De existir ambigüedad en alguna disposición de un acuerdo de empleo, se deberá guiar la interpretación por lo pactado por las partes, la ley, el propósito de la relación, la productividad, la naturaleza de la relación de empleo, la buena fe, los usos y las costumbres del comercio generalmente observadas.
Lo anterior también será de aplicación al interpretarse las políticas o reglas establecidas por el patrono. No obstante, en los casos en que el patrono se reserve la discreción para la interpretación de las mismas, debe reconocerse dicha reserva, a menos que la interpretación sea arbitraria o caprichosa o se disponga de otra manera en una ley especial.
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