tag:blogger.com,1999:blog-78750872155333199002024-03-18T00:04:15.330-03:00Jurídico LaboralDr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.comBlogger924125tag:blogger.com,1999:blog-7875087215533319900.post-70700676555392864932024-03-15T18:27:00.000-03:002024-03-15T18:27:03.403-03:00 BANCO INDENIZARÁ GESTANTE DEMITIDA QUE TEVE PLANO DE SAÚDE CANCELADO<p> <b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">BANCO INDENIZARÁ GESTANTE
DEMITIDA QUE TEVE PLANO DE SAÚDE CANCELADO</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> </span></b><img alt="Sindicato reintegra bancária demitida grávida pelo Santander | Sindicato dos Bancários" class="rg_i Q4LuWd" data-ils="4" height="178" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcRqYXDGUpX-cGr2b6qccmN28SqOF02X1pmhRg&usqp=CAU" width="284" /></p>
<p class="MsoNormal" style="line-height: normal; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 15.0pt;">Para TST, empresa
retirou o direito da empregada à assistência médica necessária para acompanhar
a gravidez.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Banco
terá de pagar R$ 20 mil de indenização por danos morais a uma bancária por
cancelar seu plano de saúde mesmo sabendo que ela estava grávida. A decisão é
da 1ª turma do TST, que entendeu que o banco impediu o acesso à assistência
médica necessária para acompanhar a gravidez. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Despedida,
a bancária disse na ação trabalhista que havia comunicado a gravidez à empresa
logo após a confirmação. Desse modo, estaria amparada pela estabilidade, ou
seja, o vínculo deveria ser mantido desde a gravidez até cinco meses após o
parto. Todavia, segundo ela, a rescisão foi mantida, e o plano de saúde
cancelado. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
bancária disse que pediu o restabelecimento do benefício, mas o banco insistiu
na dispensa e a orientou a procurar o SUS. Um mês depois, ela passou mal e teve
um sangramento. Disse que "perambulou" por diversos hospitais e só
conseguiu ser atendida no dia seguinte, onde foi constatado um aborto
espontâneo. Ao defender o direito à indenização, ela sustentou que a falta de
atendimento médico havia contribuído para a perda da criança. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
Banco, em defesa, disse que a bancária teria mentido nos autos e que não houve
supressão do plano de saúde. Segundo o banco, a opção de procurar o SUS, e não
seu médico particular da Unimed, fora escolha da própria trabalhadora, que já
teria recebido a garantia de que todas as despesas seriam pagas. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">DECISÕES</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Ao
julgar o caso, o TRT da 5ª região entendeu que a suspensão do benefício em
razão do fim do vínculo de emprego não caracteriza dano moral. Para o TRT, o
banco não submeteu a trabalhadora a dor psicológica ou perturbação da sua
dignidade moral nem contribuiu para que ela, de alguma forma, fosse humilhada. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O TRT
questionou, ainda, o fato de a bancária ter recebido mais de R$ 20 mil de
rescisão e não ter condições de pagar mensalidade integral do plano ou uma
consulta particular para posterior reembolso. "Causa espécie a empregada
demonstrar pouco trato e cuidado com sua saúde, tentando atribuir a empresa o
fato de ter abortado", diz a decisão. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
ministro Dezena da Silva, relator do recurso de revista da bancária, afirmou
que, a partir do momento em que teve ciência da gravidez da funcionária,
caberia ao banco restabelecer o contrato de trabalho com todos os seus
benefícios.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">"A
partir do momento que o empregador tinha ciência do estado gravídico da obreira
e, por conseguinte, do seu direito à estabilidade gestante, caberia a ele
providenciar o restabelecimento do contrato de trabalho com todos os seus
benefícios, inclusive o plano de saúde, sob pena de responder por eventual
reparação civil, sobretudo porque foi comunicado oportunamente e ainda no curso
do aviso prévio da condição de gestante da trabalhadora."</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Com
isso, para o relator, o cancelamento do plano, nesse contexto, impediu a
trabalhadora de ter acesso à assistência médica necessária, e, nesse caso,
"resta evidenciado o dano IN RE IPSA, o que autoriza a sua condenação da
ré ao pagamento de indenização por dano moral".</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Dessa
forma, o colegiado, seguindo o voto relator, determinou que o banco indenize a
ex-funcionária em R$ 20 mil por danos morais.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Processo:
898-42.2012.5.05.0191 - Veja a decisão. - Informações: TST.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">FONTE:
Boletim <i>Migalhas </i>nº 5809.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-59172345115636207922024-03-07T16:49:00.002-03:002024-03-07T16:49:17.747-03:008 DE MARÇO, O DIA INTERNACIONAL DAS MULHERES E A INCRÍVEL HISTÓRIA DE ROSA PARKS<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Neste dia 8 de março data do Dia Internacional das Mulheres o Blog Jurídico Laboral traz a matéria de uma importante personalidade na luta pela igualdade de direitos, vamos falar de Rosa Parks e seu valente gesto de resistência que foi um marco na importante luta do movimento antirracista em 1955 nos Estados Unidos. </span></p><p style="text-align: center;"><img alt="Rosa Parks: ativista na luta contra a segregação racial, "mãe do movimento dos direitos civis" (EUA) - ANF - Agência de Notícias das Favelas |" class="rg_i Q4LuWd" data-ils="4" height="168" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcS0jZ7lzMLObH8tYmW0PtwA4lvj9zKMrag9fQ&usqp=CAU" width="301" /></p><div class="sc-bBbNsw sc-kMbQoj sc-ilpitK sc-hhWzdI guflzE jPETjB eLPgwv bEqZmm sc-cxqeBy gMXUFO rich-text has-italic has-italic" style="text-align: left;"><p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Em
Montgomery, capital do Alabama, as primeiras filas dos ônibus eram, por
lei, reservadas para passageiros brancos. Atrás vinham os assentos nos
quais os negros podiam sentar-se. No dia 1° de dezembro de 1955, Rosa
Parks tomou um desses ônibus a caminho do trabalho para casa e sentou-se
num dos lugares situados ao meio do ônibus. Quando o motorista – branco
– exigiu que ela e outros três negros se levantassem para dar lugar a
brancos que haviam entrado no ônibus, Parks se negou a cumprir a ordem.
Ela continuou sentada e, por isso, foi detida e levada para a prisão.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">O protesto silencioso de Rosa Parks propagou-se rapidamente. O
Conselho Político Feminino organizou, a partir daí, um boicote de ônibus
urbanos, como medida de protesto contra a discriminação racial no país.
Martin Luther King Jr. foi um dos que apoiaram a ação. O ativista e
músico Harry Belafonte lembra-se como sua vida mudou, após o dia em que
King o chamou por telefone para pedir apoio à ação da mulher que ficou
conhecida como a "mãe dos movimentos pelos direitos civis" nos EUA.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">"A atitude de Rosa Parks nos permitiu reagir contra as pressões
política e social que caracterizavam nossa sociedade. Quando King me
telefonou, me chamando para um encontro, comecei, pela primeira vez, a
lutar oficialmente por essa causa. Quando nós nos vimos e falamos sobre
seus planos, percebi que a partir dali eu me engajaria no movimento
liderado por ele e Rosa Parks. Foi um momento muito importante", lembrou
Belafonte.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;"><strong>Música e agressão</strong></span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Poucos dias depois da atitude espontânea de Parks, milhares de negros
se recusaram a tomar ônibus a caminho do trabalho. Enquanto as empresas
de transporte coletivo começaram a ter prejuízos cada vez maiores, os
negros andavam – caminhando muitas vezes vários quilômetros – acenando e
cantando pelas ruas, sendo também frequentemente xingados e agredidos
por brancos.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">O boicote contou com o apoio de várias personalidades conhecidas,
como a cantora de gospel Mahalia Jackson, que fez uma série de shows
beneficentes para ajudar os ativistas do movimento que se encontravam
presos. "Não seria honesto omitir que fiquei extremamente feliz por ser a
primeira cantora de gospel a se apresentar no Carnegie Hall, em Nova
York, e no Albert Hall, na Inglaterra. A verdadeira sorte para mim, no
entanto, é poder cantar nas prisões para os que se encontram isolados do
mundo", declara Jackson.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;"><strong>Medalha do Congresso</strong></span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">No dia 13 de novembro de 1956, a Corte Suprema norte-americana aboliu
a segregação racial nos ônibus de Montgomery. Poucas semanas mais
tarde, a nova lei entrou em vigor em Montgomery. Em 21 de dezembro de
1956, Martin Luther King e Glen Smiley, sacerdote branco, entraram
juntos num ônibus e ocuparam lugares na primeira fila.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Em junho de 1999, o então presidente Bill Clinton condecorou Rosa
Parks, então com 88 anos, com a medalha de ouro do Congresso
norte-americano. Durante a cerimônia da condecoração, Clinton acentuou
que Parks foi capaz de lembrar aos EUA que a promessa de liberdade vinha
sendo apenas uma ilusão para milhares de cidadãos do país. Em seu
discurso de agradecimento, Parks ressaltou que a homenagem deveria
servir para encorajar todos os que lutam pela igualdade de direitos em
todo o mundo.</span></p>
</div><p> </p>Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-49770558862666132472024-03-01T11:40:00.008-03:002024-03-01T11:40:57.882-03:00OPERÁRIO ATINGIDO POR RAIO RECEBERÁ R$ 650 MIL DE INDENIZAÇÃO.<p> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">OPERÁRIO ATINGIDO POR RAIO
RECEBERÁ R$ 650 MIL DE INDENIZAÇÃO</span></b></p><p style="text-align: center;"><img alt="Carro protege? Vítimas dão choque? Veja 10 mitos e verdades sobre raios - 13/02/2023 - UOL VivaBem" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="824" height="169" 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" width="300" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">ELE FICOU INCAPACITADO PARA O
TRABALHO E INTERDITADO PARA A VIDA CIVIL EM RAZÃO DAS SEQUELAS.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A <b>6ª
turma do TST</b> rejeitou o exame do recurso de revista de uma construtora de
São Paulo contra a condenação ao pagamento de indenização de <b>R$ 650 mil</b>
por danos morais e materiais a um operador de máquinas atingido por um raio num
canteiro de obras da empresa. Ele ficou incapacitado de forma permanente para o
trabalho e interditado para a vida civil em razão do ocorrido.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Em
outubro de 2009, quando trabalhava na terraplanagem de um canteiro de obra, o
operário foi atingido por um raio que quase o matou.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
descarga elétrica, conforme descreve, o arremessou a cerca de dez metros e
atingiu, também, uma enfermeira e mais dois colegas de trabalho, vindo um deles
a falecer. Após ser atingido, teve de ficar internado até o dia seguinte,
quando recebeu alta médica e teve ordem de retornar ao trabalho.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Ainda
de acordo com seu relato, meses depois do acidente, um empregado o levou para
sua residência, em São Bernardo do Campo/SP, junto à família, porque se passou
a considerar que ele não tinha condição de continuar trabalhando. <b>Em junho
de 2010, foi demitido.</b></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">INTERDIÇÃO</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Na
ação, a esposa sustentou que o operário nunca mais pôde ter uma vida normal e
passou a depender dela e dos filhos, "pois nem mesmo os mais simples atos
da vida civil podia praticar". Em ação na Justiça comum com pedido de
interdição, a perícia médica constatou que ele era portador de quadro clínico
compatível com alucinose orgânica, doença crônica sem condições de cura.
