Muchas empresas y profesionales abonan a sus trabajadores un plus de transporte, regulado en algunas ocasiones por Convenio Colectivo y que supone una cantidad económica dirigida a sufragar el coste que asume el trabajador por desplazarse a su puesto de trabajo.
Como ya sabré, el plus transporte es un dinero que recibe el trabajador por parte de la empresa para compensar los gastos que se generan por el desplazamiento para ir a trabajar. Habitualmente viene reconocido en el Convenio Colectivo, con distintas denominaciones, como plus distancia, plus extrasalarial, plus de ayuda al transporte, etc.., pero si compensan los gastos que supone ir de casa al trabajo y volver, serán un plus transporte. La cuantía, si es fija o no, mensual o diaria, dependerá de lo que indique el Convenio Colectivo.
Si se tiene derecho al plus de transporte, tiene que venir indicado en la nómina, especificado claramente como plus transporte.
Naturaleza extrasalarial
El plus de transporte no tiene naturaleza salarial, ya que su finalidad es compensar el gasto del trabajador por los desplazamientos entre el centro de trabajo y su domicilio. Por tanto, no se debe computar como salario a efectos de calcular indemnizaciones. Ello, salvo que realmente sus empleados no incurran en gastos a la hora de desplazarse. En ese caso alegarán que el plus no tiene naturaleza compensatoria y que debe incluirse en la indemnización.
Asimismo, aunque este concepto sea extrasalarial, cotiza en su integridad a la Seguridad Social.
Verificar el Convenio Colectivo
El importe y los mismos requisitos del plus vendrán determinados en el convenio colectivo. Así, la norma convencional no sólo determinará la cantidad, sino que también podrá especificar las mensualidades de pago, etc.
Puede ocurrir que el convenio colectivo no especifique nada en cuanto a la distancia de la vivienda del trabajador al centro de trabajo: ¿Se tiene que abonar siempre el plus transporte independientemente que los trabajadores tengan que coger o no transporte?
O en el caso que la trabajadora viva a 200 metros del centro de trabajo, ¿El empresario podría decidir no pagarle este plus al no tener que utilizar ningún transporte para llegar al trabajo
Puede suceder que el convenio colectivo concreto no distinga ni se conceptúe como requisitos para el devengo y abono del citado plus que el trabajador viva a una distancia determinada, sino que lo mantiene como un derecho de todos los trabajadores, de cualquiera de los grupos profesionales, ya estén a contratados a tiempo completo o parcial. Por ende, el plus de transporte deberá abonarse siempre, sin distinguir el hecho de que el trabajador efectúe un verdadero gasto de transporte o no desde su domicilio al centro de trabajo.
Otra cuestión distinta que pudiera plantearse como, a título de ejemplo, en un juicio por despido, es si el plus de transporte abonado a un trabajador en un caso concreto tiene una verdadera naturaleza extrasalarial (compensa un gasto real-26.2 ET) o bien esconde un concepto salarial (26.1 ET) a ser incluido en el importe del salario base de cálculo de una hipotética indemnización (pretensión que, obviamente, mantendría el empleado despedido en cuestión).
En este escenario, sí que se podrían entrar a dilucidar cuestiones tales como si el trabajador vivía o no al lado del centro de trabajo, si se le abonaba también en las pagas extraordinarias o incluso también durante las vacaciones.
Pero el derecho y los requisitos de abono, tal como se ha detallado, los determina y detalla el convenio colectivo, sin que el empresario puede decidir o acotar más requisitos que los que marque el propio convenio.
¿Se ve reducido el plus de transporte en contratos a tiempo parcial?
Si el plus de transporte tiene la consideración de plus salarial habrá que atender a lo previsto en el convenio colectivo de aplicación.
Por el contrario, si tiene la consideración de plus extrasalarial dependerá de si la persona trabajadora tiene que desplazarse al centro de trabajo no.
¿Y qué pasa con los períodos vacacionales?
El plus transporte compensa los gastos que se tiene por ir a trabajar, por lo que en vacaciones, al no tener que ir al trabajo, no se recibe el plus transporte. Este se recibe normalmente solo 11 meses al año, pero algunos Convenios pueden permitir que se prorratee este plus en las 12 nóminas anuales, es decir, que se reciba 11 veces el plus pero la cuantía total se divide en las 12 nóminas.
¿Se tiene que incluir en las pagas extra?
Tampoco. Las pagas extra se reciben junto a las nóminas de junio (o julio) y diciembre, y el plus transporte se recibirá esos meses en las nóminas normales.
Normalmente los Convenios indican que conceptos se incluyen en las pagas extra, y no suele estar incluido el plus transporte, al compensar unos gastos que ya están compensados en las nóminas mensuales.
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118 comentarios en «¿En qué consiste el plus de transporte para los trabajadores?»
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