{"id":8610,"date":"2019-07-26T08:26:31","date_gmt":"2019-07-26T06:26:31","guid":{"rendered":"https:\/\/www.ccooservicios.es\/vitaly\/zona\/estatales\/la-empresa-debera-pagar-el-incentivo-si-fija-un-objetivo-imposible\/"},"modified":"2026-04-28T22:04:50","modified_gmt":"2026-04-28T20:04:50","slug":"la-empresa-debera-pagar-el-incentivo-si-fija-un-objetivo-imposible","status":"publish","type":"post","link":"https:\/\/www.ccooservicios.es\/vitaly\/salariovataly\/la-empresa-debera-pagar-el-incentivo-si-fija-un-objetivo-imposible\/","title":{"rendered":"La empresa deber\u00e1 pagar el incentivo si fija un objetivo imposible"},"content":{"rendered":"<p>La Audiencia rechaza que deba anularse todo el sistema de incentivos y obliga a retribuir el concepto controvertido<\/p>\n<p>El hecho de que uno de los objetivos introducidos para el c&aacute;lculo del bonus sea de imposible cumplimiento por parte de los trabajadores, no anula el sistema de incentivos en su conjunto, sino &uacute;nicamente dicho &iacute;tem. Eso s&iacute;, tal y como establece la Audiencia Nacional, el castigo ante un objetivo inalcanzable es&nbsp;darlo por &iacute;ntegramente cumplido por los empleados.<\/p>\n<p>El litigio tiene su origen en el conflictivo sector de los&nbsp;contact centers.&nbsp;Los sindicatos impugnaron el sistema porque se hab&iacute;a establecido un objetivo de llamadas a la hora que era de inalcanzable cumplimiento, argumentaron, si se ten&iacute;a en cuenta el tiempo de descanso de los empleados y los periodos en los que estos deb&iacute;an hacer tareas que no era estar al tel&eacute;fono.<\/p>\n<p>Seg&uacute;n explica la sentencia (cuyo texto puedes consultar&nbsp;<a href=\"http:\/\/diariolaley.laley.es\/content\/Documento.aspx?params=H4sIAAAAAAAEAMtMSbH1CjUwMDAzNjGzMLJUK0stKs7Mz7Mty0xPzStJBfEz0ypd8pNDKgtSbdMSc4pT1RKTivNzSktSQ4sybUOKSlMBXEL4-UUAAAA=WKE\">aqu&iacute;<\/a>), el establecimiento de un sistema de bonus o incentivos es una manifestaci&oacute;n m&aacute;s del poder de direcci&oacute;n y organizaci&oacute;n del empresario, as&iacute; como de la libertad de empresa. Por ello, no cabe admitir la impugnaci&oacute;n del conjunto del mismo. Eso s&iacute;, los magistrados recuerdan que las normas generales sobre contratos determinan la&nbsp;nulidad de las &ldquo;condiciones imposibles&rdquo;(art&iacute;culo 1.116 del C&oacute;digo Civil) y, adem&aacute;s, obligan a tener &ldquo;por cumplida la condici&oacute;n cuando el obligado impidiese voluntariamente su cumplimiento&rdquo;.<\/p>\n<p>Fuente<\/p>\n<p><a href=\"https:\/\/cincodias.elpais.com\/cincodias\/2019\/04\/24\/legal\/1556132282_532724.html\">Cinco Dias\/el pais<\/a><\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<a href=\"https:\/\/www.ccoo-servicios.es\/cualtis\/\"><img decoding=\"async\" alt=\"\" src=\"https:\/\/www.ccooservicios.es\/vitaly\/wp-content\/uploads\/sites\/28\/2026\/04\/logovolver.avif\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>La Audiencia rechaza que deba anularse todo el sistema de incentivos y obliga a retribuir el concepto controvertido El hecho de que uno de los objetivos introducidos para el c&aacute;lculo del bonus sea de imposible cumplimiento por parte de los trabajadores, no anula el sistema de incentivos en su conjunto, sino &uacute;nicamente dicho &iacute;tem. Eso [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":9980,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"advgb_blocks_editor_width":"","advgb_blocks_columns_visual_guide":"","editor_notices":[],"footnotes":""},"categories":[250,251,249],"tags":[],"class_list":["post-8610","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-condicionesdetrabajoenvitaly","category-publicacionesvataly","category-salariovataly"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La empresa deber\u00e1 pagar el incentivo si fija un objetivo imposible - Vitaly<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ccooservicios.es\/vitaly\/salariovataly\/la-empresa-debera-pagar-el-incentivo-si-fija-un-objetivo-imposible\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La empresa deber\u00e1 pagar el incentivo si fija un objetivo imposible - Vitaly\" \/>\n<meta property=\"og:description\" content=\"La Audiencia rechaza que deba anularse todo el sistema de incentivos y obliga a retribuir el concepto controvertido El hecho de que uno de los objetivos introducidos para el c&aacute;lculo del bonus sea de imposible cumplimiento por parte de los trabajadores, no anula el sistema de incentivos en su conjunto, sino &uacute;nicamente dicho &iacute;tem. 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