Segundo o laudo, o trabalhador estava total e permanentemente incapaz de gerir
sua vida e de administrar seus bens e interesses.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">CASO
FORTUITO</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">As
empresas (a construtora e a empresa que o contratou para prestar os serviços),
em sua defesa, alegaram se tratar de caso fortuito, causado, exclusivamente,
por descarga elétrica, energia natural decorrente de um fenômeno da natureza,
por fator externo. Não havendo conduta culposa a ser decretada, pleiteou o
afastamento de responsabilização pelo acidente.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">PREVISIBILIDADE</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
juízo da 74ª vara do Trabalho de São Paulo condenou as empresas ao pagamento de
indenizações de R$ 400 mil (danos materiais) e R$ 250 mil (danos morais). A
sentença destaca que o trabalhador foi admitido apto para o trabalho, sem
qualquer restrição, e, após o acidente, se tornou incapacitado e interditado,
sem condições de gerir sua vida.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O TRT
da 2ª região manteve as indenizações, pois a região onde ocorreu o acidente
apresentava grande incidência de raios, tanto que a empresa adotava medidas de
segurança. Segundo o TRT, não há se falar em caso fortuito ou força maior
quando houver previsibilidade da ocorrência do resultado.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
decisão registra que, no momento em que as chuvas se iniciaram, soou um apito,
e os funcionários foram retirados dos locais de trabalho e encaminhados para o
setor de administração. Entretanto, o empregado não estava entre eles, levando
o TRT a concluir que a conduta da empresa não foi suficiente para afastar o
risco.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">DEVER
DE CAUTELA</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
relator do agravo pelo qual a construtora pretendia reverter a condenação,
ministro Augusto César Leite, disse que o caso não diz respeito à queda de um
raio durante uma chuva intensa, mas ao dever de cautela da empresa em relação
aos trabalhadores desabrigados. Ele considerou que, de acordo com o TRT, era
previsível a queda de raios, tanto que houve o alerta, sem que tenha sido
adotada, em relação ao empregado, a cautela adotada para os outros
trabalhadores.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Nesse
sentido, o ministro explicou que a turma somente poderia valorar os fatos
contidos na decisão do TRT. Dessa forma, não seria possível a sua reforma com
base nos argumentos da construtora sobre a ausência de nexo de causalidade
entre a patologia e o trabalho exercido pelo empregado, pois a <b>Súmula 126 do
TST veda o reexame de fatos e provas.</b></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">A
DECISÃO FOI UNÂNIME.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Processo:
Ag-AIRR-1387-89.2013.5.02.0074 - </span></b><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Informações: TST.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-66873170098370573352024-02-23T18:30:00.001-03:002024-02-23T18:30:06.954-03:00 HOMEM OBRIGADO A TRABALHAR UM DIA APÓS ENTERRO DA MÃE RECEBERÁ R$ 20 MIL REAIS.<p> <!--[if gte mso 9]><xml>
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OBRIGADO A TRABALHAR UM DIA APÓS ENTERRO DA MÃE RECEBERÁ R$ 20 MIL REAIS.</span></b></p><p style="text-align: center;"><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="sFlh5c pT0Scc" data-iml="6182" 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width="270" /><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="sFlh5c pT0Scc" data-iml="6182" src="data:image/jpeg;base64,/9j/4AAQSkZJRgABAQAAAQABAAD/2wCEAAoHCBUSFRYRFRUWGBISEhISERERGBEREhISGBgZGRgVGBgcIS4lHB4rHxgYJjgmKy8xNTU1GiQ7QDs0Py40NTEBDAwMEA8QHhISHzQhISExNDQ0NDQ0NDQ0MTQ0NDQ2MTQ0NDQ0NDQ0MTQ1NDQ0NDE0MTQ0NDQxNDQ0NDQ0NDQxMf/AABEIALcBEwMBIgACEQEDEQH/xAAbAAABBQEBAAAAAAAAAAAAAAADAAIEBQYBB//EAEAQAAIBAgUBBQUGAQoHAAAAAAECAAMRBAUSITFBEyJRYXEGMoGRoRQjQlKxwQczQ1NigpKi0eHwFRZyssLS8f/EABgBAQEBAQEAAAAAAAAAAAAAAAABAgME/8QAIhEBAQACAgMAAgMBAAAAAAAAAAECESExAxJBE1EiYYEy/9oADAMBAAIRAxEAPwCFlGYhxh8BpVFU1yjamap97TqB2I2u2guqngFxzbd/txXoVMNh3pG7UMTUwn410KEuylT17lMg+BkXK/Zs0qaZitRiUbDsVuAv31REI4vsruTv0E1Gf+yBxqUzTr06WjW/YvTIR6lQgs5dTyQB0PXxnlxsuq9GU08ovGsZoc09icdhgS1Aug/nMN9+v91e981mZJ3I6gkMOoI5BHQz0RytJjBmOJjTNRCE6DGxXmg/VOXjbxSA+HpGobCT6uTuFLDe29pzJGCvc8HabGoyaNrbiYt5WR57ptHWljjsONRtAJhyZv2EYCPWSDhGEYaLDpLsPpGTKTSCoIh6byWC2ovJaVJVU3khasmksWJqQbvI3axrPGkkPYzqCMWFQStQVBCqINRDoJVPQQyiMQQyiZDlWPCxKI9RA4Fi0x9p20ALLBsskMIxlgR9M5DaYoTSNg8+w1TCjDtiFpKURaiOrioroysGA0kP7o4jsR/EChTtToU6joihVZytJSALCwsW+YHpPOIpynhxi3O16Zgv4nhTdqLoL/gZagt5g6Zdt7UZVmHdxC0XbhTWTs6g8lc2PyM8Yimvx/q6Te+3q2N/h9gK92wuIeibe4/39L6kN/iMiYnJ8FlNEVMTRXFO7BASCdb2u2gE2VQOp34nnWGxL0zdHdD/AFGZf0hcbmFWvpNWo76AQms30g82/wB9JLjleLeF3F3nmU4erQ/4hgQwoBgmJwzklsM5PdIPJUk262uOnGZtNRkWKWg74QKzU8ZRXD1dx/KOPfUeWoW9LzO1qJRmQ8ozKSOpUkX+kuGXwygNp0CO0zoE6ILQciT0zFztK8DaCNTSbzNhKvAmreGw6ASFhcWCJJ1+EyqxSmpkpMKp6CVAxAXmTcDjbmNrpzH5dsTaUTpp2mtxmKBWZjEAsxIG0syNCUW2jtUEkMqzWLNPUwiicRYZFmh1BDqIxFhVEByw6QSLDoJFFSGUQSCGWARRHqJxY9YHQJ206BO6YDCIxhD2jGWQA0xR9ooHldorRWjpWTJ20dEIHVENRol2VBa7sqAngFiBc/OMUQtFCzADkkW6byXpY1GDeka/2RECVqfaUaOLqXqVDVW4uRwqmxAte15lGQgkHm5vfffrvPQvsiqXYIjYunSNXtiBTdKjKCoYDuse9zMHUpEc/M7mcfFlL03nLALTmmPIjZ3YcdrSK+8PUMHpkqG4diDYdZe0sK5W8qcEQHBPSbfLaqMnS9pmtSMdjXZdoTLqh6neXmc4ANuBKijhtPSQWqXbYyb9lUC8rqT2liDtEaVdZAG24jkE5VG8dTnSMpCLDKsGgh1gdUQirGrCqIDlWFQRqiFQQHKIZYNYVRAesesYI9YBBHCcE6JApwiPnCIA9MUfFA8ltFOzlpUKIRRCARZdezGHFTEJfYKbncLvwLEi1/XwlGpmt9mKZp0ataxBdSiH7xb37g2tpcd57i9xpM5ebLWNawm6s8txwfGX6VO0AAF7aySAA3uGwXyEhZjlO7KPwsQOPhxKZcdoxGsWKpUW17uNKEAebDb4zd5jYVSCPfVXW4UcjwHHHXecsJ62T9xvLmPNcRRKEgyOxmoz/A3uRzzMsw3tPRK5WBOY1JIaj1jqKRRHSmby3wFZknMOglkMMPKSrHa2M1C0gvUuZNbC+sJRwFxIqFhwbiWuoW+E4mAPSBxSFOZFQna5j6cCTCoZ0jKWhhlaRUaFVpVSFMMhkZWhVaBKWFWAQw6GARYRYNYRYDxHrGCPWAVY4RixwgOiMUUgbFOxQPJoo6NlZciiigITd1E+z4dE3UqO0e4embqp037xF9WuzLYHgzJ5JQ7Sui9A2sgaATp3AGohbk22PPEvM/rhUfTZQT2agAU+6DY2Vbix0sbX2Lec8/l/llMXTDiWsyrnnqefWbmtidWGwuIH5TSYgKBdf8R3U78XJ4vvgbzWZGe1wGJpDd6NRKy2Vb6fNmP9VhYWPPN7TXlmtX9M4XuLGuwqIfGZLG0dL3895eZZidQgczojczUpYpqz2EDSMTnUbecOtCwl2guGaxvLrCd4CUQa0usBUsAZFWL0wOI+gVsN5Aq4kkkdIfCIT02MlVa4Z1gs1ohl2ip0jfyhcXTIU+EQZKqlmtHIIsQ41W85Ko4bUL3nTbISiPWOamREFlDlh0gVEMkCSkOkAkMkKMphFMCsIpgGEcINWjwYBRHCDUx6mEEE7GCOhSiiikHk84Y6KVgycjzGmFX/ALO/dpVxG2pV00wSvea4CjSwIddbJcbEbGC9oTpWlSH4QWIub3ACgkcX97cc3lilE00w2G3vUY16o7w2QEi6num7Nsy8qolHndXXVbwQBBYkjbm1+Nydp5pPbybdLxir7TQ+xVcLiezYXWvTemRpD3NrgWO3Q7m+15nobCVjTdKg5purb3tsd726TtnN42OeN1VlRDUnemeabsm9r2B24JHyMlYpyywvtLSCYntF/k66JVU2VNyLNsPgdwDv8Sw2K/CYxu5K3VCx0vLBWuJX4vY3jqOItNIkOhknC1CoiwtVWMLVtY2kUMYnvC/jvNTgq66R6TFnmTVxRAtFI0+Gxg1sOkn5hil7Pa1pksM/XxhsXXbTpvtIrPZni9NQkcXlvl+YqwG/wmUzNu/aS8qXeaYbAuGjSsbhhtCtNQMEIkGI4GaElDDI0iq0MrQJAaODQAaPDQDq0KpkdWhEaFSFMIDAqYQGE2IpnbxgMdeA68UbFIryuKOjZWSkvKcKatZEAJu4uF5IG9h5ngeZA6yJL/K6Jw6Vqzae0FHuU7hqiB9g7qOF7ymxsRs21pjO6x/sxnKbh6oevia917OknZU2VSqaVvqKrfugtqawPd1bbTJ1HLMWPLEsfU7y/pr2eBJ/FVewvuTvbnptf1mftMeGc2/43neI4YwmEtAuJ1rDT49u2wFCuF72Hc0HYKPd/Dqc7m91O1xv0kTDVbr8IX2WPapiMId+1pF6QIDkVE40gkAHje4OwlfQqWFjsRcEHkEcicceLY6XnVBxKXJkTTJtV5EL7zbAtNyJISqT1kUtGmpGlTNUcpZiFHJleHJM1vstlqu6Bup1P5AdJm3TWM2sMr9n6jprPdB4PjKb2hwlShud141Cel5hilBTD0zZmHPIp0xy31sPOZL2hxVJS2HA19HZjc6jG9GtsNk+Q1cc50CyjdnN7ATSv7IvhxqDq9uR7p+E1mERMvwaWUdpUAsvUsRcA+QG8y1errJZnYseSTM3PTU8e3aewiZoFkHifnBsgH4jLPIv4v7GZrSyOT1QuttKm1whPft5gcRvsph1d3ruNVOgAVDbhqhuF268E/2ZpUQVS7F9NOncVG2OqpYFkW/AW4BPibdJv32xcdMjuDY8jmEo3dgiglj0G8HmmNTUdAN72F+D5zT+w2C2aq1jbZfXkn1j2/R6/aq6uX1EGpl2623t6yODNjj62rW3CoQpYclzuUHTYEXPnbm8yeJUaiy+6Tx4GXHLd1UuPG3FMIhgVMIpm2UpTHhpHVoVWgFBndUEDHXgE1RQd4oV5rGVWsI+cKwylZdTV/eO99uRbz2m1TLcJWL1g7rWq9oWV2IBWqpRytxYi5cDm1h5X89cuPdP0EemKqL163Nr7nxM82eGdvF06Y3Gdr7PWsFoi3Z0iQhXkgbC56+PxlOlEN1t6zhzC4FwdXXYEfCdp40A7i/pYftJjcsZqNfxqV/wWoya10kXtYkqb/ESLXybEAX7JiPFNL/QG5lxhM+XRoOwuDv6Ac38pdYDOqQG7KB4Fjf9LSflzncPTGsNluJbDV0dlK6HGsMCt0OzA3HgTLjO8relUeoqN9mqNqpVVTTSIax0qVuosSQBfpxLfMsdRq34P/UAd4TK1ZaqVC47B1qNmBrOvZNR4N0Y95yTcWF72l9rbvTOtTTHVRIlQWk1rG9r6bnTfm3S/nItdZ2jFMUxjmcZo3mETMvTU4vwNzN5klcUg9S3uqFHraYvJ171/MfvL18UdFuNTm/zmMu3XHpZnNirPV/ERZT4W2H1JPwlVl1PtKqg73fvE+u5+sE9S50+LC/oAT+pkjLH0Nr22BPrs3+klai49ocZ2rgD3aYsoHS9r/TT8pVHy/SdRri56kmK/pJrbcunCNoHEGylvAfGSDY+EBiQCLXG5UfMgGNJatMBiOwoIPxEtUI8WGyj5g/OEx+YmnhloA7m5qNyTbdr+N3LSsxGIDFEv3QEH/kfrI+NfUpOrhE+bC5+pljNRaHeYX221T0nJa4oYQ1DwqNUPnYXA+OwnndBlDPfkBVHlNjiMUv2dKfSpVpIQPy6gSPpEL0mYx2polInvBA1Q8aqjd5z8WYmU1ZryZmOJDOxv85Ws/zvsZd8rrh0GEVoHVHBp3cB1aEV5EVoVWgSQ0cGkcPHBoB9UUFqihXnl44zb5d7M1KDhnoVGKPrARkN+6y2uHW27X46DzlBifZnEp/NOw8bKp+Iuf1nLHzY26W4XSmiMmVMqrr71GoOvusRb1EhsLGx2I5B2M6Sy9M6cFvA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<p class="MsoNormal" style="line-height: normal; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 15.0pt;">Empresa também deve
pagar indenização de R$ 10 mil reais, por deixar de conceder férias por longo
período ao trabalhador.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Empregador
indenizará em R$ 20 mil por obrigar colaborador a voltar a trabalhar um dia
após enterro da mãe. <b>A decisão é da</b> <b>JUÍZA DO TRABALHO LUCIENE TAVARES
TEIXEIRA SCOTELANO,</b> <b>da vara de Sabará/MG,</b> a considerar que a
legislação brasileira confere ao empregado o direito de se ausentar dois dias
do trabalho sem prejuízo de salário.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
colaborador alegou que seu supervisor o teria buscado para prestar serviço no
dia seguinte ao enterro em caráter de urgência. Indignado, pleiteou o pagamento
de indenização por dano existencial, tendo em vista a ausência de concessão das
férias devidas ao longo do contrato de trabalho. Afirmou que tal situação, além
de lhe acarretar dano físico, impediu que ele tivesse convívio social,
violando, portanto, direitos personalíssimos.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Para a
juíza, ficou demonstrado que não houve a escorreita fruição da <b>"licença
nojo",</b> termo de origem portuguesa que tem como significado o luto.
