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piece of work. When such temporary employment ends, only the seniority premium,the unpaid salary, and the accrued benefits or the proportional part thereofshall be paid. The worker will not be entitled to any indemnification;d) Physical or mental disability. Disability will be cause of the termination of theemployment when performance of the employment contract is impossible. Itshould be clarified that we are referring to a permanent physical or mental disability;otherwise, the worker will return to his/her job once he/she has recovered.If the inability to continue working is not the result of an occupational hazard,the worker will only be entitled to the payment of one month of salary and the senioritypremium, or if possible and if the worker so wishes, he/she will be entitledto another job compatible with his/her abilities.On the other hand, if the disability arises from an occupational hazard, theworker will be entitled to the payment of three months salary, the seniority premium,and the proportional part of all the benefits contracted.Finally, it is worth mentioning that the LFT establishes as protection for the workerthat if in a labor proceeding the employer does not prove the cause of termination, itwill be obligated to reinstate or indemnify the worker, whichever the latter chooses(articles 48 and 55).93Labor Law1.19. Suspension of EmploymentThe labor law provides for the possibility of suspending the effects of employment withoutliability for the worker or the employer, when one of the following causes occurs:a) The contagious illness of the worker. With this suspension the intention is to protect thehealth of all the other workers of the company in the face of a possible contagion ofan illness contracted by a co-worker (for example, hepatitis, chicken pox, etc.);b) Temporary disability not resulting from an occupational hazard. Above all, it is essentialto have in mind that this is not a physical or mental disability caused by awork-related accident or illness, which has completely different consequences.For this suspension to be appropriate, the disability must be temporary; otherwise,the consequence would be the termination of employment, not its suspension.The worker will have the obligation to give notice to the employer of his/herdisability, and once the disability terminates, he/she must evidence his/her disabilitywith a medical certification;c) The pretrial detention of the worker followed by an acquittal. The suspension appliesfor the simple fact that it is impossible for the worker to go to work. The judgmentmust be an acquittal, since otherwise the employment would be extinguished, thatis, if the court finds the worker guilty, the employment terminates. If the worker