Inaplicabilidad del artículo 47 de la Ley Orgánica de Discapacidades en relación al porcentaje de inclusión laboral.
The present research work titled “Lack of applicability of Article 47 of the Organic Law of Disabilities in relation to the percentage of employment inclusion", is based on the investigation of a socio-legal problem. Its aim is to search for alternatives that contribute to the solution of the i...
Tallennettuna:
| Päätekijä: | |
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| Aineistotyyppi: | bachelorThesis |
| Kieli: | spa |
| Julkaistu: |
2023
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| Aiheet: | |
| Linkit: | https://dspace.unl.edu.ec/jspui/handle/123456789/27195 |
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Lisää tagi | Yhteenveto: | The present research work titled “Lack of applicability of Article 47 of the Organic Law of Disabilities in relation to the percentage of employment inclusion", is based on the investigation of a socio-legal problem. Its aim is to search for alternatives that contribute to the solution of the identified issue. The right to work is recognized as a fundamental human right by international treaties and the laws of Ecuador. However, various social factors have histori- cally imposed limitations on people with disabilities, leading to their social exclusion. The root causes include misconceptions and prejudices about disabilities that have been perpetuated over time. It is important to note that the barriers to employment for individuals with disabilities extend beyond social attitudes. Additionally, environmental and personal factors play a role, and their impact can be either positive or negative depending on the specific context. In this study, the aim is to analyze the reasons behind the lack of applicability of Article 47 of the Organic Law of Disabilities in terms of achieving a satisfactory level of employment inclusion for individuals with disabilities. The goal is to propose alternative measures that facilitate their full integration into the workforce. As a result, the Ecuadorian government has implemented a series of affirmative actions to promote inclusion. One of these actions is the requirement for private companies and public institutions to adhere to a mandatory hiring quota. Specifically, these organizations are obligated to hire a minimum of 4% of their workforce from individuals with disabilities for every 25 employees. It is important to conduct a comprehensive doctrinal and legal study to examine the issues surrounding the non-application of Article 47 concerning the percentage of employment inclusion, as well as the failure of private companies and public institutions to comply with this regulation. The specific objectives of this research work are as follows: 1.) To demonstrate the lack of applicability of Article 47 of the Organic Law of Disa- bilities in relation to the percentage of employment inclusion. 2.) To determine the reasons and consequences of the non-fulfillment of Article 47 of the Organic Law of Disabilities concerning the percentage of employment inclusion. 3.) To conduct a comparative study of disability em- ployment inclusion percentages in different legal systems. Various methods and techniques were employed to gather information: public organizations and institutions do not have suitable infrastructure to accommodate the needs of people with disabilities. Furthermore, the level of compliance with Article 47 focuses on the inclusion of individuals with disabilities in the work- force, is low. In summary, there is a clear lack in providing effective employment opportunities for people with disabilities. |
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