Segundo a sentença, o <b>artigo 473, I, da CLT</b> confere ao empregado o
direito de se ausentar do trabalho sem prejuízo de salário, no caso de
falecimento de ascendente, por até dois dias consecutivos.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
julgadora ressaltou que ficou provada a inobservância da norma, uma vez que o
trabalhador foi acionado para o trabalho no dia seguinte ao sepultamento da
mãe. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">"Desse
modo, reputo que exigir do empregado que trabalhe durante o gozo de licença
nojo, em momento de extrema tristeza, constitui manifesta ofensa aos direitos
da personalidade, sendo inconteste que o fato atenta contra a dignidade e
integridade psíquica do reclamante, causando evidente abalo", concluiu.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Com
relação ao dano existencial, a julgadora explicou que é espécie do gênero dano
imaterial, cujo enfoque está em pesquisar as lesões existenciais, ou seja,
aquelas voltadas ao projeto de vida (autorrealização - metas pessoais, desejos
objetivos, etc.) e de relações interpessoais do indivíduo.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">"Na
seara JUSLABORAL, o dano existencial, também conhecido como dano à existência
do trabalhador, visa examinar se a conduta patronal se faz excessiva ou ilícita
a ponto de imputar ao trabalhador prejuízos de monta no que toca ao descanso e
convívio social e familiar", completou.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">No
caso, a juíza ponderou que a não concessão das férias por longo período
resultou, indiscutivelmente, em medida que suprimiu ou limitou as atividades de
cunho familiar, cultural, social, recreativas, esportivas, afetivas, ou
quaisquer outras desenvolvidas pelo empregado fora do ambiente de trabalho, o
que ocasionou a existência de danos morais. "Ademais, houve descumprimento
reiterado das normas de segurança e saúde do trabalho, sujeitando o trabalhador
ao prejuízo contra a saúde física e mental", destacou.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
a magistrada, a <b>Constituição da República</b> assegura o direito à reparação
como pura consequência da violação dos direitos extrapatrimoniais <b>(art. 5º,
X),</b> de modo que a comprovação do dano moral se dá por simples presunção
legal, na forma dos <b>artigos. 212, IV, do CC e 374, IV, do CPC.</b></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Dessa
forma, a juíza determinou que a empresa pague indenizações por danos morais, no
valor de R$ 10 mil, pelo dano existencial, e de R$ 10 mil, pela não concessão
da licença luto, totalizando R$ 20 mil reais.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 115%;">Informações:
TRT da 3ª Região. Fonte Boletim MIGALHAS nº 5794, de 23.02.2024.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-30709225398642384372024-02-20T18:01:00.003-03:002024-02-20T18:01:25.369-03:00 BANCÁRIA PODERÁ FAZER TELETRABALHO PARA CUIDAR DE FILHO DOENTE. DECIDIU O TRIBUNAL SUPERIOR do TRABALHO (TST).<p> <!--[if gte mso 9]><xml>
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TELETRABALHO PARA CUIDAR DE FILHO DOENTE. DECIDIU O TRIBUNAL SUPERIOR do
TRABALHO (TST).</span></b></p><p style="text-align: center;"><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="898" height="184" 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width="275" /><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Para a 3ª turma, a medida
compatibiliza os interesses do banco e as necessidades da criança, que tem
grave doença neurológica.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Por unanimidade, a 3ª turma do
TST manteve decisão que atendeu ao pedido de uma escriturária do Banco do
Brasil, em Natal/RN, para trabalhar em regime de teletrabalho, para poder
cuidar do filho, que tem grave doença neurológica.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A bancária foi admitida em
2005 e, em 2010, seu filho, então com oito meses, passou 26 dias internado com
quadro de meningoencefalite grave e, após a alta, ficou com diversas sequelas,
como perda auditiva, cognitiva e motora e epilepsia. A partir de 2011, ela se
afastou em "licença interesse", não remunerada pelo banco, mas pelos
planos de saúde e de previdência privada.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na reclamação trabalhista, ela
disse que em setembro de 2021, ao fim da licença, pediu para ser lotada em
Natal, mas foi informada de que não havia vaga. Com receio de ser enviada para
o interior, pediu a prorrogação do benefício, diante da necessidade de manter
os cuidados com o filho.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Caso não fosse possível, de
forma alternativa, pediu o retorno ao trabalho em uma agência próxima de sua
casa, com redução de jornada e sem perda salarial e de vantagens.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">PODER DIRETIVO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Contudo, o pedido foi negado
pelo BB, com a justificativa de que o afastamento por meio da licença é
concedido de acordo com o critério e a conveniência do banco e está sujeito às
regras internas. "A suspensão da licença se encontra na esfera do poder
diretivo do empregador, no que tange à administração de seus recursos
humanos", acentuou a empresa.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">TELETRABALHO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A fim de conciliar os
interesses do banco e as necessidades do filho da bancária, permitindo sua
presença em casa, o juízo da 1ª vara do Trabalho de Natal determinou que a
escriturária voltasse ao trabalho, mas de forma exclusivamente remota, com
redução de um terço da jornada e lotação em uma das agências de Natal. A
sentença foi mantida pelo TRT da 21ª região.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">No recurso ao TST, o Banco do
Brasil sustentou que a escriturária não havia requerido o teletrabalho na
reclamação trabalhista e, por isso, a decisão teria ido além do pedido e
deveria ser anulada.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">PRUDÊNCIA E EQUILÍBRIO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O relator, ministro José
Roberto Pimenta, observou que em nenhum momento a bancária quis que o retorno
fosse exclusivamente presencial. "Por esta razão, não há como entender que
essa modalidade remota de trabalho não estivesse virtualmente abrangida nos
limites da petição inicial, ainda que não de forma literal e expressa",
explicou.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Segundo o relator, a adoção do
regime de teletrabalho compatibilizou, "com prudência e equilíbrio",
a necessidade de assegurar ao Banco do Brasil o seu direito de obter a
prestação de serviços em razão do contrato de trabalho, sem perda de produtividade
e sem prejudicar outros empregados lotados em Natal, e a necessidade da
permanência da empregada estar em casa nos cuidados com o filho.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O ministro assinalou, ainda,
que o CPC estabelece, no artigo 322, que o pedido deve ser certo, mas também
dispõe, no parágrafo 2º, que a interpretação do pedido "considerará o
conjunto da postulação e observará o princípio da boa-fé".</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
AIRR-504-61.2021.5.21.0001 – A decisão foi unânime.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Veja o acórdão.<span style="mso-spacerun: yes;"> </span>Informações: TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: Boletim <i>MIGALHAS</i>,
nº 5791, de 20.02.2024.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-51224859588930589172024-02-09T16:12:00.002-03:002024-02-09T16:12:23.300-03:00 TRT-2 valida vínculo de emprego entre consultora e empresa de cosméticos. <p><span style="font-family: arial;"> <b><span style="font-size: 24pt;">TRT-2 valida vínculo de emprego entre consultora e empresa de cosméticos.</span></b></span></p><p style="text-align: center;"><span style="font-family: arial;"><b><span style="font-size: 24pt;"> </span></b></span><img alt="Vínculo trabalhista: regras, requisitos e cuidados para a empresa!" class="rg_i Q4LuWd" data-ils="4" height="162" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcTsBEVFSfs_Uu4rHVSR1SE7mff-I_VPd4QTCg&usqp=CAU" width="313" /><!--[if gte mso 9]><xml>
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<p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial;">Por constatar os requisitos da
onerosidade, habitualidade, subordinação e pessoalidade, a 17ª Turma do
Tribunal Regional do Trabalho da 2ª Região reconheceu o vínculo de emprego
entre uma consultora de vendas e uma empresa de cosméticos.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">A mulher contou que atuou como consultora
orientadora de 2010 a 2021. A empresa alegou que o contrato assinado era de
parceria comercial, e não de emprego.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">A desembargadora Catarina von Zuben, relatora do
caso, levou em conta o depoimento de um preposto da ré, que forneceu “indícios
da relação de subordinação existente entre as partes”.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">Segundo ele, as reuniões eram marcadas pela
própria empresa. Nessas ocasiões a gerente repassava novos produtos, comunicava
as novas campanhas e discutia sobre o volume de vendas das consultoras
subordinadas à orientadora.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">Além disso, os documentos trazidos aos autos
confirmaram as afirmações de outra testemunha. Ela revelou que havia controle e
fiscalização dos serviços da autora, com “cobrança ostensiva de metas e
ameaças”.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">Na visão de Zuben, a empresa “não logrou êxito em
desonerar-se do encargo probatório de demonstrar a ausência dos requisitos
inerentes à relação de emprego”.</span></p>
<p style="text-align: justify;"><span style="font-family: arial;">Segundo ela, a subordinação e a pessoalidade
foram evidenciadas pela prova oral. Já a onerosidade e a habitualidade eram
incontroversas (a autora era remunerada e ficou mais de 10 anos na empresa). <em>Com
informações da assessoria de imprensa do TRT-2.</em></span></p>
<p style="text-align: justify;"><strong style="font-family: arial;">Clique <a href="https://www.conjur.com.br/wp-content/uploads/2024/02/acordao-TRT-2-vinculo-de-emprego-consultora-de-vendas-e-empresa-de-cosmeticos.pdf" target="_blank">aqui</a> para ler o acórdão</strong></p>
<p style="text-align: justify;"><strong style="font-family: arial;">Processo 1001185-57.2022.5.02.0211</strong></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-39538166416792210862024-02-02T13:09:00.001-03:002024-02-02T13:09:04.694-03:00 Demissão em massa sem negociação com sindicato é inadmissível, reforça TST.<p><span style="font-family: arial;"> <b><span style="font-size: 24pt;">Demissão
em massa sem negociação com sindicato é inadmissível, reforça TST. </span></b></span><!--[if gte mso 9]><xml>
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<p class="MsoNormal" style="text-align: center;"> <img alt="SINCOMAR: Demissão em massa sem prévia negociação coletiva é abusiva, decide TST" class="rg_i Q4LuWd" data-atf="false" data-deferred="1" data-iml="904" height="180" 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" width="224" /></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Conforme foi estabelecido pelo Supremo Tribunal Federal por
meio de uma tese de repercussão geral, é imprescindível a participação sindical
para a dispensa em massa. Com base nesse entendimento, a 3ª Turma do Tribunal
Superior do Trabalho proibiu uma construtora de Aracaju de promover demissão
coletiva sem negociar previamente com o sindicato da categoria.</span></p>
<p class="MsoNormal" style="line-height: normal; text-align: justify;"><span style="font-family: arial; font-size: medium;">Em junho de 2017, a empresa dispensou mais de
cem trabalhadores sem negociação prévia com o Sindicato dos Trabalhadores nas
Indústrias da Construção Pesada, Portos, Aeroportos, Barragens, Canais, Dutos,
Eclusas, Estradas, Ferrovias, Hidrelétricas, Metrôs, Pavimentação e
Terraplenagem do Estado de Sergipe (Sintepav-SE).</span></p>
<p class="MsoNormal" style="line-height: normal; text-align: justify;"><span style="font-family: arial; font-size: medium;">A situação levou o Ministério Público do
Trabalho (MPT) a ajuizar ação civil pública para impedir a dispensa e prevenir
futuras medidas semelhantes sem discussão dos critérios e das formas com o
sindicato.</span></p>
<p class="MsoNormal" style="line-height: normal; text-align: justify;"><span style="font-family: arial; font-size: medium;">A empresa, em sua defesa, sustentou que as
dispensas são legalmente permitidas e poderiam ser questionadas individualmente
na Justiça pelos trabalhadores envolvidos.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">O juízo da 9ª Vara do Trabalho de Aracaju deferiu os pedidos do MPT, mas o
Tribunal Regional do Trabalho da 20ª Região (SE) afastou as obrigações impostas
à empresa. Para a corte regional, o artigo 477-A da CLT, introduzido pela
reforma trabalhista (Lei 13.467/2017), diz que são lícitas as dispensas
imotivadas individuais e coletivas, mesmo sem prévia autorização da entidade
sindical ou previsão em acordo ou convenção coletiva de trabalho.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;"><strong>Diálogo prévio</strong></span></p><p style="text-align: justify;"><span style="font-family: arial; font-size: medium;"><strong> </strong><br />
Ao examinar o recurso de revista do MPT, o ministro Alberto Balazeiro destacou
que, conforme tese de repercussão geral (Tema 638) fixada pelo STF, “a
intervenção sindical prévia é exigência procedimental imprescindível para a
dispensa em massa de trabalhadores”. Segundo o magistrado, apesar de a dispensa
coletiva não estar condicionada à autorização prévia do sindicato, “a
existência de um diálogo prévio, leal e efetivo entre o empregador e a
categoria é requisito imperativo de validade“.</span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;">Além de vedar a dispensa, o colegiado, por unanimidade, impôs multa diária
de R$ 10 mil por trabalhador a cada constatação de descumprimento. <em>Com
informações da assessoria de imprensa do TST.</em></span></p>
<p style="text-align: justify;"><span style="font-family: arial; font-size: medium;"><strong>Clique <a href="https://www.conjur.com.br/wp-content/uploads/2024/01/acordao-tst-dispensa-em-massa.pdf" target="_blank">aqui</a> para ler o acórdão</strong><br /></span>
<span style="font-family: arial; font-size: medium;"><strong>RR 487-33.2018.5.20.0009</strong></span></p>
<p><strong> </strong></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-35891539932241863962023-12-19T13:57:00.008-03:002023-12-19T13:59:22.271-03:00 MENSAGEM de NATAL e ANO NOVO AOS NOSSOS LEITORES, SEGUIDORES E AMIGOS<p> <span style="font-family: arial;"><!--[if gte mso 9]><xml>
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</p><p class="MsoTitle"><span face=""Arial Black",sans-serif" style="font-family: arial; font-size: 20pt;"> MENSAGEM
de NATAL e ANO NOVO</span></p>
<p align="center" class="MsoNormal" style="text-align: center;"><b style="font-family: arial; mso-bidi-font-weight: normal;"><u><span face=""Arial Black",sans-serif" style="font-size: 20pt;">AOS
NOSSOS LEITORES, SEGUIDORES E AMIGOS:</span></u></b></p>
<p class="MsoBodyTextIndent"><b style="font-family: arial; mso-bidi-font-weight: normal;"><span style="font-size: 8pt; mso-bidi-font-size: 10.0pt;"> </span></b></p>
