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    Circular 003 of 2022 issued by the Ministry of Labor

    Circular 003 of 2022 issued by the Ministry of Labor

    1. How should I proceed or what should I do with individuals who do not require vaccination? A// First of all, it should be noted that, at present, forcing a worker to get vaccinated is not a recommended action, as it could constitute a violation of fundamental rights enshrined in the Political Constitution of Colombia. Regarding Circular 003 of 2022, it states that employers must require their workers to present vaccination cards with the complete schedule. However, it also states that, within the framework of social responsibility, self-determination, and personal autonomy, they should take into account that vaccination not only constitutes a preventive measure for the individual but also a health measure to prevent spread. Similarly, the aforementioned Circular indicates that the means by which they must 'verify' must conform to the provisions of Circular 047 of 2021, which should have been integrated into the OSH. Circular 047 of 2021 states that vaccination must be promoted by the employer through the generation of benefits or rewards for its completion and/or application. It is worth noting that the Ministry of Labor's circulars are guides to actions that can be implemented, but they are not lacking in requirement and mandatory compliance. Likewise, their issuance does not generate new actions considered as faults or actions subject to sanction. 2. Can I terminate the contract or sanction? A// It is suggested that in the event of contract termination, it should be without just cause, if the intention is not to continue with this person, or if the lack of vaccination creates an impediment to the normal development of assigned functions, in which case it is not suggested to comment on the lack of vaccination. 3. Can I sanction? A// Under the premise of absence of the vaccination schedule, it is not suggested to apply any type of sanction. However, it would be necessary to study the possibility of carrying out a disciplinary procedure for non-compliance with OSH policies, reiterating that the absence of the vaccination schedule is not a cause for contract termination.

    Jan 21, 2022

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    The Principle of Effectiveness in State Contracting

    The principle of effectiveness is implicitly present in Article 2 of the Political Charter, but it is not concretely defined, leading to doctrinal errors in Administrative Law and generating confusion with other principles of law that have similarities in their application, such as the principle of efficiency. Thus, the principle of effectiveness will be defined as that which relates to the fulfillment of the determinations of the administration, the fulfillment of the general interests of the state: the effective achievement of the state's purposes. Finally, the principle of efficiency is defined with the intention of dispelling any confusion with the principle of effectiveness: the principle of efficiency is related to the choice of the most appropriate means to achieve the objectives.

    April 11, 2018

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    20

    Provision of Work Clothing and Footwear.

    The Substantive Labor Code establishes in its Article 230 that every employer who has under their service a worker earning less than or up to two current legal monthly minimum wages, has the obligation to provide every four months, free of charge, a pair of shoes and a work outfit to the worker, in accordance with the work previously performed and contracted. The worker is entitled to this benefit if, on the date of delivery of footwear and clothing, that is, April 30, August 31, and December 20, they have completed more than three months of service with the employer and are active. This latter point is because the aforementioned items are provided to carry out the assigned work (if the worker does not fulfill this purpose, it exempts the employer from providing them in the following period, but the employer must inform the Labor Inspector about it), therefore, it is considered essential to provide them when the worker is not performing their work activity, regardless of the cause.

    March 9, 2018

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