25 nov 2015

Una empresa no puede comunicar a otra la causa de despido de un trabajador para incluirlo en una “lista negra”


Una empresa no puede comunicar a otra la causa de despido de un trabajador para incluirlo en una “lista negra”

La Sala Primera del TS, en sentencia nº 609/2015 de 12 de noviembre de 2015 (Rec. 899/2014; Ponente: señor Sarazá Jimena), ha condenado a una empresa por vulneración del derecho a la protección de los datos personales y del derecho al honor de un trabajador, por comunicar la causa de su despido a otra compañía con el fin de incluirlo en una “lista negra”, que dificultó la búsqueda de un nuevo empleo.

En su sentencia, el TS afirma que la cesión de datos fue ilícita porque no contó con el consentimiento del afectado y, además, que lo datos no eran veraces y afectaban negativamente a su reputación.

Las llamadas “listas negras” son ficheros de datos personales formados mediante la recogida y difusión de determinada información relativa a un determinado grupo de personas, que generalmente implica efectos adversos y perjudiciales para las personas incluidas en la misma, que pueden consistir en discriminar a un grupo de personas al excluirlas de la posibilidad del acceso a un determinado servicio o dañar su reputación.

Los hechos

Tras producirse el despido del demandante, este acudió a la jurisdicción social, en cuya sede fue declarado improcedente, por no estar probados los hechos imputados al trabajador.

En su búsqueda de nuevo empleo, llegó a comunicársele que no podía ser contratado porque estaba vetado, al haber sido incorporado a un fichero de personal calificado como trabajador conflictivo, por los hechos motivadores del despido que la sentencia del Juzgado de lo Social consideró que no estaban probados.

En su demanda, el trabajador alega que se hizo una comunicación ilícita de datos personales (los relativos a las causas de su despido, desvirtuadas en el juicio seguido ante el Juzgado de lo Social) y la empresa demandada justifica los hechos diciendo que se limitó a comunicar nombre, apellidos, DNI y fechas de alta y baja, para que se cancelara la tarjeta facilitada por la compañía de la que era subcontrata.

El TS estima ahora el recurso extraordinario por infracción procesal interpuesto por el demandante contra la sentencia de instancia, que desestimó su demanda al apreciar que no había probado suficientemente que la demandada hubiera comunicado a otra empresa las causas y circunstancias de su despido, de modo que esta pudiera “vetar” al demandante mediante su inclusión en un fichero de trabajadores conflictivos, las llamadas “listas negras”.

Fuente: Noticias Jurídicas.

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