<p class="MsoBodyTextIndent" style="text-align: center;"><span style="font-family: arial;"><b style="mso-bidi-font-weight: normal;"><span style="font-size: 8pt; mso-bidi-font-size: 10.0pt;"> </span></b><img alt="Coruja De Natal Vetor PNG , Adesivo Clipart Koyobo Coruja ..." data-atf="1" data-csiid="16" id="dimg_17" 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/></span></p>
<p class="MsoBodyTextIndent" style="line-height: 150%; text-align: justify; text-indent: 14.2pt;"><span style="font-family: arial;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial Narrow",sans-serif" style="font-size: 16pt; line-height: 150%;">Ao
ensejo do NATAL e do ANO NOVO que se aproximam, o JURÍDICO LABORAL por seu GRUPO
de TRABALHO vem enaltecer os mais sinceros cumprimentos a todos os LEITORES,
SEGUIDORES e AMIGOS e seus FAMILIARES, traduzindo as CONGRATULAÇÕES e os VOTOS
de BOAS FESTAS a TODOS.</span><span face=""Arial Narrow",sans-serif" style="font-size: 7pt; line-height: 150%;"> </span><span face=""Arial Narrow",sans-serif" style="font-size: 7pt;"><br /></span></b></span></p>
<p class="MsoBodyTextIndent" style="line-height: 150%; text-align: justify; text-indent: 0cm;"><b style="font-family: arial; mso-bidi-font-weight: normal;"><span face=""Arial Narrow",sans-serif" style="font-size: 16pt; line-height: 150%; mso-bidi-font-family: Arial;">Assim, este JURÍDICO LABORAL e por sua Equipe de
Trabalho, deseja fortemente a todos, um FELIZ e SANTO NATAL, com alegria, saúde
e paz em companhia dos seus queridos.</span></b></p>
<p class="MsoBodyTextIndent" style="line-height: 115%; text-align: justify; text-indent: 0cm;"><b style="font-family: arial; mso-bidi-font-weight: normal;"><span face=""Arial Narrow",sans-serif" style="font-size: 18pt; line-height: 115%; mso-bidi-font-family: Arial;">Desejamos que o ANO de 2024 seja REPLETO de PAZ com
AMOR, SAÚDE, TRABALHO e PROGRESSO e os PROJETOS plenamente REALIZADOS. <span style="mso-spacerun: yes;"> </span></span></b></p>
<p class="MsoBodyTextIndent" style="text-align: justify; text-indent: 0cm;"><b style="font-family: arial; mso-bidi-font-weight: normal;"><span face=""Arial Narrow",sans-serif" style="font-size: 18pt; mso-bidi-font-family: Arial;">Que os Direitos Humanos
sejam respeitados e cumpridos!</span></b></p>
<p class="MsoBodyTextIndent" style="text-align: justify; text-indent: 0cm;"><span style="font-family: arial;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial Narrow",sans-serif" style="font-size: 18pt; mso-bidi-font-family: Arial;">Que haja RESPEITO à
dignidade no Trabalho e JUSTIÇA para todos!<span style="mso-spacerun: yes;"> </span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-size: 8pt; mso-bidi-font-size: 10.0pt;"><span style="mso-spacerun: yes;"> </span></span></b><b style="mso-bidi-font-weight: normal;"><span face=""Arial Black",sans-serif" style="font-size: 8pt; mso-bidi-font-size: 10.0pt;"><span style="mso-spacerun: yes;"> <br /></span></span></b></span></p>
<p class="MsoBodyTextIndent" style="text-align: justify; text-indent: 0cm;"><b style="font-family: arial; mso-bidi-font-weight: normal;"><span face=""Arial Black",sans-serif" style="font-size: 16pt;">AGRADECIMENTOS:</span></b></p>
<p class="MsoBodyTextIndent" style="line-height: 150%; text-align: justify; text-indent: 0cm;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial",sans-serif" style="font-family: arial;">Ao ensejo desta, o JURÍDICO LABORAL
agradece a todos pelo PRESTÍGIO e pelo APOIO recebido neste ano de 2023,
elemento motivador para darmos continuidade nesse trabalho dedicado a expandir
e informar os Direitos Social.</span><span face=""Arial Black",sans-serif"><span style="mso-spacerun: yes;"><span style="font-family: arial;"> </span> </span></span></b></p><p class="MsoBodyTextIndent" style="line-height: 150%; text-align: justify; text-indent: 0cm;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial Black",sans-serif"><span style="mso-spacerun: yes;"> <br /></span></span></b></p><p align="center" class="MsoBodyTextIndent" style="text-align: center; text-indent: 0cm;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial Black",sans-serif"><span style="mso-spacerun: yes;"> </span></span></b><b style="mso-bidi-font-weight: normal;"><span face=""Arial",sans-serif" style="font-size: 16pt;"> DEZEMBRO DE 2023 </span></b></p><p align="center" class="MsoBodyTextIndent" style="text-align: center; text-indent: 0cm;"><b style="mso-bidi-font-weight: normal;"><span face=""Arial",sans-serif" style="font-size: 16pt;"> </span><span face=""Arial Narrow",sans-serif" style="font-size: 19pt;">JURÍDICO LABORAL.</span></b></p>
<p class="MsoNormal"> </p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-73146248210895975922023-12-15T11:34:00.005-03:002023-12-16T12:44:14.370-03:00 EMPRESA PAGARÁ R$ 100 MIL POR COAGIR EMPREGADA A VOTAR EM BOLSONARO.<p style="text-align: justify;"> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span face=""Arial",sans-serif" style="font-size: 14pt; line-height: 107%;">EMPRESA PAGARÁ R$ 100 MIL POR
COAGIR EMPREGADA A VOTAR EM BOLSONARO. </span></b></p><p style="text-align: center;"><b><span face=""Arial",sans-serif" style="font-size: 14pt; line-height: 107%;"> </span></b><img alt="Bancária é indenizada por danos morais e materiais" class="rg_i Q4LuWd" data-ils="4" height="171" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcSbz2mhzH4pc0rFKsPTreGuH9OIGxVwrXsN9Q&usqp=CAU" width="296" /></p><p style="text-align: justify;"><b><span face=""Arial",sans-serif" style="font-size: 14pt; line-height: 107%;">MULHER FOI DEMITIDA POR NÃO MANIFESTAR O
CANDIDATO EM QUE VOTARIA E NÃO CEDER AO ASSÉDIO DA EMPRESA DE QUE SE LULA
GANHASSE, A EMPRESA "DEIXARIA DE EXISTIR".</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">A 1ª turma do TRT da 17ª região
condenou uma empresa a pagar R$ 100 mil de indenização por danos morais a
empregada demitida por não se manifestar politicamente a favor de Bolsonaro nas
eleições de 2022. Para o colegiado, ficou comprovado que a empresa cometeu
assédio eleitoral, em conduta amedrontadora.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Consta nos autos que a mulher,
auxiliar de serviços gerais, disse ter sido pressionada por superiores para que
se posicionasse publicamente em favor de um dos candidatos que concorria à
presidência nas eleições de 2022.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Segundo ela, além das atitudes
adotadas internamente por seus superiores, a gestora da empresa, que ministra
aulas de "coach", fez com que os funcionários ficassem de pé durante
uma aula ministrada aos alunos, para que ouvissem falar sobre ideologias
religiosas e políticas, com o intuito de forçar posicionamento político.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Por fim, argumentou que a
pressão aumentou exponencialmente com a aproximação do segundo turno das
eleições e, não cedendo ao assédio, foi demitida juntamente com outras colegas.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Em contestação, a empresa
afirmou que jamais demitiria qualquer empregado por sua opinião política e que
resta evidente a escolha política e partidária dos prepostos da empresa, mas
sem praticar qualquer dano ou usurpar direitos de seus empregados.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">A sentença indeferiu o pedido
da trabalhadora sob o fundamento de que, embora fique claro a posição religiosa
e política da palestrante, não se percebeu, pelos vídeos analisados, qualquer
pressão para que o empregado se posicionasse.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Em recurso ordinário a
trabalhadora reiterou os fatos e acrescentou que a empresa foi condenada em
processo análogo, no qual o juízo reconheceu a existência de assédio.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial Narrow",sans-serif" style="font-size: 13pt; line-height: 107%; mso-bidi-font-family: Arial;">Ao analisar o caso, o <b>RELATOR, DESEMBARGADOR CLÁUDIO ARMANDO COUCE DE
MENEZES,</b> observou os vídeos das aulas de "coach" em que a
diretora citava os candidatos e o à época presidente.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Em uma das falas, a
palestrante afirmou: "eu não posso não defender o que eu verdadeiramente
acredito, o que eu tenho convicção de que é a verdade, porque estou na empresa
que eu também acredito... eu acredito no meu presidente, eu acredito e sigo exatamente
o que ele fala pra eu seguir". Ao terminar a frase, ela questiona:
"sim, gente?", para que os funcionários concordem com o que disse.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Segundo o relator, as imagens
denotam, <b>"sem qualquer dúvida",</b> a intenção da empresa em
coagir e pressionar seus funcionários a seguirem o posicionamento político.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">O magistrado também analisou
áudios em que a diretora diz que a empresa posiciona e ajuda Bolsonaro, e que
se Lula ganhasse, a empresa deixaria de existir.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Para o magistrado, os fatos,
que ocorreram às vésperas dos turnos eleitorais, demonstra de forma concreta o
assédio eleitoral, em flagrante conduta amedrontadora. Ainda, considerou que
não há dúvidas de a empregada foi demitida por não manifestar o candidato em
que votaria e não ceder ao assédio da empresa, pois a dispensa ocorreu cinco
dias antes do segundo turno eleitoral.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span face=""Arial",sans-serif" style="font-size: 12pt; line-height: 107%;">Diante disso, deu provimento
ao recurso para condenar a empresa a pagar R$ 100 mil por dano moral.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span face=""Arial",sans-serif" style="font-size: 14pt; line-height: 107%;">Processo:
0001147-87.2022.5.17.0003.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span face=""Arial",sans-serif" style="font-size: 14pt; line-height: 107%;">Fonte: Boletim MIGALHAS nº
5746, de 13.12.2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-30153810279375126302023-12-08T19:16:00.002-03:002023-12-08T19:16:35.654-03:00 TST NEGA CONDENAR JORNALISTA POR SUPOSTA DIFAMAÇÃO AO AJUIZAR AÇÃO TRABALHISTA CONTRA A EX-EMPREGADORA.<p> <!--[if gte mso 9]><xml>
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NEGA CONDENAR JORNALISTA POR SUPOSTA DIFAMAÇÃO AO AJUIZAR AÇÃO TRABALHISTA
CONTRA A EX-EMPREGADORA.</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 20.0pt; line-height: 115%;"> </span></b><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="792" height="180" 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<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 115%;">A
alegação da empresa era de que ela teria ofendido sua imagem com alegações
inverídicas.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A 8ª
turma do TST rejeitou pedido de uma empresa de comunicação que pretendia obter
indenização de uma jornalista que, segundo alegava, teria causado danos à sua
imagem ao ingressar com ação judicial com informações supostamente inverídicas.
</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
o colegiado, o fato de ela ajuizar reclamação trabalhista contra a
ex-empregadora não é motivo de ofensa à honra que justifique a reparação.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
jornalista ajuizou a ação trabalhista em julho de 2020 contra a empregadora e
outras empresas do grupo alegando fraude trabalhista, por ter sido obrigada a
prestar serviços como autônoma durante 19 anos.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
empresa, na contestação, apresentou pedido de reconvenção - situação em que,
dentro do mesmo processo, invertem-se as posições, ou seja, o réu passa a
processar o autor da ação. O motivo seria a necessidade de se defender de
abusos cometidos pela jornalista no curso da ação judicial.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
a ré, a acusação de <b>"manobras fraudulentas</b>" e de coação
ofenderiam sua imagem e afetariam sua boa reputação como empregadora. Por isso,
pedia a condenação da jornalista ao pagamento de R$ 20 mil reais de
indenização.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">VÍNCULO</span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
reconvenção foi julgada improcedente pelo juízo de primeiro grau. De acordo com
a sentença, não ficou caracterizada a prática de assédio processual, e a
jornalista não cometeu nenhum ato ilícito ao ajuizar a ação visando ao
reconhecimento do vínculo - que foi reconhecido.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">A
decisão foi mantida pelo TRT da 2ª Região, que não verificou situação que
justificasse a reparação civil.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">REQUISITOS</span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
relator do recurso da empresa, <b>MINISTRO CAPUTO BASTOS,</b> explicou que o
dever de indenizar exige a associação de três elementos básicos: a conduta do
agente, o resultado lesivo (ou dano) e o nexo de causalidade entre a conduta e
o dano. No caso, o TRT concluiu que a conduta da trabalhadora não ofende a
honra e a imagem da empresa e, portanto, não há registro dos requisitos
caracterizadores do dano moral.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 115%;">A
decisão foi unânime.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Processo:
AG-AIRR-1000680-64.2020.5.02.0008</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Informações:
TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
nº 5711, de 20.10.2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-54850483326313618022023-12-01T18:05:00.003-03:002023-12-01T18:05:25.484-03:00 TST ANULA CLÁUSULA DE BENEFÍCIOS EXCLUSIVOS PARA SINDICALIZADOS POR CONDUTA ANTISSINDICAL.<p> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">TST ANULA CLÁUSULA DE
BENEFÍCIOS EXCLUSIVOS PARA SINDICALIZADOS. PARA A 7ª TURMA do TST FICOU
CARACTERIZADA CONDUTA ANTISSINDICAL.</span></b></p><p style="text-align: center;"><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="745" height="180" 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width="270" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A 7ª Turma do TST considerou
nulas as cláusulas de um acordo coletivo que condicionavam a concessão de
benefícios custeados pelo empregador à sindicalização do empregado. Para o
colegiado, a medida gera discriminação nas relações de trabalho.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O acordo foi firmado entre o <b>SITTRA
- SINDICATO dos TRABALHADORES em TRANSPORTES RODOVIÁRIOS do MUNICÍPIO de
ANÁPOLIS e a TRANSPORTADORA SÃO JOSÉ do TOCANTINS LTDA., de ANÁPOLIS/GO.</b>
Entre os benefícios exclusivos a associados do sindicato estavam o fornecimento
de cesta básica e estabilidade pré-aposentadoria. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">As cláusulas foram
questionadas pelo MPT - Ministério Público do Trabalho, mas sua validade foi
mantida pelo juízo de primeiro grau e pelo TRT da 18ª região.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Segundo o TRT, a Reforma
Trabalhista <b>(Lei 13.467/2017)</b> "mudou para sempre" o direito
coletivo do trabalho, e as cláusulas prestigiam o princípio constitucional da
autonomia da vontade coletiva. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">De acordo com esse
entendimento, os benefícios haviam sido estabelecidos pelo sindicato
representante dos empregados, legitimamente constituído para defender seus
interesses, e não caracterizaria coação para que se filiassem.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">No recurso de revista, o MPT
sustentou que a legítima opção dos trabalhadores de não se sindicalizar
passaria a ser punida, já que ficariam privados, só por esta escolha, de
benefícios custeados pelo empregado. "Abrir esta porta é impor o fim da
efetiva liberdade de sindicalização", sustentou o órgão.
