.6. Reduced Working Hours to receive OHS training 

4.3. The Annual Vacation and Rest Regime 

4.3.1. The Work Calendar 
4.3.2. The Rest Regime 

4.3.2.1. Rest During the Day 
4.3.2.2. Rest Between Shifts 
4.3.2.3. Weekly Rest 

4.3.3. Holidays 
4.3.4. Vacations 

4.3.4.1. Commencement, Duration and Accrual 
4.3.4.2. Proportionality and Computable Periods 
4.3.4.3. Coincidence of Vacations with Sick Leave Situations 
4.3.4.4. Vacation Time 
4.3.4.5. Payable Nature and the Possibility of Substitution 

4.4. The Wage Benefit 

4.4.1. Concept and Function of Salaries 
4.4.2. Salary in Cash and in Kind 
4.4.3. Non-Salary Benefits 
4.4.4. Wage Systems: Procedures for their Determination 
4.4.5. Salary Structure 

4.4.5.1. Base Salary 
4.4.5.2. Salary Supplements 
4.4.5.3. Consolidation of Salary Supplements 

4.4.6. Extraordinary Payments 
4.4.7. Wage Determination 

4.4.7.1. Minimum Interprofessional Salary 
4.4.7.2. Professional Salary 
4.4.7.3. Contractual Salary 

4.4.8. The Salary Absorption and Compensation Mechanism 
4.4.9. Payment of Salary 
4.4.10. Wage Protection 

4.4.10.1. Non-attachability of Wages 
4.4.10.2. Wages as a Privileged Credit 

4.5. Geographic Mobility of Workers 

4.5.1. Concept and Characteristics 
4.5.2. The Legal Regime of Transfers 

4.5.2.1. Concept 
4.5.2.2. Causal Element 
4.5.2.3. Types of Transfers 
4.5.2.4. Procedure 

4.5.3. The Legal Regime of Movements 

4.5.3.1. Concept 
4.5.3.2. Causal Element 
4.5.3.3. Procedure 
4.5.3.4. Effects 

4.6. Substantial Modification of Working Conditions  

4.6.2. Causal Element 
4.6.3. Working Conditions Subject to Change 
4.6.4. Concept of Substantial Modification 
4.6.5. Type of Substantial Modification: Individual or Collective 
4.6.6. Procedure 

4.6.6.1. Individual Modification 
4.6.6.2. Collective Modification  

4.7. Modifications of Working Conditions at the Employee's Will 

4.7.1. Promotions 

4.7.1.1. Concept 
4.7.1.2. Legal Regime 

4.7.2. Family Reunification 
4.7.3. Purpose 
4.7.4. Legal Regime 
4.7.5. Objective Causes 

4.7.5.1. Protection of Female Workers who are Victims of Gender Violence and Terrorism 
4.7.5.2. Protection of Persons with Disabilities 
4.7.5.3. Protection of the Worker's Physical Integrity 

4.8. Interruption of Employment Benefits: Paid Leaves of Absence 

4.8.1. Concept and Characteristics 
4.8.2. Types of Permits 
4.8.3. Other Interruptions of Work for Reasons Not Imputable to the Worker 
4.8.4. Effects and Enjoyment 

4.9. Suspension of the Employment Contract due to Business Causes or Force Majeure 

4.9.1. Concept and Characteristics 
4.9.2. Causes for Suspension 

4.9.2.1. Suspension of the Contract at the Will of the Parties 
4.9.2.2. Suspension due to Temporary Disability 
4.9.2.3. Suspension for Family Reasons 
4.9.2.4. Suspension at the Employee's Will 
4.9.2.5. Worker Victim of Gender Violence 
4.9.2.6. Exercise of the Right to Strike 
4.9.2.7. Suspension at Will of the Company 
4.9.2.8. For Disciplinary Reasons 
4.9.2.9. Due to Legal Closure of the Company 

4.9.3. Suspension and Reduction of Working Hours due to Business Causes 
4.9.4. Suspension and Reduction of Working Hours due to Force Majeure 

4.10. The Legal Regime of Leave of Absence from Work 

4.10.1. Concept and Typology 
4.10.2. Forced Leave of Absence 

4.10.2.1. Appointment or Election to Public Office 
4.10.2.2 Union Positions 
4.10.2.3. Effects 

4.10.3. Leave of Absence for Child and Family Care 

4.10.3.1. Assumptions 
4.10.3.2. Effects 

4.10.4. Voluntary Leave of Absence 

4.10.4.1. Requirements 
4.10.4.2. Effects 

Module 5. Social Security

5.1. The Constitutional Model of Social Protection. The Social Security System

5.1.1. The Constitutional Model of Social Protection

5.1.1.1. Measures for the Protection of Social Needs
5.1.1.2. Social Security 

5.1.3. Economic and Financial Regime of Social Security 
5.1.4. Social Security Management

5.2. Persons and Contingencies Protected  

5.2.1. Field of Application of the System
5.2.2. Scope of Application of the General Regime
5.2.3. Entrepreneur Registration
5.2.4. Employee Affiliation

5.2.4.1. Employee Terminations and Cancellations
5.2.4.2. Discharge Classes
5.2.4.3. The Special Agreement as a Situation Assimilated to Registration
5.2.4.4. Effects of Registration, Cancellation and Communication of Employee Data

5.2.5. Effects of Improper Acts

5.3. Persons and Contingencies Protected II

5.3.1. Protected Situations 
5.3.2. Occupational Accidents and Occupational Diseases 
5.3.3. The Protective Action of the Social SecuritySystem 
5.3.4. General Requirements for Entitlement to Contributory Benefits 
5.3.5. Liability for benefits 
5.3.6. Automated Performance 

5.4. Management and Financing (part I) 

5.4.1. Social Security Management 

5.4.1.1. Management Entities 

5.4.2. Common Services 
5.4.3. Collaboration in Management  

5.5. Management and Financing (part II)  

5.5.1. Economic and Financial Regime of Social Security 
5.5.2. General Social Security Resources 
5.5.3. Social Security Contributions 

