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Entende-se por “justa causa” a falta grave prevista em lei cometida pelo empregado e comprovada pelo empregador, capaz de quebrar a relação de confiança e boa-fé existente entre as partes e gerar o término imediato do contrato de emprego.
Quando aplicada, a “justa causa” acarreta perdas patrimoniais para o funcionário demitido em razão do não recebimento de determinadas verbas no momento da rescisão do contrato de trabalho.
Existindo dúvidas sobre as hipóteses de cabimento e os reflexos decorrentes da sua aplicação, procure a ajuda de um especialista.
O registro do vínculo de empregatício na Carteira de Trabalho e Previdência Social (CTPS) do empregado é um dever do empregador, ficando este sujeito à multa caso o órgão responsável pela fiscalização da legislação trabalhista (Ministério do Trabalho e Emprego) constate a existência de irregularidades.
Existindo dúvidas sobre as regras aplicáveis ao registro de funcionários, direitos e deveres de empregados e empregadores, procure a ajuda de um especialista.
Em que pese a hora extra ser uma ferramenta comumente utilizada pelos empregadores para viabilizar o prolongamento esporádico do horário de trabalho dos seus empregados, muitas são as dúvidas, de ambas as partes, relacionadas às suas espécies, percentuais, reflexos, forma de cálculo, pagamento e registro.
O mesmo acontece com o intervalo intrajornada (horário para descanso e alimentação), que sofreu alterações com o advento da Lei n.º 13.467/2017 (Reforma Trabalhista).
Procure um especialista para entender mais sobre os institutos.
O artigo 6º da CLT foi alterado no ano de 2011 pela Lei n.º 12.551 para excluir a distinção que existia entre o trabalho realizado no estabelecimento do empregador e o executado na residência ou a distância (quando presentes os pressupostos da relação de emprego).
Apesar de existir há muito tempo, o trabalho remoto (Home Office) ganhou notoriedade apenas com a pandemia do Coronavírus, permanecendo, contudo, muitas dúvidas sobre as suas regras e forma de implantação.
Um profissional habilitado pode ajudá-lo a sanar eventuais dúvidas existente sobre este modelo de trabalho.
Existem muitas hipóteses de estabilidade no direito do trabalho brasileiro, situações em que os(as) trabalhadores(as) só podem ser demitidos(as) por justa causa. Entre elas está a estabilidade gestacional, que vai da confirmação da gravidez até o 5º mês após a gestação.
É comum empregadas e empregadores confundirem a estabilidade gestacional com a licença maternidade.
Busque o auxílio de um especialista para entender as diferenças existentes entre os institutos.
Os adicionais (noturno, de insalubridade, de periculosidade, de transferência e de hora extra) são parcelas que integram o salário e que estão relacionadas a uma condição especial, normalmente ocasional e transitória.
Cada um deles possui suas especificidades, mostrando-se fundamental o auxílio de um especialista para a compreensão dos fatos geradores, percentuais, forma de pagamento, dentre outros.
Caso necessite de ajuda para esclarecimentos, procure um dos nossos advogados especialistas em Direito do Trabalho.
A legislação brasileira prevê diversos tipos de demissão, sendo eles “sem justa causa”, “por justa causa”, “pedido de demissão pelo funcionário” e “por mútuo acordo”.
As verbas rescisórias, que possuem data máxima para pagamento (sob pena de multa), inclusive o direito ao recebimento do seguro-desemprego, aviso prévio e FGTS, variam de acordo com a espécie de demissão aplicada.
Para solucionar dúvidas ou conhecer as principais diferenças entre elas, procure um dos nossos profissionais.
O assédio (moral e/ou sexual) no ambiente de trabalho se caracteriza quando um colaborador é importunado ou vítima de comportamento ofensivo e abusivo por parte de algum colega ou superior hierárquico, situação que, se comprovada, pode gerar dano moral. Normalmente ele se faz presente através de insistências, perseguições, declarações, propostas ou pretensões inadequadas.
É dever da empresa prevenir e combater este tipo de situação, bem como adotar o procedimento correto em caso de ocorrência, a fim de assegurar a saúde mental do funcionário e um ambiente de trabalho sadio.
Nosso escritório possui advogados trabalhistas especialistas em direito e processo do trabalho aptos a esclarecerem quaisquer dúvidas sobre o assunto.
A Lei complementar n.º 150 de 2015 foi um divisor de águas para os empregados domésticos. Com a entrada em vigor da referida lei a classe passou a gozar de novos direitos, como limitação da jornada, horas extras, remuneração de trabalho em viagem, intervalos, adicional noturno, dentre outros.
Precisando se atualizar sobre o assunto, procure um de nossos especialistas.
Situações que configuram acúmulo/desvio de função e/ou equiparação salarial são bastante recorrentes no meio empresarial.
Tratam-se de situações específicas que exigem para sua configuração o preenchimento de determinados requisitos, que, quando presentes, acarretam no pagamento de um “plus” salarial ao funcionário, além de todos os reflexos.
Entre em contato com nosso escritório para saber as distinções entre os institutos e suas hipóteses de incidência.
Com intuito de reduzir encargos trabalhistas algumas empresas optam por realizar o pagamento de valores sem alterar a CTPS do funcionário e sem discriminar tal importância na folha de pagamento (holerite).
Esta conduta atrai ao empresário relevante risco trabalhista e causa ao empregado diversos prejuízos, como a falta de recolhimento do FGTS, redução das contribuições previdenciárias, diminuição da base de cálculo de outras verbas e redução do seguro-desemprego.
Existindo dúvidas sobre as consequências do pagamento “por fora”, estamos aqui para ajuda-lo(a).
De acordo com a legislação pátria, doenças profissionais e/ou ocupacionais se equiparam à acidentes de trabalho, existindo, ainda, a figura do acidente de trajeto.
A ocorrência de acidentes ou o desenvolvimento de doenças laborais causam danos tanto para as empresas (paralisação do setor, prejuízos referentes à imagem da empresa, indenizações, embargo do setor produtivo, dentre outros) como para os trabalhadores (incapacidade laboral, sofrimento físico e mental, desemprego, dentre outros), razão pela qual devem ser observados os direitos e deveres de cada uma das partes no que se refere aos mecanismos de prevenção.
Nossos colaboradores possuem amplo conhecimento relacionado à matéria e se encontram aptos para ajudá-lo(a) em caso de dúvidas.
O Ministério do Trabalho e Emprego (atual Ministério da Economia) é o órgão responsável pela fiscalização do cumprimento da legislação trabalhista no país, a qual pode ocorrer através de solicitação de documentos, por meios eletrônicos ou por meio de visita do fiscal nas dependências da empresa (por sorteio ou denúncia).
A detecção de irregularidades dá ensejo à lavratura de auto de infração que, após o processamento do competente processo administrativo, poderá acarretar a imposição de pesadas multas para a organização.
Entre em contato com o nosso escritório para saber mais sobre o tema.
relação existente entre empregador e empregado é repleta de direitos e deveres para as ambas as partes, podendo a parte lesada requerer a rescisão contratual em caso de não atendimentos dessas obrigações.
Enquanto para o empregador existe a figura da “justa causa”, para o empregado se aplica a rescisão indireta, sendo a ausência de recolhimento do FGTS por parte da empresa um dos motivos para este pedido.
Nossa banca possui advogados trabalhistas especialistas em direito do trabalho aptos a esclarecerem quaisquer dúvidas sobre os assuntos.
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