"Começando-se por uma cesta básica, outros benefícios e preferências
poderão ser excluídos". </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">De acordo com esse argumento,
a medida seria um claro ato de ingerência, por meio de financiamento
empresarial das atividades rotineiras ou de fortalecimento do sindicato de
trabalhadores.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O relator do recurso, ministro
Cláudio Brandão, reconheceu que o direito à negociação coletiva está
constitucionalmente assegurado, mas a negociação coletiva restrita aos filiados
ou contribuintes do sindicato viola os princípios da representatividade sindical,
da unicidade e da liberdade de sindicalização e, portanto, representa CONDUTA
ANTISSINDICAL. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A seu ver, ela compromete,
"ainda que por via oblíqua", o desenvolvimento da categoria do
sindicato, ao contrapor, de um lado, a pressão pela sindicalização e, por
outro, a discriminação daqueles que não o fazem.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
10590-53.2020.5.18.0052</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Leia a decisão. Informações:
TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
nº 5730, de 21 11 2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-15847800459808039652023-11-24T18:55:00.003-03:002023-11-24T18:55:57.022-03:00 AÇOUGUEIRA DISCRIMINADA POR COLEGAS POR SER MULHER SERÁ INDENIZADA. <p> <b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">AÇOUGUEIRA DISCRIMINADA POR
COLEGAS POR SER MULHER SERÁ INDENIZADA.</span></b></p><p style="text-align: center;"><img alt="Discriminação contra a mulher" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="1025" height="161" 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width="315" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p><p><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">TRIBUNAL CONCLUIU QUE A EMPREGADORA
TINHA CIÊNCIA DOS FATOS E FOI OMISSA NA BUSCA DE UMA SOLUÇÃO.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ex-colaboradora de
supermercado de Curitiba/PR receberá indenização de R$ 10 mil por ser vítima de
insultos machistas proferidos por colegas homens durante trabalho no açougue.
TRT da 9ª região entendeu que ex-empregadora tinha ciência dos fatos e foi
omissa na busca de uma solução.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A profissional foi contratada
em 2017 como balconista e, em 2018, assumiu a função de AÇOUGUEIRA, até ser
dispensada em 2019. Na reclamação trabalhista, ela relatou que ouvia dos
colegas homens frases como <b>"lugar da mulher era na cozinha"</b> e,
ao serem solicitados para pegar alguma mercadoria mais pesada, se negavam,
dizendo <b>"Você não quer ser açougueiro? Tem que pegar sozinha". </b></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Embora tenha reclamado dos
comentários para os encarregados do setor, ela disse que não recebia atenção.
Quando começou a ter crises de enxaqueca, agravadas pelo trabalho em câmara
fria sem proteção adequada, o gerente a chamou no escritório e ameaçou puni-la.
Em seguida, ela foi dispensada.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O pedido de indenização foi
indeferido pelo juízo de primeiro grau, mas o TRT da 9ª região reformou a
sentença. Um dos fundamentos foi o depoimento da testemunha responsável pelo
treinamento da AÇOUGUEIRA, que havia presenciado o tratamento desrespeitoso e
disse que ela chegou a ser atendida por ambulância no local de trabalho em
razão da enxaqueca, mas os chefes não agiam para minimizar os danos.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ressaltando o depoimento dessa
testemunha e que a empresa não havia negado expressamente os fatos na
contestação, o TRT concluiu que a empregada, a partir da mudança para o
açougue, havia sofrido com atitudes machistas de colegas que não a consideravam
apta ao exercício da função somente por ser mulher. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Lembrou também as dificuldades
do trabalho na câmara fria sem os EPIs necessários, o que motivava piadas
inclusive do encarregado do setor. Com isso, o TRT condenou o supermercado a
pagar R$ 3 mil de indenização. </span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">OMISSÃO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A relatora do <b>RECURSO de
REVISTA</b> da trabalhadora, <b>MINISTRA KÁTIA ARRUDA,</b> assinalou que, além
da gravidade dos fatos narrados, era preciso considerar a culpa da empresa que,
de acordo com a decisão do TRT, tinha ciência dos fatos e foi omissa na busca
de uma solução.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na avaliação da relatora, a
situação relatada no processo é bastante grave. "A violência de gênero se
dava de forma transparente no ambiente de trabalho, sem qualquer pudor e sem
repreensão por parte da empresa", ressaltou. Por isso, considerou que o
valor de R$ 3 mil fixado pelo TRT para a indenização foi desproporcional aos
fatos narrados, à natureza e à extensão do dano e ao grau de culpa do
empregador.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">DISCRIMINAÇÃO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na sua fundamentação, a Ministra
citou <b>Convenções da OIT</b> que tratam do combate à discriminação no
trabalho <b>(Convenção 111)</b> e da violência e do assédio em razão de gênero <b>(Convenção
190).</b> No ordenamento jurídico brasileiro, lembrou que a discriminação de
gênero fere o princípio da igualdade da <b>Constituição Federal e a Lei 9.029/1995,</b>
que proíbe toda prática discriminatória e limitativa em relação ao trabalho por
motivo de sexo, entre outros.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">KÁTIA ARRUDA, coordenadora do
programa de Equidade de Raça, Gênero e Diversidade do TST, mencionou, ainda, o
Protocolo para Julgamento com Perspectiva de Gênero do Conselho Nacional de
Justiça (CNJ), criado em 2021</span></b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;"> <b>visando à superação dos
entraves à equivalência de dignidade entre mulheres e homens.</b> O documento
destaca como o ambiente de trabalho pode ser hostil às mulheres, muitas vezes
de forma velada", concluiu.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Processo:
444-14.2021.5.09.0651</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Leia a decisão. Informações:
TRT da 9ª região.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
nº 5730, de 21 11 2023.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"> </p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-22698821429753498712023-11-17T17:00:00.004-03:002023-11-17T17:05:35.862-03:00GOVERNO MUDA REGRAS E O TRABALHO EM DOMINGOS E FERIADOS PASSA A EXIGIR CONVENÇÃO COLETIVA. <!--[if gte mso 9]><xml>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
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<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
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<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
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<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
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<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
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<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial Narrow",sans-serif; font-size: 18.0pt; line-height: 107%; mso-bidi-font-family: Arial;">GOVERNO MUDA REGRAS E O TRABALHO EM DOMINGOS E FERIADOS PASSA A EXIGIR CONVENÇÃO
COLETIVA. TRABALHO NESSES DIAS AUTORIZADO MEDIANTE NEGOCIAÇÃO COM SINDICATO
PROFISSIONAL.</span></b></p><p class="MsoNormal" style="text-align: center;"><img alt="CONVENÇÃO COLETIVA | Imovest Administração de Bens" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="765" height="168" 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" width="300" /><b><span style="font-family: "Arial Narrow",sans-serif; font-size: 18.0pt; line-height: 107%; mso-bidi-font-family: Arial;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify; text-indent: 35.4pt;"><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">O <b>MINISTÉRIO
do TRABALHO E EMPREGO</b> publicou a <b>Portaria MTE 3.665/23</b> pela qual determina
que os setores do comércio e dos serviços só podem operar aos domingos e
feriados mediante negociação com os sindicatos de trabalhadores ou mediante
aprovação de uma lei municipal.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">A nova regra, assinada pelo Ministro
do Trabalho, Luiz Marinho, <b>altera a portaria MTP 671/21 </b>que liberava de
forma permanente o trabalho em domingos e feriados para catorze categorias do
comércio.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Vejam o texto da Portaria:</span></b></p>
<p class="MsoNormal" style="margin-left: -14.25pt; text-align: justify; text-indent: 49.65pt;"><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">PORTARIA
MTE Nº 3.665, DE 13 DE NOVEMBRO DE 2023</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">Altera a Portaria/MTP nº 671,
de 8 de novembro de 2021. </span></b></p>
<p class="MsoNormal" style="margin-left: -49.65pt; text-align: justify; text-indent: 49.65pt;"><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">(Processo
nº 19964.203605/2023-95).</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">O MINISTRO DE ESTADO DO
TRABALHO E EMPREGO, no uso da atribuição que lhe confere o art. 87, parágrafo
único, inciso II, da Constituição, no art. 10, parágrafo único, da Lei 605, de
5 de janeiro de 1949 e no art. 154, § 4º, do Decreto nº 10.854, de 10 de novembro
de 2021, e considerando o disposto no art. 6-A, da Lei 10.101 de 19 de dezembro
de 2000, que estabelece que "é permitido o trabalho em feriados nas
atividades do comércio em geral, desde que autorizado em convenção coletiva de
trabalho e observada a legislação municipal, nos termos do art. 30, inciso I,
da Constituição", resolve:</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Art. 1º Revogar os subitens 1,
2, 4, 5, 6, 17, 18, 19, 23, 25, 27 e 28, do item II - Comércio, do Anexo IV, da
Portaria/MTP nº 671, de 8 de novembro de 2021.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Art. 2º O subitem 14, do item
II - Comércio, do Anexo IV, da Portaria/MTP nº 671, de 8 de novembro de 2021,
passa a vigorar com a seguinte redação:</span></p>
<p class="MsoNormal" style="margin-left: -49.65pt; text-align: justify; text-indent: 3.0cm;"><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">"14)
feiras-livres;"</span></p>
<p class="MsoNormal" style="margin-left: -49.65pt; text-align: justify; text-indent: 3.0cm;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Art.
3º Esta Portaria entre em vigor na data de sua publicação.</span></b></p>
<p class="MsoNormal" style="margin-left: -49.65pt; text-align: justify; text-indent: 3.0cm;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">LUIZ
MARINHO</span></b></p>
<p class="MsoNormal" style="margin-left: -49.65pt; text-align: justify; text-indent: 49.65pt;"> </p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-49367796079377855932023-11-10T18:04:00.002-03:002023-11-10T18:04:56.738-03:00 EMPRESA INDENIZARÁ TRABALHADORA POR NÃO CONCEDER LICENÇA A MULHER QUE SOFREU ABORTO.<p> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">EMPRESA INDENIZARÁ TRABALHADORA
POR NÃO CONCEDER LICENÇA A MULHER QUE SOFREU ABORTO.</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;"> </span></b><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="765" height="180" 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width="270" /></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial Narrow",sans-serif; font-size: 13.0pt; line-height: 107%; mso-bidi-font-family: Arial;">NOS TERMOS DA CLT (ARTIGO 395), O ABORTO NÃO CRIMINOSO COMPROVADO POR
ATESTADO MÉDICO DÁ DIREITO A UM REPOUSO REMUNERADO DE DUAS SEMANAS À MULHER.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A 8ª turma do TST manteve a
condenação da CSN ao pagamento de indenização por danos morais de R$ 5 mil a
uma coordenadora de logística que sofreu aborto espontâneo, mas não fruiu
licença para repouso de duas semanas, conforme previsto da CLT. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Para o colegiado, o abalo
sofrido pela interrupção abrupta da gravidez é presumido. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na reclamação trabalhista, a
empregada disse que trabalhou na unidade da CSN em Araucária/PR de 2009 a 2018.