5.5.3.1. Contribution Bases and Rates 

5.5.4. Collections  

5.6. Economic Benefits: Subsidies and Pensions I  

5.6.1. Introduction 
5.6.2. Temporary Disability 
5.6.3. Maternity 
5.6.4. Parenting  
5.6.5. Risk during Pregnancy and breastfeeding 
5.6.6. Care of Children Affected by Cancer or Other Serious Illness 
5.6.7. Unemployment  

5.7. Economic Benefits: Subsidies and Pensions II 

5.7.1. Introduction  
5.7.2. Contributory Benefits 

5.7.2.1. Permanent Disability 
5.7.2.2. Retirement 
5.7.2.3. Death and Survival 

5.7.3. Non-contributory Benefits 

5.7.3.1. Disability 
5.7.3.2. Retirement 

5.7.4. Family Benefits 

5.8. The Health System. Portfolio of Services and Medicines 

5.8.1. The Health System and Social Security 
5.8.2. Evolution of the Right to Health Protection 
5.8.6. Medicines and Pharmaceutical Services 
5.8.7. Insureds and Beneficiaries of the Right to Health Care 
5.8.8. Benefit Management  

5.9. The Social Assistance System

5.9.1. Delimitation of the Concept. Social Assistance   
5.9.2. Internal Social Security Social Assistance  
5.9.3. Social Assistance outside the Social Security System 
5.9.4. Social Services 
5.9.5. The System for Autonomy and Dependency Care 

5.10. Pension Plans and Funds. Mutual Benefit Societies

5.10.1. Introduction 
5.10.2. Voluntary Improvements 
5.10.3. Mutual Benefit Societies. Pension Plans and Funds 

Module 6. Personnel Administration

6.1. Introduction to Personnel Management

6.1.1. Human Resources in the Company
6.1.2. Personnel Administration Management in Human Resources (HR) 

6.2. Recruitment Modalities

6.2.1. The Work Contract
6.2.2. Types of Contracts 
6.2.3. Types of Contract Termination

6.3. The Payroll Receipt (I)

6.3.1. Salary 
6.3.2. Salary Payments
6.3.3. Extra Salary Payments 

6.6. Working Hours, Vacations and and Leave

6.6.1. Workday
6.6.2. Vacations
6.6.3. Work Permits
6.6.4. Disabilities 

6.7. Taxes

6.7.1. The Tax System
6.7.2. Tax Obligations of Employees
6.7.3. Employer's Tax Obligations 

6.8. Technological Tools for Payroll Processing 

6.8.1. The ERP Concept
6.8.2. Importance in Payroll Management
6.8.3. Most Common Programs 

6.9. Compensation and Benefits

6.9.1. Compensation and Benefits Administration
6.9.2. Benefits in Excess of the Law
6.9.3. Emotional Salary
6.9.4. Home Office 

6.10. Equal Opportunity in Personnel Administration

6.10.1. Equal Opportunity as Part of Organizational Culture
6.10.2. Gender Equity
6.10.3. Social Responsibilit

Module 7. Termination of the Labor Relationship

7.1. Termination of the Employment Contract by the Joint Will of the Parties 

7.1.1. Termination of Contract by Mutual Agreement of the Parties 

7.1.1.1. Concept 
7.1.1.2. Requirements 
7.1.1.3. Effects 

7.1.2. Termination of a Contract for Causes Validly Stated in the Contract: Concept and Requirements 
7.1.3. Termination of the Contract due to Expiration of the Agreed Time or Performance of the Work or Service under Contract 

7.2. Termination of the Employment Contract for Other Causes Related to the Parties to the Contract 

7.2.1. Death, Retirement, Incapacity or Extinction of the Legal Personality of the Entrepreneur 
7.2.2. Death, Retirement or Disability of the Employee 

7.3. Voluntary Termination or Termination of the Employee 

7.3.1. Concept of Resignation and Abandonment 
7.3.2. Resignation with Notice 
7.3.3. Notice of Resignation 
7.3.4. Formal Aspects and Effects 
7.3.5. Resignation of Senior Management Personnel 

7.4. Termination of the Employment Contract at the Employee's will due to a Breach of Contract by the Company

7.4.1. Termination of the Contract for Breach of Contract by the Company: Causes 

7.4.1.1 Substantial Modifications that Result in the Impairment of the Worker's Dignity 
7.4.1.2 Lack of Payment or Continued Delinquencies 
7.4.1.3 Other Serious Corporate Noncompliance 

7.4.2. Procedure 
7.4.3. Effects 

7.5. Disciplinary Dismissal 

7.5.1. Concept and Characteristics 
7.5.2. Causes 

7.5.2.1. Repeated Absences in Attendance or Punctuality 
7.5.2.2. Indiscipline or Disobedience in the Workplace 
7.5.2.3. Verbal or Physical Offenses 
7.5.2.4. Breach of Contractual Good Faith and Abuse of Trust in the Performance of Work 
7.5.2.5. Continuous and Voluntary Decrease in performance 
7.5.2.6. Habitual Drunkenness or Drug Addiction 
7.5.2.7. Discriminatory Harassment of the Employer or Persons Working in the Company 

7.5.3. Form and Procedure 

7.5.3.1. The Letter of Dismissal 
7.5.3.2. The Effective Date 
7.5.3.3. Notification of Dismissal to the Employee 

7.5.4. The Disciplinary Dismissal Procedure in the Case of Workers' Legal Representatives 

7.6. Termination of the Employment Contract for Objective Causes: Objective Dismissal 

7.6.1. Concept and Legal Regime 
7.6.2. Causes 

7.6.2.1. Worker Ineptitude 
7.6.2.2. Lack of Adaptation to Technical Changes in the Workplace 
7.6.2.3. Economic, Technical, Organizational and Production Causes 
7.6.2.4. Insufficient Budgetary Appropriation 

7.6.3. Formal and Procedural Requirements 

7.6.3.1. The Provision of Compensation 
7.6.3.2. The Letter of Dismissal 
7.6.3.3. The Notice Period and the Hours of Leave to Find Employment 

