The Ministry of Labor and the Ministry of Production, Foreign Trade, Investment and Fisheries issued Interministerial Agreement No. MPCEIP-MDT-2024-001-AI, published in Official Gazette Supplement 592 of July 03, 2024.
The Interministerial Agreement contains the guidelines for the application and qualification of the “Violet Seal” (Sello Violeta) certifying entities, as well as the requirements and benefits available to employers that have this certification seal.
The Violet Seal is a recognition to employers that promote diversity, equity and gender inclusion in accordance with the provisions of the Organic Law to Promote the Violet Economy and its Regulations.
Among the main requirements that employers must present in order to obtain the Violet Seal are the following:
The certifying entities will have 60 days to review the documentation submitted by the employers and prepare a report that shall be sent to the Ministry of Labor to issue the corresponding resolution, if applicable.
Employers who obtain the Violet Seal shall receive the following benefits from the Ministry of Labor:
Employers who obtain the Violet Seal will also receive benefits from the Ministry of Production, Foreign Trade, Investment and Fishing.
© TobarZVS
This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.
The Ministry of Labor issued the Guidelines for the development of the Equality Plan.
Hereby what you should know:
© TobarZVS
This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.
By ZVS Tobar in LABOR CONSULTANCY
© TobarZVS
This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.
By ZVS Tobar in LABOR CONSULTANCY
On December 15, 2023, the Ministry of Labor fixed the minimum statutory wage (“SBU”) for 2024 at US$460.00.
The salary increase is equivalent to 2.223% with respect to year 2023, considering the projected economic growth and inflation rates, such increase percentage shall be applied for the calculation of the minimum sectorial commissions wages.
© TobarZVS
This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.
By ZVS Tobar in LABOR CONSULTANCY
On May 20, 2024, Ministerial Agreement MDT-2024-060 issued by the Ministry of Labor (hereinafter referred to as the “Agreement“) was published in Official Supplement 561.
The Agreement contains the new technical standard for the implementation of the preferential employment right as established in the Organic Law for the Planning and Integral Development of the Special Amazon Territorial Circumscription (hereinafter referred to as the “Law“).
Below are the key points outlined in the Agreement:
Institutions, whether public, private, mixed, or community-based, operating within the provinces of Morona Santiago, Napo, Orellana, Pastaza, Sucumbíos, and Zamora Chinchipe (hereinafter referred to as “mandatory employers“), are obligated to adhere to the provisions set forth in the Agreement.
The 80% of the workforce of mandatory employers must consist of Amazonian residents, distributed as follows:
This provision does not apply if there is a lack of qualified workforce as stipulated in Article 41.1 of the Law.
Amazonian residents include:
At least 10% of the workforce of mandatory employers with more than 25 workers must consist of individuals belonging to Amazonian peoples and/or nationalities.
Mandatory employers must use the “Public Employment Service” platform of the Ministry of Labor for hiring personnel.
If the required personnel are not available, the Ministry of Labor will certify the non-existence, which will serve as a document enabling application for legal exception.
Non-compliance will be penalized by the Ministry of Labor with fines according to the annual income of mandatory employers of up to 256 mandatory statutory wages (currently $117,760 USD).
Recidivism will be penalized with double the fine.
© TobarZVS
This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.
By ZVS Tobar in LABOR CONSULTANCY