Em julho de 2017, sofreu o aborto espontâneo e, embora tivesse apresentado
atestado médico confirmando o fato, não teve direito às duas semanas de repouso
previstas no art. 395 da CLT. A falta do descanso, segundo ela, causou abalo
emocional, daí o pedido de indenização.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O TRT da 9ª região confirmou a
sentença de que entendeu configurado o dano moral diante da não comprovação
pela CSN da concessão do repouso pela empregada.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Segundo o TRT, a empresa
recebeu o atestado médico, mas optou por não apresentá-lo no processo. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Além disso, uma testemunha
convidada pela empresa também confirmou que sabia que a coordenadora tinha
sofrido um aborto espontâneo. Dessa maneira, caberia à empresa provar a fruição
do repouso, o que não ocorreu.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A relatora do recurso de
revista da CSN, <b>MINISTRA DELAÍDE MIRANDA ARANTES,</b> ressaltou que é da
empresa o dever de documentar a relação de trabalho e era seu ônus comprovar a
concessão da licença. Sem a comprovação, fica configurado o dano moral. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Segundo a ministra, é
perfeitamente presumível o abalo sofrido pela mulher com a interrupção
repentina da gestação. Por isso, a não concessão do período de repouso
necessário para sua recomposição física e psicológica torna correta a
condenação por dano moral. </span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">A decisão foi unânime.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
1000-41.2020.5.09.0654</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial Black",sans-serif; font-size: 12.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
Nº 5725/2023, de 10.11.2023</span></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-32201428611596306202023-10-27T17:39:00.000-03:002023-10-27T17:39:02.283-03:00 SBT INDENIZARÁ COREÓGRAFA POR COMENTÁRIO MACHISTA DE SILVIO SANTOS<p> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">SBT INDENIZARÁ COREÓGRAFA POR
COMENTÁRIO MACHISTA DE SILVIO SANTOS</span></b></p><p style="text-align: center;"><img alt="Tudo sobre indenização trabalhista 2023 | Christiane Lima Advocacia" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="866" height="180" 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5QT6SXUWXbyuvVJYqpdzcjQZD6XMF8K4OqhSeZDv46kj0nWUOiOKdvdpo54P7anf/pfjCrdBcZms9WgicSjsxA7LgX8xM7jcy05/B+wQhqqmoeCs5RfJOt/dNIdJXuaeGp+zU6ZMMi0mI+s4GdvEzcwfQ3DJbPVpu+lzWclfBEI9SZovhqFIFVxKIvJKlHDjyUD1MnP1C1lbJ6M1Kv8AzK9RKSk3sbmo3e7AgepnSLToUFyrVpAccr52bvIBJnO1Fw5N/bUWP18Wi+ep+UtYfCZtadLBvfiMXSJP3Uv6zN5UmWl19q0P6oPYisT62hfrZP7uhWqdy2HkL/ORL+vU9aWEww+HEVH08GERx+2D1RhsIBwvdz/dUMzwy9nKk9bGn3cME+MBDbve8rGpXLWeqmmhUOmnnUUeklTCbaYk2wqdyUh/lJmrgtnbbGufC2+sikeOVRFwn3U2rYbD4g+4oJtwrYdL+TmPisViKOj5FPIVhUYd4RZcx22cZTR6dR8Aj29+kHd17kAIJnKVdo1eNcOb8MOQP7pzvTn03ja102oz73H3Krm/oJOrk8XPw00QW73Mx8NtGqdFY35LRQH5iXqeIqfxuUH/ALgw9P5uSJOH63td9m191h9Z7N91Bb1kiKF4Annax8ySZmrj1ZsiV0duIV2rn/opofGdHgMGbBj39ZXX/wDTWbmoeVVKgt7o8zpAatNetg828nz0kP7ME1uLpmGrBNSav7MEb9miXcTVZGYxTW/ZojS7TjVsGFBAhgTzu4YxEO0K0CICFaHaK8DH29tU4dFIW7OSFv7otvJ85xeP2/XcFc515dUDuAnfbXwIr02p3AbehOoDdvZPM9qbOei2V3KNvAZuo3avAidMLPtzylU61PIAcgfib3/CBh8ZS3+zKn6j5T8oYxdVdMwI7QDAbFg++ifd/wBZ3ljlcWjhtr01Nw2IU/VqsB85r0elZAsMTiAOTZKnqyE+s5Nih3BR3Fh+EjLoOfgb/hL2Ti9Aw3TXLcmqWPDOjsL9qqwB8LRm/SDVHurRf7Nej/lb5zz8uODW7xCplvpp4kj8JNROL0Sn+kLP1amBZhzo1zfwDItvOSN0swC2NTC4pAeJSnVHiQ5J8ZxeAZARnemR8bj5WmxjP1Z6ZSk9NKh0LtVqWA42FyDLcYy6Kl0l2QwsMSUJ/qUApXxNMiT4ergDqm0qRHBaj4dQPD2Sn1nlmK6PEE2xGHtzDtr4ZZlYjZjIbZ0ftRiR6gScV098w9NXFqOJw55FGDnXsFQfKEOi9XeazNfW1rr6H8Z89HBt2ecvYTHYqkQadd0I3ZKjAeV40ca97HRmmwKVUJvuai70agPetTXymTi/0fUCbpiMcn/2M487TgNnfpD2lStmxCVF5VlD6d4sZq4n9K1dkypSpJUv1nBYi3YulvOS/hxrWP6PmN8mNxDH+G9Y0/vXUyPEbAxeHGSniKq/S9pimcHuAW05LE/pBxzizYgBeSIB6nWZtbpTiXN2rux7cv5TF5WNTH26qpsjElrviF7czVH9MwklHZVb/wBTb4EB/wATGcxs3aOJquiI7lmIA61vyAnrGw9kmit3cvUIFzclV7Bf5zndx1mMrncP0fqNvrVmHG4VF7dAg+cv4Xoqifwrf6TA38gZ1Aik3TjFDDbMCAAuxXiqBUB87zQQqgsgy/aJMUa0HGGLRXj2itLto0FjCIjGNgIo8UorhhzjhxzmYuDb6Zhrgm+mZjs20s45xZ15ygMCfpGMcAfpGQXjUXnBNVeYlBtnn6RkD7Pb6Rl7CXa+1RRQsLFycqjhfmfKed7b2sX/AHl3GvAHL+U6Pb+FKquvE7+ycXjFc31HhppOmEjnlaymamToWXuOnrEqE+7V8z/rLHsFO8a9sNNlht2Ufat852kcrkjXB1zuIbuIMB6FZd6nxEufsJ+Av3Mh/GRvs510JZe+4+UvFOSj7R+Q9I4rP9GW1wN/5gHxGXcPsZ292tT+06j5yzGryjMWu/0T5SRcQ/0D5CdHQ6M4g+7Ww/i9P8pfo9FcZwr4YfbpflNTCpco5Bq7/Q9BIHq1D/D6Cd7U6LY478ThvF0/7Zi7U6M4lAS1eg3wVUv5aRcakyjlXWoeBkfsXP8AvJ6+DcE3JPcbj0lc4d+31nNrZnw7DeR94QfZfWEMYVuR8ATG9hzvKF7NOL+Qh0zSB1zH0jphQeMmFBV7YGzszFm65KZVL3ZicpP5zv8Ao9t4s4om5BvlvwIF55phsUQf/CZ0ewNoWr0zbXXXwMxl40uPl6hn7IvaGY67XPKSLtbsnLjXbcantDEHMoLtTshrtESaFz2jRe0MhXGAwv1mQGap5GMax5GN7aOGJgN7bsiiig0iUyRTI1kiWnNsQhARACGBKI8sZkElyxwI2Mfa2zUqqFJIOpBXeD475x+P6J1NSjqw5NdG/Ees9FqpcSmyRys8JxleV1+j+JXfRc9qWf8Awkyt+qunvI6/EjL8xPW8kNUm51rGb0o8dqMDxlR0ntT4VG3op+IA/OVn2TRO+jTPei/lNfN+JOk8dCyRZ6u2wMMd+Hp+CAfKAejWGP8AJTwuPxlnX/C9N5grWliniXHuuwPYbT0b/hfC/wBIebfnHHRjDcKQ+8/5yzrz9ZvSed1cfWbRqjkfWYkSo9Q856gejOG/pD7z/nA/4Zw39FfHMfxi9c+J5c7yB6gnq56MYb+inlIm6LYb+kg+yJPnnpfiry4YsDiJVq17nTXunq7dFKPBFHcAJEeitOL156J0nlyF+Ct5GSChUb+E+Np6inRlBwllNg0x/DM/P+NfE8vw+zahOuncCZ0WxNlsro1mJHE7h4TuqWy6Y/hmjhsGgsQJn5bV4SMJMI54SdNnPynRBByiCia5VOLHp7OaWqeBtL9opOS6V1w1ofshJbxiY2AyQSsMtAZoAZYosxigRiSLFFObQ1kixRQCAjWiigM0rOseKRYjyR8sUULT2glYooZK0ILGikVIoElUCKKdIzRm0idRFFGRELCNaKKc2jWj5YooUssHJFFAkVZYQRRS4s1Nlj5YoptCyxisUUIHLGKxRTQFhIjFFACKKKB//9k=" width="271" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">AINDA QUE SEM MENCIONAR SEU
NOME, O APRESENTADOR REFORÇOU ESTEREÓTIPOS DE GÊNERO AO COMPARÁ-LA A SUA
SUCESSORA.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A 6ª turma do TST condenou o
SBT a pagar R$ 40 mil de indenização a uma coreógrafa que foi objeto de
comentário depreciativo do apresentador e dono da emissora, <b>SILVIO SANTOS,</b>
em seu programa ao vivo, ao compará-la à nova contratada para seu posto. Para o
colegiado, a manifestação se deu sob a ótica da objetificação do corpo
feminino, reforçando estereótipos de gênero.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">"MUITO MELHOR</span></u></b><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">"</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A trabalhadora foi admitida
pelo SBT em 2005 como bailarina e desligada em 2016, quando exercia a função de
coreógrafa. Pouco depois da dispensa, em março de 2017, o apresentador anunciou
sua substituta afirmando que "essa coreógrafa é muito melhor que a outra
que foi embora", olhando-a de cima a baixo.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na reclamação trabalhista, ela
sustentou que o comentário fazia clara menção à beleza e à juventude da nova
profissional, atribuindo uma conotação machista e sexual à função. Ao pedir
indenização por dano moral, a coreógrafa disse que a emissora priorizou a
publicidade e a ironia em detrimento da dignidade da pessoa humana.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O comentário, segundo ela,
gerou reações de amigos, familiares e colegas por sua grosseria e indelicadeza,
submetendo-a a situação humilhante e vexatória. Além disso, o comportamento do
apresentador seria, a seu ver, discriminatório, abusivo e irresponsável,
"com o claro intuito de causar graça e risos em detrimento da profissional
que ali trabalhou por mais de uma década".</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O SBT, na contestação, alegou
que a coreógrafa trazia "argumentos vagos, imprecisos e duvidosos"
para fundamentar seu pedido. Segundo a empresa, o fato ocorrido não teve
nenhuma repercussão ou relevância social nem continha os elementos caracterizadores
do dano moral (dano, ato culposo e nexo causal entre os dois).</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">OBJETIFICAÇÃO DA MULHER</span></u></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O juízo da 3ª vara do Trabalho
de São Paulo fixou a indenização em R$ 40 mil. De acordo com a sentença, o
vídeo mostra uma conduta de objetificação do corpo feminino, e, como permanecia
na página do SBT na época, as ofensas continuavam a ser divulgadas pela
internet.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Contudo, o TRT da 2ª região
afastou a condenação. A decisão considerou que, embora a comparação com a nova
coreógrafa "tenha causado dissabor", isso não basta para configurar o
dano moral. Ainda de acordo com o TRT, a conduta de Silvio Santos não foi grave
o suficiente para causar dano efetivo à honra e à imagem da trabalhadora, cujo
nome "sequer foi mencionado no vídeo".</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">PERSPECTIVA DE GÊNERO</span></u></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O relator do recurso de
revista da coreógrafa, <b>MINISTRO AUGUSTO CÉSAR,</b> lembrou que, em 2021, o
CNJ criou o <b>"Protocolo para Julgamento com Perspectiva de Gênero".</b>
Segundo o documento, a Justiça do Trabalho deve analisar e interpretar as
normas trabalhistas sob as lentes da perspectiva de gênero, como forma de
equilibrar as assimetrias da legislação.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">No caso, o relator entendeu
que a conduta foi um ataque à coreógrafa, "completamente desvencilhado da
esfera do trabalho prestado por ela", reforçando "estereótipos
arraigados no ideário tipicamente patriarcal de relação de poder, segundo o
qual o valor da mulher é medido por sua beleza e juventude".</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Segundo o ministro, a Justiça
do Trabalho não pode admitir a normalização de condutas abusivas praticadas
pelos empregadores contra suas empregadas, "que devem ser não apenas
desestimuladas, mas duramente combatidas". Nesse sentido, o dano moral
deriva da própria natureza do fato e, portanto, é presumido.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Por unanimidade, a turma
acolheu o recurso e restabeleceu a sentença.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
RR-1001564-40.2017.5.02.0383</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Leia o acórdão. Informações:
TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
Nº 5712, de 23.10.2023</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-52098813962563793382023-10-20T18:21:00.005-03:002023-10-20T18:21:55.019-03:00 TST NEGA CONDENAR JORNALISTA POR SUPOSTA DIFAMAÇÃO AO AJUIZAR AÇÃO TRABALHISTA CONTRA A EX-EMPREGADORA.<p> <!--[if gte mso 9]><xml>
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NEGA CONDENAR JORNALISTA POR SUPOSTA DIFAMAÇÃO AO AJUIZAR AÇÃO TRABALHISTA
CONTRA A EX-EMPREGADORA.</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 20.0pt; line-height: 115%;"> </span></b><img alt="Tudo que você precisa saber sobre as 9 melhores áreas do direito - Blog daFaculdade FARO" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="795" height="180" 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<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 115%;">A
alegação da empresa era de que ela teria ofendido sua imagem com alegações
inverídicas.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A 8ª
turma do TST rejeitou pedido de uma empresa de comunicação que pretendia obter
indenização de uma jornalista que, segundo alegava, teria causado danos à sua
imagem ao ingressar com ação judicial com informações supostamente inverídicas.
</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
o colegiado, o fato de ela ajuizar reclamação trabalhista contra a
ex-empregadora não é motivo de ofensa à honra que justifique a reparação.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
jornalista ajuizou a ação trabalhista em julho de 2020 contra a empregadora e
outras empresas do grupo alegando fraude trabalhista, por ter sido obrigada a
prestar serviços como autônoma durante 19 anos.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
empresa, na contestação, apresentou pedido de reconvenção - situação em que,
dentro do mesmo processo, invertem-se as posições, ou seja, o réu passa a
processar o autor da ação. O motivo seria a necessidade de se defender de
abusos cometidos pela jornalista no curso da ação judicial.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
a ré, a acusação de <b>"manobras fraudulentas</b>" e de coação
ofenderiam sua imagem e afetariam sua boa reputação como empregadora. Por isso,
pedia a condenação da jornalista ao pagamento de R$ 20 mil reais de
indenização.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">VÍNCULO</span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
reconvenção foi julgada improcedente pelo juízo de primeiro grau. De acordo com
a sentença, não ficou caracterizada a prática de assédio processual, e a
jornalista não cometeu nenhum ato ilícito ao ajuizar a ação visando ao
reconhecimento do vínculo - que foi reconhecido.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">A
decisão foi mantida pelo TRT da 2ª Região, que não verificou situação que
justificasse a reparação civil.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">REQUISITOS</span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
relator do recurso da empresa, <b>MINISTRO CAPUTO BASTOS,</b> explicou que o
dever de indenizar exige a associação de três elementos básicos: a conduta do
agente, o resultado lesivo (ou dano) e o nexo de causalidade entre a conduta e
o dano. No caso, o TRT concluiu que a conduta da trabalhadora não ofende a
honra e a imagem da empresa e, portanto, não há registro dos requisitos
caracterizadores do dano moral.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 115%;">A
decisão foi unânime.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Processo:
AG-AIRR-1000680-64.2020.5.02.0008</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Informações:
TST.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-87779616691013862172023-10-06T09:12:00.002-03:002023-10-06T09:12:58.853-03:00 VALE INDENIZARÁ EMPREGADA DEMITIDA POR DISCRIMINAÇÃO DE GÊNERO.<p> <!--[if gte mso 9]><xml>
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DEMITIDA POR DISCRIMINAÇÃO DE GÊNERO.</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> </span></b><img alt="O que é Igualdade de gêneros – Portal Juntas" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="1008" height="180" 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<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">EMPRESA JUSTIFICOU DEMISSÃO
POR ALTA SALARIAL, MAS MANTEVE HOMENS EM CARGOS COM SALÁRIOS SUPERIORES.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A 1ª
turma do TRT da 17ª região considerou discriminatória demissão de uma empregada
pela Vale e condenou a empresa ao pagamento de <u>indenização por danos morais</u>
de <u>R$ 200 mil</u>. </span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">A
dispensa se deu sob a justificativa de altos salários, mas, segundo o <b>RELATOR
do processo,</b> <b>DESEMBARGADOR CLÁUDIO ARMANDO COUCE DE MENEZES,</b> ficou
provado nos autos que havia homens no mesmo setor com salários superiores ao
das mulheres. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Outro
motivo também embasou a condenação: a empregada alegou ter sido convocada para
atuar no pós-desastre de Brumadinho/MG, mesmo a empresa tendo conhecimento de
que ela sofria de ansiedade. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
a trabalhadora, o fato de não ter recebido treinamento pela Vale e ter ouvido
muitos relatos trágicos diariamente fez piorar o quadro de saúde.<span style="mso-spacerun: yes;"> </span></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">DISPENSA
DISCRIMINATÓRIA </span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">No
acórdão, o relator explica ter feito um julgamento sob a perspectiva de gênero.