7.6.4. Priority of Permanence 

7.7. Collective Dismissal 

7.7.1. Concept and Characteristics 
7.7.2. Causes 

7.7.1.1. Economic Reasons 
7.7.1.2. Organizational Causes 
7.7.1.3. Technical Reasons 
7.7.1.4. Productive Causes 

7.7.3. Scope of the Impact of the Causes: Benchmarks 
7.7.4. The Procedure 

7.7.4.1. Collective Phase of Collective Dismissal: Consultation Period and Negotiation Process 
7.7.4.2. Individual Phase of Collective Dismissal 

7.7.5. Brief Reference to Collective Dismissal in Bankrupt Companies 

7.8. Dismissal due to Force Majeure 

7.8.1. Concept of Force Majeure 
7.8.2. Procedure 
7.8.3. Effects 

7.9. Termination of Employment Contracts for Public Administration Employees 

7.9.1. Termination due to Contract Termination 
7.9.2. Disciplinary Dismissal of Public Administration's Labor Personnel
7.9.3. Dismissal for Objective Causes 
7.9.4. Collective Dismissal 

7.10. Termination of the Contract of Senior Management Employees 

7.10.1. Withdrawal by the Manager 
7.10.2. Dismissal ad nutum or without Cause 
7.10.3. Dismissal for Disciplinary Reasons 
7.10.4. The Golden Parachute Clauses or Indemnity Clauses in Favor of Executives 
7.10.5. Extinction in Bankruptcy Proceedings 

Module 8. Freedom of Association and Company Representation Model 

8.1. Trade Union Rights and their Constitutional Recognition 

8.1.1. The International Model: The I.T.O. Doctrine. As a World Standard for the Legal Regulation of the Trade Union Phenomenon 
8.1.2. The Legal Recognition of Trade Unions in the Spanish Legal System

8.1.2.2. Constitutional Recognition of Freedom of Association 
8.1.2.3. Essential Content 
8.1.2.4. Additional Content 

8.3. Greater Union Representativeness 

8.3.1. Electoral Hearing 
8.3.2. Irradiation 

8.4. Protection of Freedom of Association 

8.4.1. Challenges to Union Bylaws 
8.4.2. The Special Process for the Protection of Trade Union Rights
8.4.3. Constitutional Judicial Protection
8.4.4. Administrative Protection of Freedom of Association 
8.4.5. International Protection of Freedom of Association 

8.5. Representation of Collective Interests and Social Concertation 

8.5.1. Legitimized Parties 
8.5.2. Functions of Institutional Participation 
8.5.3. Social Dialogue 
8.5.4. Participation in Tripartite Bodies 

8.6. Freedom of Association and Collective Bargaining 

8.6.1. Structure of Collective Negotiation 
8.6.2. Statutory Collective Negotiation
8.6.3. Extra-statutory Collective Bargaining and Other Types of Negotiation 
8.6.4. Framework Agreements
8.6.5. Negotiated Internal Flexibility Mechanisms and Company Collective Bargaining Agreements 

8.7. Union Organization and Action in the Company and in the Public Administrations 

8.7.1. Company Union Sections and Union Delegates: 
8.7.2. Legal Regime: Scope and Legal Types
8.7.3. Functions and Competencies
8.7.4. Guarantees for Union Representatives in the Company
8.7.5. Union Representation in the Civil Service 

8.8. Elective Representation of Workers in the Company 

8.8.1. Unitary Representation 
8.8.2. Company Committee 
8.8.3. Personnel Delegates 
8.8.4. Intercenter Committee 
8.8.5. Procedure for the Election of Workers' Representatives 

8.9. Attributions and Competencies of Institutionalized Representation 

8.9.1. Guarantees of Workers' Representatives
8.9.2. Liability of Workers' Representatives: the Duty of Confidentiality 

8.10. Other Legal Representations 

8.10.1. Ad hoc Committees 
8.10.2. Prevention Delegates and Health and Safety Committee 
8.10.3. Representations on European Works Councils

Module 9. Company Agreements and Conflict Resolution Measures

9.1. The Statutory Collective Agreement 

9.1.1. Concept and Nature of the Collective Agreement 
9.1.2. Types of Collective Agreements 
9.1.3. Scope of Application of Collective Agreements 

9.2. The Statutory Collective Agreement and the Negotiation Process 

9.2.1. Parties to the Collective Agreement, Authority and Parties Bound by the Agreement 
9.2.2. Procedure for Drawing Up the Collective Agreement 
9.2.3. Content and Limits of the Collective Agreement 

9.3. The Statutory Collective Agreement and its Temporary Application 

9.3.1. Duration of the Collective Agreement
9.3.2. Ultraactivity 
9.3.3. Non-application of Collective Agreements 

9.4. Relationships between Agreements 

9.4.1. The Concurrence of Collective Agreements 
9.4.2. Adherence to and Extension of Collective Agreements 

9.5. Company Agreements 

9.5.1. Types of Corporate Agreements 
9.5.2. Subsidiary Corporate Agreements 
9.5.3. Modifying Corporate Agreements 
9.5.4. Production Reorganization Corporate Agreements 
9.5.5. Informal Corporate Agreements or Covenants 
9.5.6. Corporate Agreements Procedure 

9.6. Autonomous Dispute Resolution Procedures 

9.6.1. Mediation 
9.6.2. Reconciliation 
9.6.3. Arbitration 

9.7. The Procedural Modality of Collective Disputes or Global Framework Agreements and Collective Community Negotiation 

9.7.1. Parties Entitled to Bring the Action 
9.7.2. Vicissitudes of this Special Modality 
9.7.3. Effects of the Judgment 

