Fortuitous case or overwhelming force as cause for termination of labor relationship. Requirements of fortuitous case: can they be confused with employer's inimputability?
Authors
Juan Luis Castro Jara
Abogado Asociado en Estudio Rogel & Naudon Abogados
This paper poses the central problem if possible to determine the origin of the accident or force majeure as grounds for termination of employment, focusing his analysis on due diligence with which the employer has complied with its contractual obligations, that is ie, determining the causal considering only the subjective element. That seems to be the solution that inspires our system of civil contractual liability, which focuses on analysis of the debtor's fault in fulfilling their obligations, and only after determining it, results in the compensation of damages, the it should be fully implemented in the workplace. To conclude the above, it will analyze what the legal consequences are derived, and if this interpretation implies a detriment to the worker sees terminated his contract without entitlement to compensation on the grounds applied.
Keywords:
fortuitous event, liability, dismissal
Author Biography
Juan Luis Castro Jara, Abogado Asociado en Estudio Rogel & Naudon Abogados
Abogado. Magíster Derecho del Trabajo y de la Seguridad Social, Universidad de Talca, Chile, Universidad de Valencia, España.
Castro Jara, J. L. (2015). Fortuitous case or overwhelming force as cause for termination of labor relationship. Requirements of fortuitous case: can they be confused with employer’s inimputability?. Revista Chilena De Derecho Del Trabajo Y De La Seguridad Social, 6(11), pp. 13–35. https://doi.org/10.5354/0719-7551.2015.37688