Testemunha ouvida no processo disse que existiam empregados do sexo masculino
no mesmo setor da assistente social, com salários cerca de três vezes superiores
e que não foram demitidos. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Assim,
conforme o colegiado do TRT, a justificativa da empresa de altos salários como
motivo de demissão não se sustenta. Para o relator, houve dispensa
discriminatória em função do gênero, conforme o art. 1º da lei 9.029/95. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;"><span style="mso-spacerun: yes;"> </span>"A conduta da reclamada reforça a
existência das diferenças e desigualdades historicamente direcionadas ao sexo
feminino no âmbito das relações laborais, abrigando a manutenção estrutural da
discriminação da mulher, arraigada no seio da sociedade brasileira há
tempos."</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">"Ora,
se o motivo da dispensa no setor eram os altos salários, por que então foi
preservado emprego do trabalhador de sexo masculino que sabidamente auferia
remuneração três vezes superior?",</span></b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;"> completou o relator.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O
magistrado também citou os princípios fundamentais da CF, em especial os da
igualdade, da dignidade da pessoa humana e da liberdade de trabalho; a
convenção 100 da OIT e o protocolo do CNJ para julgamento com perspectiva de
gênero 2021. </span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><u><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">QUADRO
DE ANSIEDADE </span></u></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Segundo
o magistrado, a assistente social, ao ser deslocada pela empresa de seu local
de trabalho em Vitória/ES para prestar suporte às pessoas atingidas pela
tragédia em Brumadinho/MG, suportou uma carga negativa muito além do exigível
no desempenho normal de suas atividades. </span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">"Os
sentimentos de tristeza, a angústia, ansiedade evidenciados pela reclamante são
constrangimentos que violam a honra subjetiva e tal violação configura dano
moral." </span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Processo:
0000065-63.2023.5.17.0010 - Confira o acórdão. Informações: TRT da 17ª Região.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 15.0pt; line-height: 115%;">FONTE:
Boletim <i>Migalhas </i>– nº 5699, edição de 03 10 2023.</span></b><span style="font-family: "Arial",sans-serif; font-size: 15.0pt; line-height: 115%;"></span></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-4335505097345238192023-09-29T18:10:00.002-03:002023-09-29T18:10:23.653-03:00IGREJA É CONDENADA APÓS PASTOR CHAMAR GREVISTAS DE 'ENDEMONIADOS'<p> <!--[if gte mso 9]><xml>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
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<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
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<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
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<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
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</p><p class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-outline-level: 4; text-align: justify;"><b><span style="font-family: "Arial Narrow",sans-serif; font-size: 18.0pt; mso-bidi-font-family: Arial; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: PT-BR; mso-font-kerning: 0pt; mso-ligatures: none;">IGREJA É CONDENADA APÓS PASTOR CHAMAR
GREVISTAS DE 'ENDEMONIADOS'</span></b></p><p class="MsoNormal" style="line-height: normal; text-align: center;"><img alt="Processos em tramitação na Justiça têm maior redução desde 2009 - Jornal O Globo" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="807" height="175" 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<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Uma sentença proferida no TRT
da 2ª Região condenou a Igreja Mundial do Poder de Deus a pagar indenização de
R$ 15 mil a uma empregada por danos extrapatrimoniais. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">De acordo com os autos, um
notório apóstolo da instituição chamou trabalhadores da igreja que estavam em
greve de "pessoas imundas, incrédulas, avarentas e endemoniadas".</span></p>
<p style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Em
depoimento, a testemunha da mulher relatou que as ofensas foram proferidas
durante um culto em que estavam presentes milhares de pessoas. Na ocasião, o
pastor disse também que <b>"os funcionários que estavam em greve não eram
dignos de trabalharem lá, eram ingratos" e que "mandaria todos embora
em razão dos grevistas e terceirizaria tudo". </b></span></p>
<p style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Na
audiência, o preposto da instituição informou que desconhecia tal situação. </span></p>
<p style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Sobre
isso, a <b>Juíza da 3ª Vara do Trabalho de São Paulo - SP, Fernanda Zanon
Marchetti,</b> pontua que ao representante da reclamada <b>"não é
facultado desconhecer fato essencial ao deslinde do feito, atraindo, a pena de
confissão ficta quanto aos fatos desconhecidos".</b> </span></p>
<p style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Assim, considerou que ficou comprovado o insulto descrito.</span></b></p>
<p style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Na
sentença, a magistrada esclarece que <b>"a crença religiosa não pode
servir de escusa para agredir pessoas, de forma deliberada, qualificando-as
pejorativamente. Palavras impensadas ditas em um púlpito diante de milhares de
pessoas (fiéis seguidores), devem ser frontalmente repudiadas pelo poder
Judiciário, não se tratando de uma afronta à liberdade religiosa ou controle
das pregações, mas de coibir abusos praticados, que poderiam incitar violência
na multidão".</b> </span></p>
<p style="text-align: justify;"><em><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Com informações da assessoria de imprensa do TRT-2.</span></b></em><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt;"></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><strong><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Processo 001000611-42.2023.5.02.0003</span></strong></p>
<p class="MsoNormal" style="text-align: justify;"><strong><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Fonte: CONJUR – Boletim
Semanal, 27 09 2023.</span></strong><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;"></span></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-56158651493766579992023-09-22T15:13:00.004-03:002023-09-22T15:13:29.380-03:00 EMPRESA É CONDENADA POR ASSINATURA FALSA EM ATESTADO DEMISSIONAL.<p> <!--[if gte mso 9]><xml>
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ASSINATURA FALSA EM ATESTADO DEMISSIONAL.</span></b></p><p style="text-align: center;"><img alt="Atestado médico falso: como a empresa deve proceder -" class="rg_i Q4LuWd" data-ils="4" height="184" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcRfbarfogON7YzZM128BHRMIHD3fBhhEDtOgQ&usqp=CAU" width="275" /><b><span style="font-family: "Arial",sans-serif; font-size: 20.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">DOCUMENTO FOI APRESENTADO EM
PROCESSO QUE DISCUTIA DOENÇA OCUPACIONAL.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A 2ª Turma do TST condenou a
TRANSKALLEDY TRANSPORTE LTDA., de Ananindeua/PA, </span></b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">a <b>pagar
R$ 10 mil reais de indenização a um motorista por fraude em assinatura de</b> <b>ATESTADO
DEMISSIONAL.</b> </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A perícia demonstrou que a
assinatura não era do empregado e, sendo o documento de responsabilidade da
empresa, ficou configurada conduta grave passível de compensação por dano
moral.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Em 2013, o motorista havia
ajuizado ação trabalhista contra a empresa, em que alegava ter desenvolvido
doença ocupacional. Em sua defesa, a empresa apresentou um <b>ATESTADO
DEMISSIONAL </b>de que o motorista estava em boas condições de saúde no momento
da dispensa. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">No entanto, o motorista
contestou o atestado, alegando que não havia feito o <b>EXAME DEMISSIONAL</b> e
que sua assinatura havia sido falsificada. Após perícia requerida pela empresa,
foi constatado que a assinatura, de fato, não era do motorista. Por conta
disso, ele entrou com nova ação trabalhista buscando indenização por danos
morais pela falsificação.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O juízo da 14ª vara do
Trabalho de Belém/PA rejeitou os argumentos da empresa de que, com base em novo
laudo pericial, teria havido uma autofalsificação, ou seja, o próprio empregado
teria alterado sua assinatura no documento. Com isso, condenou-a a pagar R$ 10
mil de indenização.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Contudo, o TRT da 8ª região
julgou a condenação improcedente. Segundo o colegiado, apesar de a perícia
técnica ter concluído que não havia coincidência no padrão grafotécnico, foi
apontado que a assinatura no documento havia sido grosseiramente recoberta, o
que comprometeria o exame pericial. Para o TRT, não seria crível que a empresa
solicitasse perícia em um documento supostamente adulterado por ela mesma.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A <b>Relatora do RECURSO de
REVISTA do MOTORISTA, MINISTRA MARIA HELENA MALLMANN,</b> assinalou que,
considerando que a perícia favorecia o motorista, caberia à empresa provar que
a adulteração no documento teria sido feita pelo próprio empregado, o que não
ocorreu. Dessa forma, a caracterização de fraude processual não poderia ser
afastada.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Em seu voto, a ministra
Mallmann também ressaltou que o fato de a perícia ter sido requerida pela
própria empresa não gera presunção favorável quanto à veracidade do documento
apresentado por ela, ainda mais considerando que o empregado havia revelado, em
depoimento, a possibilidade de ter assinado algum documento em branco. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ela acrescentou que o <b>ATESTADO
DEMISSIONAL é documento de guarda da empresa.</b> Sua apresentação com vício
essencial configura culpa da empregadora e revela conduta suficientemente grave
para acarretar o dever de compensação.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">A decisão foi unânime.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo: 001503-79.2014.5.08.0014
- Informações: TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 15.0pt; line-height: 107%;">FONTE: Boletim <i>Migalhas</i>
nº 5691, de 21 09 2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-2297314699219066002023-09-15T18:26:00.004-03:002023-09-15T18:26:47.435-03:00"CARA DE MONSTRO" AMBEV PAGARÁ R$ 50 MIL REAIS A VENDEDOR POR ASSÉDIO MORAL.<p> <!--[if gte mso 9]><xml>
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</p><p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">"CARA DE MONSTRO":
AMBEV PAGARÁ R$ 50 MIL <span style="mso-tab-count: 1;"> </span>REAIS A
VENDEDOR POR ASSÉDIO MORAL.</span></b></p><p class="MsoNormal" style="text-align: center;"><img alt="Dano moral presumido (In Re Ipsa) - Direito Público" class="rg_i Q4LuWd" data-ils="4" height="169" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcQcMig5ZVB8oPkcoo0XbizL7B-9jIDkT5ZsPQ&usqp=CAU" width="300" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial Narrow",sans-serif; font-size: 15.5pt; line-height: 107%; mso-bidi-font-family: Arial;">Homem afirmou que era chamado por supervisores, gerentes e até colegas
por nomes pejorativos e que era alvo de constantes xingamentos, inclusive de
conteúdo racial.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">A
3ª turma do TST condenou a Ambev, maior fabricante de cervejas do mundo, a
pagar indenização de R$ 50 mil a um vendedor de Vitória/ES submetido a assédio
moral durante sete anos. Sob a alegação de cobrança de metas, ele era chamado
por supervisores, gerentes e até colegas por nomes pejorativos, sendo alvo de
constantes xingamentos, inclusive de conteúdo racial. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Na
ação, o vendedor contou que trabalhou para a Ambev de 2011 a 2017, na região da
Grande Vitória. Nesse período, disse que fora exposto a situações que feriram
direitos básicos como respeito mútuo, dignidade humana e ambiente sadio de
trabalho. As condutas eram praticadas usualmente por seus supervisores,
gerentes de vendas e outros vendedores.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Segundo
seu relato, o cumprimento de metas envolvia muita pressão psicológica, estresse
físico e mental e ameaças de demissão. Eram cobranças públicas, com tratamento
desrespeitoso e xingamentos para quem não atingisse as metas.
"Morto", "desmotivado", "desmaiado",
"âncora", "negão" e "cara de monstro" eram
algumas das expressões que ele ouvia, e o próprio gerente de vendas inventava
apelidos desrespeitosos.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif;">O
juízo de 1º grau reconheceu o assédio moral e condenou a empresa a pagar
indenização de R$ 50 mil. Contudo, o TRT da 17ª região retirou a condenação. </span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Considerando
o depoimento do trabalhador, o TRT concluiu que todos os vendedores tinham
apelidos, com expressões "perfeitamente inseridas em um ambiente de
brincadeiras tipicamente masculinas", inclusive as palavras de baixo
calão.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">POLÍTICA SISTEMÁTICA</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Para
o relator do recurso de revista do vendedor, <b>MINISTRO ALBERTO BALAZEIRO,</b>
não é aceitável que agressões corriqueiras decorram de brincadeiras masculinas.
Para ele, a situação retratada pelo TRT mostra uma conduta reiterada e omissiva
da empresa, sob o argumento injustificável do humor, que reproduz
comportamentos abusivos que degradam profundamente o ambiente de trabalho.
Trata-se, a seu ver, de uma política sistemática da empresa, que visa engajar
os trabalhadores no cumprimento de metas, "a despeito de seu sofrimento
psíquico-social". </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">O
ministro se surpreendeu que, mesmo diante desse quadro, o TRT tenha concluído
se tratar de "brincadeiras recíprocas" e "tipicamente
masculinas". Ele assinalou que, conforme a Resolução CNJ 492 (Protocolo
para julgamento com perspectiva de gênero), o que é considerado
"humor" é reflexo de uma construção social que revela a concepção ou
a preconcepção de determinado grupo sobre a realidade vivenciada por outros.