9.8. The Right to Strike: Ownership and Typology 

9.8.1. Ownership of the Right to Strike 
9.8.2. The Civil Servants' Strike 
9.8.3. Strike Modalities 

9.9. The Procedure to Carry Out the Strike 

9.9.1. Call for Strike 
9.9.2. Administration of the Strike: Strike Committee 
9.9.3. Termination of the Strike 

9.10. Effects of the Strike and Limits to its Exercise 

9.10.1. Effects of the Strike
9.10.2. Security and Maintenance Services 
9.10.3. Minimum Services 

Module 10. Labor Law

10.1. The Sources of Labor Law 

10.1.1. The Normative Sources of the Labor Law. Introduction 
10.1.2. International Sources 

10.1.2.1. The Normative Role of the International Labor Organization   
10.1.2.2. The Normative Function of the European Union. Community Law   
10.1.2.3. Agreed International Law Bilateral and Multilateral Agreements l  
10.1.3.2. Laws and Regulations with the Status of Law   
10.1.3.3. The Regulations   
10.1.3.4. Collective Bargaining Agreements   
10.1.3.5. Local and Professional Customs and Practices 
10.1.3.6. Principles of Labor Law   

10.2. The Worker 

10.2.1. Introduction 
10.2.2. The Characteristics of the Employment Relationship 

10.2.2.1. Very Personal Nature   
10.2.2.2. Wilfulness   
10.2.2.3. Dependency   
10.2.2.4. Adjacency   
10.2.2.5. Remuneration 

10.2.3. Labor Relationships of a Special Nature 

10.2.3.2. Family Home Service   
10.2.3.3. Prisoners in Penitentiary Institutions   
10.2.3.4. Professional Athletes   
10.2.3.5. Performers in Public Shows   
10.2.3.6. Persons who Intervene in Commercial Transactions on Behalf of one or more Entrepreneurs without Assuming the Risks and Risks of such Transactions: Trade Representatives 
10.2.3.7. Persons with Disabilities Working in Special Employment Centers    
10.2.3.8. Port Dockers   
10.2.3.9. The Residency for the Training of Specialists in Health Sciences   
10.2.3.10. Lawyers who Provide Services in Law Firms, Individual or Collective 

10.2.4. Excluded Jobs 

10.2.4.1.  Civil Servants and Statutory Personnel in the Service of the Administration   
10.2.4.2. Compulsory Personal Benefits   
10.2.4.3. Board Members of Corporate Companies   
10.2.4.4. Friendly, Benevolent or Neighborly Work   
10.2.4.5. Family Jobs   
10.2.4.6. Commercial Brokerage with Assumption of Risk   
10.2.4.7. Transportation Service   
10.2.4.8. Work Performed on One's Own Account  

10.3. The Employer and the Company 

10.3.1. The Businessman. Concept and Legal Nature 
10.3.2. Corporate Subrogation 
10.3.3. Groups of Companies 
10.3.4. Productive Decentralization. Contracts and Subcontracts for Works and Services 

10.3.4.1. The Different Assumptions of Liability in Wage and Social Security Matters  
10.3.4.2. Production Outsourcing and Health and Safety in the Work Environment   
10.3.4.3. Duties of Information, Consultation and Participation in the Context of Works or Services Contracts 

10.3.5. Illegal Assignment of Workers 

10.3.5.1. Concept and Description of the Phenomenon   
10.3.5.2. Consequences of Illegal Assignment 

10.3.6. Temporary Employment Agencies 

10.3.6.1. The Civil or Commercial Commitment between the Temporary Employment Agency and the User Company. The Contract for the Provision of Services   
10.3.6.2. The Employment Relationship between the Temporary Employment Agency and the Temporary Employee. The Work Contract   
10.3.6.3. The Special Situation of the Worker in the User Company 

10.4. The Work Contract 

10.4.1. The Work Contract Concept and Basic Characteristics 
10.4.2. Formalities of the Employment Contract 

10.4.2.1. Consent, Object and Cause   
10.4.2.2. Capacity to Hire   
10.4.2.3. The form of the Contract   
10.4.2.4. The Validity of the Contract. Total and Partial Nullity of the Labor Relationship   
10.4.2.5. Simulation of the Employment Contract  

10.4.3. The Probationary Period 
10.4.4. Main Contractual Modalities 

10.4.4.1. Indefinite-Term Contracts   
10.4.4.2. Fixed-Term Contracts   
10.4.4.3. Training Contracts   
10.4.4.4. Other Contractual Modalities

10.5. Basic Labor Rights and Duties 

10.5.1. Basic Employee Rights and Duties 

10.5.1.1. Rights   
10.5.1.2. Responsibilities   

10.5.2. Basic Rights and Duties of the Employer   

10.5.2.1. The Power of Management   
10.5.2.2. Disciplinary Power 

10.6. Occupational Risk Prevention 

10.6.1. Introduction  
10.6.2. The Guarantee of Protection against Occupational Risks. The Principles of Preventive Action  
10.6.3. The Prevention Plan. Risk Assessment and Planning of Mentoring Activities  
10.6.4. Work Equipment and Means of Protection  
10.6.5. Information, Consultation and Participation of Workers  
10.6.6. Employee Training  
10.6.7. Emergency Measures  
10.6.8. Serious and Imminent Risk  
10.6.9. The Duty of Health Surveillance  
10.6.10. Responsibilities of a Documentary Nature  
10.6.11. Coordination of Business Activities  
10.6.12. The Unique Attention Given to Certain Groups  

10.6.12.1. Workers Particularly Sensitive to Certain Risks   
10.6.12.2. Motherhood   
10.6.12.3. The Minors   
10.6.12.4. Workers in Temporary Employment Relationships or made available by a Temporary Work Agency

 10.6.13. The Responsibilities of the Workforce in relation to the Prevention of Occupational Risks 

10.7. Salary 

10.7.1. Salary 

10.7.1.1. Concept and Characteristics   
10.7.1.2. Form of Payment: in Cash or in Kind   
10.7.1.3. Salary Structure   
10.7.1.4. Wage Settlement and Payment   
10.7.1.5. Compensation and Deduction of Salaries   
10.7.1.6. Wage Guarantees   
10.7.1.7. Extraordinary Bonuses

10.7.2. Non-Salary Benefits 
10.7.3. The Principle of Equality and Non-Discrimination on the Basis of Gender in the Accrual and Payment of Compensation 
10.7.4. The Right to Economic Promotion 

10.8. Working Hours 

10.8.1. The Working Day 

10.8.1.1. Ordinary Working Hours   
10.8.1.2. Overtime   
10.8.1.3. Special Working Hours   
10.8.1.4. Reductions in Working Hours as provided for in the Workers' Statute 

10.8.2. Night and Shift Work 

10.8.2.1. Night Work   
10.8.2.2. Shift Work

10.8.3. Holidays, Leaves of Absence and Annual Vacations 

10.8.3.1. Labor Holidays   
10.8.3.2. Permits   
10.8.3.3. Annual Leave 

10.8.4. The Work Calendar 

10.9. Novation of the Employment Contract 

10.9.1. Functional Mobility 
10.9.2. Geographic Mobility 

10.9.2.1. Geographic Mobility at the Request of the Employer   
10.9.2.2. Geographic Mobility at the Worker's Request 

10.9.3. Substantial Modification of Working Conditions 

10.9.3.1. First Requirement: Concurrence of a Justifying Cause   
10.9.3.2. Second Requirement: Subject Matter to be Changed   
10.9.3.3. Third Requirement: Procedure to Be Followed  

10.9.4. Modification of the Conditions Established in a Statutory Collective Agreement 

10.10. Suspension and Termination of Employment Contracts 

10.10.1. Suspension of the Employment Contract 

10.10.1.1. Maternity, Paternity, Adoption, Foster Care and Risk during Pregnancy  
10.10.1.2. Leaves of Absence   
10.10.1.3. Suspension of the Employment Contract due to Economic, Technical, Organizational or Production Causes. 10.10.1.4. Suspension of the Contract due to Force Majeure   

10.10.2. Termination of the Employment Contract  

10.10.2.1. Termination due to Unilateral Will of the Employee   
10.10.2.2. Termination by Unilateral Will of the Employer: Dismissal 

Module 11. Collective Labor Law

11.1. Collective Autonomy and Labor Relations System

11.1.1. Collective Autonomy: Concept and Structural Elements
11.1.2. The Three-Dimensional Structure of Collective Autonomy and its Reflection: Freedom of Association and the Right to Strike
11.1.3. The Right to Collective Negotiation

11.2. Freedom of Association

11.2.1. The Constitutional Configuration of Freedom of Association
11.2.2. Ownership of the Right to Freedom of Association
11.2.3. Content of the Right to Freedom of Association

11.3. Legal Regime of the Union

11.3.1. Incorporation and Acquisition of Legal Personality
11.3.2. Internal Functioning of the Syndicate and Economic Regime
11.3.3. The Union's Responsibility

11.4. Business Associations

11.4.1. The Employer and Union Structure
11.4.2. Union Representation: Most Representative Unions
11.4.3. Employer Representation Structure, Criteria and Determination of Attributions

11.5. The Representation and Collective Action of Workers in the Company    

11.5.1. The Dual Channel of Representation in the Company
11.5.2. Unitary Representation: Personnel Delegates and Works Councils
11.5.3. Union Elections
11.5.4. The Right to Assemble in Companies: Workers' Assemblies 

11.6. Collective Negotiation

11.6.1. Constitutional and Legal Recognition of the Right to Collective Negotiation
11.6.2. Negotiations and Collective Labor Agreements: Classification and Typology
11.6.3. Collective Negotiation Structure and Agreement Concurrency 

11.7. The Dynamics of Collective Negotiation of General Effectiveness: Preparation, Term and Application of Agreements 

11.7.1. Negotiating Parties: Capacity and Legitimacy
11.7.2. Negotiation Process: the Duty to Negotiate
11.7.3. Formal Requirements and Control of Legality: Challenging the Agreement
11.7.4. Application and Interpretation of the Agreement: Basic Issues
11.7.5. The Term of the Agreement 
11.7.6. Adherence and Extension of the Agreement

11.8. Collective Conflict

11.8.1. Concept and Types of Collective Disputes
11.8.2. Constitutional Regulation of Collective Disputes
11.8.3. Collective Action by Workers and Employers in Collective Disputes

11.9. The Strike

11.9.1. Constitutional Recognition of the Right to Strike: Ownership and Content
11.9.2. The Exercise of the Right to Strike: Formal Issues. The Strike Committee
11.9.3. Types of Strikes: Illegal Strikes and Abusive Strikes
11.9.4. The Effects of the Strike

Module 12. Social Security Law

12.1. Risk Protection 

12.1.1. Social Risks
12.1.2. Risk Protection Techniques and their Evolution
12.1.3. Social Security as a Paradigmatic Example of the Welfare State's Welfare Benefit Activity
12.1.4. The Constitutional Configuration of the Social Security System

12.2. System Structure and Composition 

12.2.1. The Two Levels of Protection
12.2.2. The Division by Regimes
12.2.3. The Scope of Application of the General Regime
12.2.5. The Consequences of an Incorrect Framing of the Market
12.2.6. The Effects of Double Framing

12.3. The Legal Relationship with Social Security 

12.3.1. Employer Registration
12.3.2. Affiliation
12.3.3. Discharge
12.3.4. The Low
12.3.5. The Administrative and Criminal Consequences of Late Discharge or Lack of Discharge
12.3.6. The Special Agreement with Social Security

12.4. The Financing of the Social Security System 

12.4.1. The Different Financing Systems
12.4.3. The Obligation to Contribute
12.4.4. The Administrative and Criminal Consequences of Non-compliance with the Obligation to Contribute
12.4.5. Settlement of Quotas
12.4.6. Social Security Collection

12.5. The General Rules of Protective Action 

12.5.1. The Causal Risks (Occupational Accidents and Occupational Diseases)
12.5.2. The Privileged Treatment of Occupational Risks
12.5.3. Types of Social Security Benefits
12.5.4. General Requirements for Access to the Protective Action (the Requirement of Registration and the Requirement of Deficiency)

12.6. The Amount of Benefits 

12.6.1. The Dynamics of Benefits (Recognition, Payment and Termination)
12.6.2. Liability for Benefits
12.6.3. Benefit Guarantees

12.7. Disability Protection 

12.7.1. The Effects of Disability in the Workplace
12.7.2. Temporary Disability Benefit
12.7.3. Compensation for Non-Disabling Permanent Injuries
12.7.4. Permanent Disability
12.7.5. Pension for Permanent Disability

12.8. Benefits in Connection with the Birth or Adoption of a Child 

12.8.1. The Allowance for Risks during Pregnancy or Breastfeeding 
12.8.2. The Co-responsibility Allowance for Infant Care
12.8.3. Birth and Custodial Care Benefits
12.8.4. The Allowance for the Care of Critically Ill Children

12.9. Retirement Pension 

12.9.1. Ordinary Retirement
12.9.2. Early Retirement
12.9.3. Late Retirement
12.9.4. Cases of Compatibility between Work and Pension (Partial Retirement, Active Retirement and Flexible Retirement)

12.10. Protection Against Job Loss 

12.10.1. Contributory Unemployment Benefits
12.10.2. Unemployment Benefits
12.10.3. Termination Benefits for Self-Employed Professionals

Module 13. Performance Management and Compensation Policy

13.1. Introduction to Performance Management and Management by Objectives

13.1.1. The Impact of the Digital Era on Professional Performance
13.1.2. Digital Transformation in Companies
13.1.3. New Human Resources Policies in the Digital Era
13.1.4. New Work Environments
13.1.5. Performance Evaluation: What Is It and What Is It For?
13.1.6. Performance Evaluation Models

13.2. The Performance Management Cycle

13.2.1. New Work Environments
13.2.2. Phases of the Performance Management Cycle
13.2.3. Models in Work Systems

13.3. Performance Planning

13.3.1. Initial Design of the Performance Evaluation: Company Analysis
13.3.2. Setting Individual and Group Objectives
13.3.3. Performance Metrics
13.3.4. Competency-based Evaluation Systems

13.4. Performance Monitoring

13.4.1. Management of the Corporate Talent Map
13.4.2. Individual and Group Action Plan Follow-up Mechanisms: Observation, Coaching and Feedback Techniques
13.4.3. Recognition Plans

13.5. Performance Evaluation

13.5.1. Key Points in Performance Appraisal: Objectives, Competencies and Project/Team
13.5.2. Definition of Evaluation Scales and Parameters of Excellence
13.5.3. The Application of the Evaluation

13.6. Underperformance Management

13.6.1. Observation Techniques 
13.6.2. Incentive Motivation and Coaching Methodologies
13.6.3. Recovery Plan

13.7. Remuneration Policy

13.7.1. Regulation of Work and Remuneration 
13.7.2. Establishment of the General Compensation System
13.7.3. Variable Remuneration
13.7.4. Control systems

13.8. Legal and Labor Aspects of Remuneration 

13.8.1. Legal Framework
13.8.2. Application

13.9. Annual Planning of Performance Plans

13.9.1. Design and Development of an Annual Performance Plan
13.9.2. Analysis of Results

13.10. Additional Compensation Aspects

13.10.1. Pension Plans
13.10.2. Other Special Situations

Module 14. Outsourcing Self-Employment and Special Emp loyment Relationships 

14.1. Flexibility and Occupational Flexicurity

14.1.1. Introduction to Labor Market Rigidity and Flexibility
14.1.2. Flexicurity Concept
14.1.3. Types of Flexibility and Agreements between Parties 
14.1.4. Freedom of Contract 

14.2. Substantial Modification in Labor Relationships

14.2.1. Labor Relations: Basic Concepts
14.2.2. Substantial Changes by the Employer
14.2.3. Substantial Changes by the Employee

14.3. Suspension of the Labor Relationship

14.3.1. Concept of the Suspension of the Labor Relationship
14.3.2. Causes and Types
14.3.3.  Implications for Labor Regulations: Illegal Assignment of Workers

14.4. Flexibility Strategies in Hiring 

14.4.1. Part-Time Employment
14.4.2. Contracting on a Permanent-Discontinuous Basis
14.4.3. Incorporation of Teleworking into the Workday

14.5. Outsourcing

14.5.1. Conceptual Introduction and Operation
14.5.2. Regulatory Procedure

Module 15. Occupational Health, Protection and Prevention

15.1. Basic Concepts

15.1.1. Concept of Occupational Health, Prevention and Protection 
15.1.2. Contextualization in a Healthy Company

15.2. Legal Framework for Occupational Health and Safety and Occupational Risk Prevention

15.2.1. International and European legal Framework
15.2.2. Public Policy Mechanisms in the Prevention of Occupational Risks

15.3. Rights and Obligations Involved in Occupational Health

15.3.1. Corporate Rights and Obligations
15.3.2. Employee Rights and Obligations

15.4. Planning and Organization of Preventive Activities

15.4.1. Prevention and Protection in the Company's Management System

15.5. Elaboration of a Comprehensive Corporate Prevention Plan

15.5.1. Risk Detection 
15.5.2. Design of Corrective Measures
15.5.3. Prevention Plan Protocol

15.6. Worker Representation in Health and Safety Policies

15.6.1. Legal Representation of workers
15.6.2. The Figure of the Occupational Risk Prevention Technician
15.6.3. The Figure of the Preventive Resource in the Company

15.7. Legal Responsibilities

15.7.1. Legal Implications in Cases of Non-Compliance 

15.8. Preventive Techniques

15.8.1. Concept of Preventive Technique
15.8.2. Procedures of Preventive Techniques according to Type of Risk

15.9. Outsourcing of Prevention Services 

15.9.1. Framework of Third-Party Prevention Services in the Regulation
15.9.2. Procedures for action 

15.10. Job satisfaction and Health

15.10.1. Job Satisfaction
15.10.2. Analysis of the Correlation between Job Satisfaction and a Healthy Corporate Culture

Module 16. Occupational Risk Prevention: Obligations and Responsibilities

16.1. The Preventive Obligation 

16.1.1. General Content, Scope and Limits
16.1.2. Instrumental Obligations
16.1.3. Evaluation and Planning of Preventive Activities
16.1.4. Training and Information Obligations
16.1.5. Obligation to Provide Work Equipment and Means of Protection
16.1.6. Documentation Requirement
16.1.7. Obligations to Record and Notify Occupational Accidents and Occupational Illnesses
16.1.8. Serious and Imminent Risk

16.2. The Specific Obligation of Health Surveillance 

16.2.1. Subjects in Charge. Time of Materialization
16.2.2. The Voluntariness Principle and its Exceptions
16.2.3. The Results of Health Surveillance: Access to and Confidentiality of Information

16.3. The Specific Obligation of Coordination of Business Activities 

16.3.1. Obligations in the Event of Concurrency of Activities
16.3.2. Contracts and Subcontracts
16.3.3. The Special Regulation of the Construction Sector

16.4. Obligation to Protect Certain Groups of Professionals 

16.4.1. Particularly Sensitive Workers, Pregnant and Breastfeeding Women, Temporary Workers and Temporary Agency Workers
16.4.2. Risk Prevention in Self-Employment

16.5. The Obligation to Prevent Psychosocial Risks 

16.5.1. Types of Psychosocial Risks
16.5.2. Preventive Measures
16.5.3. Digital Disconnection as a Worker Health Protection Formula 

16.6. Harassment at Work as an Occupational Hazard 

16.6.1. Mobbing 
16.6.2. Sexual Harassment and Harassment Based on Sex
16.6.3. Differences with Labor Disputes
16.6.4. Prevention Obligation and Preventive Measures

16.7. Administrative Liability in Occupational Risk Prevention Matters 

16.7.1. Principles of the Administration's Sanctioning Powers
16.7.2. Responsible Parties
16.7.3. Infringements and Penalties in Occupational Health and Safety Matters
16.7.4. The Administrative Sanctioning Procedure
16.7.5. The Infringement Report as a Precondition for the Initiation of the Sanctioning Proceeding

16.8. Criminal Liability in the Field of Occupational Risk Prevention 

16.8.1. Specific and Generic Occupational Risk Prevention Offenses
16.8.2. Concurrent Offense Situations
16.8.3. Compatibility of Criminal Liability with Other Liabilities
16.8.4. Subjective Scope of Criminal Liability
16.8.5. The Legal Entity as a Criminally Liable Party
16.8.6. Criminal Liability of Directors, Executives and Employees

16.9. Civil Liability 

16.9.1. Nature of Civil Liability Arising out of Occupational Accidents and/or Occupational Diseases
16.9.2. Employer's Liability for the Acts of its Employees
16.9.3. Responsibility for the Coordination of Activities: Decentralization of Production and Responsibility of Contractors and Subcontractors
16.9.4. Group Liability
16.9.5. Responsibilities of Manufacturers and Suppliers

16.10. Social Security Liabilities 

16.10.1. The Benefits Surcharge and its Compatibility
16.10.2. Concept and Nature
16.10.3. Responsible Parties

Module 17. The Labor Process: declarative Tutelage (General Part and Procedural Modalities) 

17.1. The Social Jurisdiction: Organs and Competencies 

17.1.1. Regulatory Sources of the Social Jurisdiction 
17.1.2. Jurisdiction of the Social Jurisdiction 
17.1.3. Out-of-court Settlement 
17.1.4. The Different Courts of the Social Jurisdiction, Functional and Territorial Jurisdiction 

17.2. The Proceeding Parties 

17.2.1. Concept, Capacity, Legitimacy 
17.2.2. Proceedings with Plurality of Parties 
17.2.3. Intervention of the Wage Guarantee Fund 

17.3. Process Avoidance 

17.3.1. Acts Prior to the Process 
17.3.2. Reconciliation 
17.3.3. Preliminary Claim 

17.4. Initiation of the Declaratory Judgment 

17.4.1. Preparatory Acts and Anticipation of Evidence 
17.4.2. Preventive Measures and Preventive Attachment 
17.4.3. The Lawsuit: Filing, Admission, and Correction of the Lawsuit 
17.4.4. Accumulation of Actions and Proceedings 
17.4.5. Payment Order Procedure 

17.5. The Oral Trial 

17.5.1. Concept of the Oral Trial and Pre-Trial Proceedings 
17.5.2. Judicial Conciliation 
17.5.3. Arguments of the Parties 
17.5.4. Proposition and Evidence Gathering 
17.5.5. Conclusions 

17.6. Dismissal Challenge 

17.6.1. Action Forfeiture 
17.6.2. The Requisites of the Claim 
17.6.3. The Sentence and the Qualification of the Dismissal 
17.6.4. The Effects of the Declaration of Justifiable Dismissal 
17.6.5. The Effects of the Declaration of Unfair Dismissal 
17.6.6. The Effects of a Declaration of Invalid Dismissal 

17.7. Challenging Disciplinary Sanctions 

17.7.1. The Invalidity of the Sanction 
17.7.2. Confirmation of the Sanction 
17.7.3. Total Revocation of the Sanction 
17.7.4. Partial Revocation of the Sanction 
17.7.5. Non-Appealability of the Judgment and its Exceptions 

17.8. Termination of the Contract for Objective Causes 

17.8.1. The Process for Termination due to Objective Causes 
17.8.2. Collective Dismissals for Economic, Organizational, Technical or Production Causes

17.9. Procedural Modalities Related to the Development of the Employment Contract 

17.9.1. The Vacation Process 
17.9.2. The Professional Classification Procedure 
17.9.3. The Procedure for Geographic Modification, Substantial Modification of Working Conditions and Reduction of Working Hours due to Economic, Technical, Organizational or Production Causes
17.9.4. The Process for Breastfeeding and Family Leave and Reduced Working Hours 

17.10. Social Security Processes 

17.10.1. Legitimized Parties 
17.10.2. Preliminary Claim and Exhaustion of Preliminary Proceedings 
17.10.3. Demand
17.10.4. Effects of the Judgment 

Module 18. The Labor Process: Means of Contestation and Enforcement Protection

18.1. Means of Challenge 

18.1.1. General Considerations 

18.2. Appeal for Reconsideration 

18.2.1. Resolutions Subject to Appeal 
18.2.2. Procedure 
18.2.3. Effects of the Rejection and Estimation of the Appeal for Reconsideration 

18.3. Appeal of Complaint 

18.3.1. Resolutions Subject to Appeal 
18.3.2. Procedure 
18.3.3. Effects of the Rejection and Estimation of the Complaint Appeal 

18.4. Appeals for Review 

18.4.1. General Considerations 
18.4.2. Resolutions Subject to Appeal 
18.4.3. Procedure 
18.4.4. Effects of the Dismissal and Upholding of the Appeal for Review 

18.5. Cassation Appeal 

18.5.1. General Considerations 
18.5.2. Resolutions Subject to Appeal 
18.5.3. Processing of the Appeal before the Social Division of the Supreme Court 
18.5.4. Effects of the Dismissal and Upholding of the Appeal 

18.6. The Appeal for the Unification of Doctrine 

18.6.1. General Considerations 
18.6.2. Resolutions Subject to Appeal 
18.6.3. Substantive Requirements of the Contradiction 
18.6.4 Processing of the Resource 

18.7. General Considerations in Labor Enforcement 

18.7.1. Executive Titles 
18.7.2. The Competent Judicial Body 
18.7.3. Legal Standing in the Enforcement Process 
18.7.4. Execution Procedure 

18.8. Ordinary Executions 

18.8.1. General Considerations 
18.8.2. The Seizure of Goods: Concept, Phases and Incidences in the Seizure of Goods 
18.8.3. The Procedure for the Enforced Execution of Foreclosed Assets 
18.8.4. Payment to Creditors 
18.8.5. Corporate Insolvency 

18.9. Special Executions 

18.9.1. Execution of Dismissal Judgments 
18.9.2. Enforcement of Judgments against Public Entities 
18.9.3. Collective Executions 

18.10. Provisional Execution 

18.10.1. General Considerations 
18.10.2. Provisional Enforcement of Judgments for the Payment of Sums of Money 
18.10.3. Provisional Enforcement of Social Security Sentences 
18.10.4. Provisional Enforcement of Dismissal Judgments 

Module 19. Change Management

19.1. Organizational Changes

19.1.1. Workplace Strategy and Motivation
19.1.2. Study of Methods and Work Measurement

19.2. Performance Evaluation

19.2.1. Performance Concept
19.2.2. Performance Measurement and Evaluation Systems

19.3. Development of High-Performance Teams

19.3.1. Personal Factors and Motivation for Successful Work
19.3.2. Integrating a High Performance Team
19.3.3. People and Business Change and Development Projects
19.3.4. Financial Keys for HR: Business and People

19.4. Workgroup Management

19.4.1. Group Synergy
19.4.2. The Group's Life Cycle
19.4.3. Groups and Motivation
19.4.4. Groups and Innovation

19.5. Group Dynamics

19.5.1. The Roles of People in Groups
19.5.2. Group Leadership
19.5.3. Group Rules
19.5.4. Group Cohesion

19.6. Responsibility and Group Management

19.6.1. Decision Making
19.6.2. Unconscious Reasons in Decision Making
19.6.3. Personal Responsibility and Accountability

19.7. Managing People in the Digital Age

19.7.1. Impact of IT on Intellectual Capital
19.7.2. Information Processing in Big Data Management (BigData HR)
19.7.3. Reputation in Social Networks and Personal Branding

19.8. Human Resources and Total Quality

19.8.1. Quality Costs
19.8.2. The Importance of Data Quality
19.8.3. From Total Quality to Innovation

19.9. Business Communication Processes

19.9.1. Company Communication
19.9.2. Types of Communication: Internal and External
19.9.3. Business Communication in Digital Environments

Module 20. Complementary Social Protection and Social Action in the Company

20.1. Social Protection Policies

20.1.1. Social Policy in the Social Welfare System
20.1.2. Types of Social Policies according to Administrative Designs
20.1.3. Social Policy vs. Social Work

20.2. Theories of Social Action

20.2.1. Social Action in Sociological Theory
20.2.2. Weber's Theory of Social Action 
20.2.3. Sociology within Social Action

20.3. Corporate Social Action

20.3.1. Concept and Characteristics of Social Benefits
20.3.2. Loans and Advances
20.3.3. Labor Commissaries
20.3.4. Soup Kitchens and Indirect Formulas
20.3.5. Collective Transportation Service
20.3.6. Childcare and Other Occupational Benefits 

20.4. Social Action Plans 

20.4.1. Organizational Culture and Social Action Strategies
20.4.2. Internal and External Spheres of Action
20.4.3. Design and Planning of Social Action in the Company

20.5. The Social Dimension in the Company

20.5.1. The Company and its Environment: Social Analysis
20.5.2. Socially Based Information in the Enterprise
20.5.3. Evaluation of Corporate Social Action Strategies

20.6. Complementary Social Protection in the company

20.6.1. Constitutional Framework (Art. 41 Spanish Constitution)
20.6.2. Complementary Social Protection Mechanisms of Voluntary Origin
20.6.3. Supplementary Social Security Benefits and their Relationship with Social Security

20.7. Employer's Social Protection

20.7.1. The Role of the Employer in Social Protection Systems
20.7.2. Mutuals and Social Security
20.7.3. Improvements Managed through Instruments External to Company Assets: Pensions

20.8. Voluntary Social Welfare

20.8.1. Concept and Characteristics of Voluntary Improvements 
20.8.2. Legislative Origins
20.8.3. Types of Voluntary Improvements
20.8.4. The Legal Nature of Voluntary Improvements 

20.9. Collective Social Security

20.9.1. Concept, Types and List of Protective Benefits
20.9.2. Protective Action Chart
20.9.3. Revaluation and Minimum Supplements

20.10. Pension Funds and Plans

20.10.1. Regime and Legal Configuration
20.10.2. Legal and Financial Regime
20.10.3. Legal Regime
20.10.4. Infringements and Penalties

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