"Os ideais estereotipados em torno do que seria tipificado como
'masculino' no âmbito das organizações tem efeitos deletérios para os sujeitos
que não se enquadram em um padrão pré-concebido de masculinidade",
afirmou.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">O
caso, segundo o relator, retrata efetivo assédio organizacional interpessoal,
em que as metas não eram cobradas por meio de motivação positiva, mas de uma
cultura generalizada de xingamentos, gritaria e palavras de baixo calão. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Balazeiro
lembrou, ainda, que o assédio moral na Ambev tem motivado inúmeras condenações
no TST e, apesar disso, a empresa continua desrespeitando a obrigação de manter
um meio ambiente de trabalho saudável. A gravidade dessa conduta reiterada, a
seu ver, demanda posicionamento enérgico do TST, a fim de evitar a sua
perpetuação.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif;">Ao
restabelecer a condenação, os ministros da Terceira Turma ressaltaram a
necessidade de acabar com a naturalização da discriminação e da prática
injustificável de brincadeiras abusivas. Para o colegiado, a ofensa de cunho
racial é uma das mais graves. "Não se pode considerar aceitável essa
conduta num país que se pretende civilizado", resumiu o ministro José
Roberto Pimenta.<span style="mso-spacerun: yes;">
</span></span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
1406-93.2019.5.17.0001 - Informações: TST.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
nº 5687, do dia 15.09.2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-27814868891243278562023-09-11T16:32:00.002-03:002023-09-11T16:32:20.712-03:00 BANHEIRO RESTRITO: TRABALHADOR CHAMADO DE "MIJÃO" SERÁ INDENIZADO<p> <b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">BANHEIRO RESTRITO: TRABALHADOR
CHAMADO DE "MIJÃO" SERÁ INDENIZADO</span></b></p><p style="text-align: center;"><img alt="1ª Turma do TRT-RS concede indenização por dano moral a trabalhador que não tinha acesso a banheiro | Carlota Bertoli" class="rg_i Q4LuWd" data-atf="false" data-deferred="1" data-iml="754" height="180" src="data:image/jpeg;base64,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" width="162" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">Juíza do Trabalho concluiu ser
convergente os depoimentos das testemunhas, demonstrando que o episódio
constrangedor realmente aconteceu.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Vigilante chamado de
"mijão" por colegas após urinar na roupa por ser proibido de ir ao
banheiro durante o trabalho será indenizado em R$ 12.500,00. </span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A Decisão é da Juíza de
Trabalho substituta CLAUDIA TEJEDA COSTA, da 17ª vara de São Paulo/SP,</span></b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;"> ao
constatar, por meio das provas, que o episódio foi constrangedor.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O ex-colaborador alegou que,
durante o período de trabalho, tinha hora marcada para ir ao banheiro, tendo
uma vez urinado na roupa como consequência da proibição. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Disse que após o episódio,
passou a ser chamado de <b>"mijão" </b>pelos colegas, vivenciando
situações humilhantes que desencadearam depressão e abalo psicológico.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O vigilante também afirmou que
trabalhou exposto a agentes insalubres sem uso de EPIs e que não havia
fornecimento e manutenção adequados do uniforme.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ao ajuizar ação, o
ex-colaborador pediu a declaração da rescisão indireta do contrato de trabalho,
o pagamento das verbas rescisórias, bem como indenização moral no valor de R$
48.492,42.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ao analisar o caso, a
magistrada entendeu que o relato das testemunhas é convergente, demonstrando
que o episódio constrangedor realmente aconteceu, não sendo crível que tal fato
ocorresse se houvesse rendição em um período adequado.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">"Presentes, portanto, os
requisitos para a responsabilização da Reclamada: omissão da reclamada em seu
dever de garantir meio ambiente saudável - contaminado por seus prepostos - <b>(art.
932, III do CC), dano (no caso in re ipsa) e o nexo causal entre ambos, devida
a indenização."</b></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Além disso, mediante as provas
apresentadas, a juíza reconheceu a falta grave do empregador, uma vez que não
proporcionou as condições ambientais mínimas para o desempenho do trabalho.
"Assim, declaro a rescisão indireta do contrato de trabalho".</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Dessa forma, a magistrada
condenou a empregadora a rescindir indiretamente o contrato de trabalho com o
vigilante, a pagar as verbas rescisórias, a devolver o desconto indevido, e a
indenizá-lo por danos morais em <b>R$ 12.500,00.</b></span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Processo:
1001682-71.2022.5.02.0017</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>
Nº 5683, de 11.09.2023</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-40521510566242070132023-09-01T13:46:00.002-03:002023-09-01T13:46:51.466-03:00 HOMEM PCD QUE CARREGAVA CAIXAS DE 20 KG SERÁ INDENIZADO POR CERVEJARIA<p> <!--[if gte mso 9]><xml>
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</xml><![endif]--><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;">HOMEM PCD QUE CARREGAVA CAIXAS
DE 20 KG SERÁ INDENIZADO POR CERVEJARIA. <br /></span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> </span></b><img alt="Pessoa com deficiência: 18 principais direitos no Brasil - Diário PcD" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="878" height="180" src="data:image/jpeg;base64,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" width="182" /></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">O <b>TRT
da 3 Região</b> considerou que a empresa agiu de forma ilícita ao não respeitar
as condições físicas do empregado quanto ao exercício do trabalho.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Cervejaria
é condenada a pagar indenização por danos morais de R$ 5 mil por não respeitar
as condições físicas de ex-empregado contratado na cota de pessoas com
deficiência quanto à função exercida. A decisão é do <b>TRT da 3ª Região,</b>
ao confirmar sentença que verificou provas de que o homem carregava caixas de
15/20 quilos durante o trabalho.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Na
reclamação trabalhista, o homem relatou que foi admitido dentro da cota PcD,
uma vez que possuía limitação física consistente na diferença de 4,5
centímetros entre um membro inferior e outro. Mesmo assim, segundo ele, tinha
que carregar saco de malte e descarregar carretas no trabalho. Alegou ainda
que, apesar da empresa ter conhecimento de suas limitações, teve que retornar
às atividades sem qualquer adaptação quando ainda se recuperava de uma
cirurgia.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Em
defesa, a cervejaria sustentou que: "De fato o obreiro foi contratado como
PcD, sendo que a reclamada desde o primeiro dia de trabalho do mesmo o adequou
em atividade compatível com suas condições físicas, ou seja, jamais realizou
atividades diversas".</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Ao
analisar as provas, o <b>juiz do Trabalho Ricardo Gurgel Noronha, da 6ª vara de
Betim/MG,</b> constatou que, ao contrário do que alegou, o empregado não
realizava descarregamento ou carregamento de peso. Ficou demonstrado que ele
apenas acompanhava o descarregamento feito, validando a nota fiscal da carga e
lançando-a no sistema. Já o descarregamento de carretas foi confirmado pelas
provas.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Para o
julgador, é certo que o autor não poderia carregar pesos em razão da sua
limitação física. A situação foi considerada capaz de ensejar dano moral<b>.
"É notória a angústia e sofrimento de quem tem lesão física, com
dificuldades de andar e, por óbvio, permanecer por muito tempo em pé, tendo que
carregar caixas de 15/20 quilos, fazer movimentos repetitivos, o que,
notoriamente, pode causar dor, e por consequência afeta o íntimo do
trabalhador, sendo o dano moral, nesse caso, presumido".</b></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Na
decisão, o julgador considerou que a empresa agiu de forma ilícita ao não
respeitar as condições físicas do empregado quanto ao exercício do trabalho. <b>Nesse
sentido, o magistrado identificou violação ao</b> <b>artigo 89 da lei 8.213/1991
e aos artigos. 8º e 34/37 da lei 13.146/2018, citando ainda o Anexo II da
NR-17,</b> que prevê que <b>"As condições de trabalho, incluindo o acesso
às instalações, mobiliário, equipamentos, condições ambientais, organização do
trabalho, capacitação, condições sanitárias, programas de prevenção e cuidados
para segurança pessoal devem levar em conta as necessidades dos trabalhadores
com deficiência".</b></span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Por
tudo isso, com base na legislação pertinente, o magistrado julgou procedente o
pedido de indenização por danos morais. Ao fixar o valor a ser pago ao
trabalhador em R$ 5 mil, levou em conta a conduta do ofensor, capacidade
financeira das partes, caráter pedagógico da pena, princípios da razoabilidade
e proporcionalidade, além da tentativa de se evitar o enriquecimento sem causa.</span></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 115%;">Em
grau de recurso, a 8ª turma do TRT da 3ª região confirmou a sentença nesse
aspecto. O processo já foi arquivado definitivamente.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">Informações:
TRT da 3ª região.</span></b></p>
<p class="MsoNormal" style="line-height: 115%; text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 115%;">FONTE:
BOLETIM <i>MIGALHAS</i> nº 5677, de 31.08.2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-85760718130428366712023-08-25T18:27:00.002-03:002023-08-25T18:27:12.066-03:00 ATRASOS EM AUDIÊNCIAS SANCIONADA LEI QUE REGULA ATRASO EM AUDIÊNCIAS DE CAUSAS TRABALHISTAS.<p> <!--[if gte mso 9]><xml>
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SANCIONADA LEI QUE REGULA ATRASO EM AUDIÊNCIAS DE CAUSAS TRABALHISTAS</span></b></p><p style="text-align: center;"><img alt="PERDEU A AUDIÊNCIA? VEJA OS REFLEXOS E POSSÍVEIS DEFESAS - OnAdv Office" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="929" height="180" 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" width="251" /><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A norma estipula que se até 30
minutos após a hora marcada a audiência, injustificadamente, não houver sido
iniciada, as partes e os advogados poderão retirar-se.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Foi publicada no DOU desta
quinta-feira, 24, a lei 14.657/23, que altera a CLT para permitir que as partes
e os advogados se retirem em caso de atraso injustificado do início de
audiência.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A norma estipula que se até 30
minutos após a hora marcada a audiência, injustificadamente, não houver sido
iniciada, as partes e os advogados poderão retirar-se, consignando seus nomes,
devendo o ocorrido constar do livro de registro das audiências.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Nesta hipótese, a audiência
deverá ser remarcada pelo juiz ou presidente para a data mais próxima possível,
vedada a aplicação de qualquer penalidade às partes.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A lei entra em vigor na data
de sua publicação.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Leia a íntegra do texto
abaixo.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">________</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">LEI Nº 14.657, DE 23 DE AGOSTO
DE 2023</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Altera a Consolidação das Leis
do Trabalho (CLT), aprovada pelo Decreto-Lei nº 5.452, de 1º de maio de 1943,
para permitir que as partes e os advogados se retirem em caso de atraso
injustificado do início de audiência.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O VICE-PRESIDENTE DA
REPÚBLICA, no exercício do cargo de PRESIDENTE DA REPÚBLICA Faço saber que o
Congresso Nacional decreta e eu sanciono a seguinte Lei:</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Art. 1º O art. 815 da
Consolidação das Leis do Trabalho (CLT), aprovada pelo Decreto-Lei nº 5.452, de
1º de maio de 1943, passa a vigorar acrescido dos seguintes §§ 2º e 3º,
numerando-se o atual parágrafo único como § 1º:</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">"Art. 815.
.........................................................................................................................</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">§ 1º
.................................................................................................................................</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">§ 2º Se, até 30 (trinta)
minutos após a hora marcada, a audiência, injustificadamente, não houver sido
iniciada, as partes e os advogados poderão retirar-se, consignando seus nomes,
devendo o ocorrido constar do livro de registro das audiências.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">§ 3º Na hipótese do § 2º deste
artigo, a audiência deverá ser remarcada pelo juiz ou presidente para a data
mais próxima possível, vedada a aplicação de qualquer penalidade às
partes." (NR)</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Art. 2º Esta Lei entra em
vigor na data de sua publicação.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Brasília, 23 de agosto de
2023; 202o da Independência e 135o da República.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">GERALDO JOSÉ RODRIGUES ALCKMIN
FILHO</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Flávio Dino de Castro e Costa.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">.....................................................</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">FONTE: BOLETIM <i>MIGALHAS</i>,
Nº 5673, de 24 08 2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-47799557073167799122023-08-18T17:16:00.000-03:002023-08-18T17:16:05.693-03:00 ATESTADO MÉDICO RASURADO. JUSTA CAUSA. EMPRESA É CONDENADA POR ACUSAR TRABALHADOR DE RASURAR ATESTADO MÉDICO<p> <b><span style="font-family: "Arial",sans-serif; font-size: 20.0pt; line-height: 107%;">ATESTADO MÉDICO RASURADO.
JUSTA CAUSA. EMPRESA É CONDENADA POR ACUSAR TRABALHADOR DE RASURAR ATESTADO
MÉDICO.</span></b></p><p style="text-align: center;"><img alt="Campimed Saúde Ocupacional - Alterar atestado médico é motivo para demissão por justa causa" class="rg_i Q4LuWd" data-ils="4" height="180" src="https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcSaej5gxNVp-8-SVsfM_FSz28Sr5STQffeeXg&usqp=CAU" width="225" /><b><span style="font-family: "Arial",sans-serif; font-size: 20.0pt; line-height: 107%;"> <br /></span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Mesmo com as tentativas da
empregadora de readmitir o colaborador, colegiado concluiu que o ato de
dispensa já havia se consumado indevidamente.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A 6ª TURMA DO TRT DA 2ª REGIÃO</span></b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">
manteve sentença que condenou uma empresa a indenizar em <b>R$ 5 mil por danos
morais</b> um EX-TRABALHADOR demitido por justa causa acusado de rasurar
atestado médico. Colegiado entendeu que mesmo após as tentativas de readmitir o
colaborador, não seria possível a manutenção da justa causa.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Nos autos, consta que o
trabalhador apresentou a empregadora um atestado médico que indicava seu
afastamento das atividades laborais durante cinco dias por suspeita de <b>COVID-19.</b>
</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Após dois dias em que retornou
ao trabalho, a empresa o demitiu por justa causa, sob a alegação de que o <b>GRUPO
NOTREDAME DE SAÚDE,</b> no qual a médica consultada por ele atua de forma
conveniada, informou que o documento continha dados falsos.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Após duas semanas depois do
ocorrido, a operadora de saúde voltou atrás e informou que o documento
apresentado é "efetivamente verdadeiro e válido". </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A médica que atentou o
trabalhador precisou substituir a caneta usada no atendimento e o carbono
utilizado manchou o papel.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Dessa forma, a empregadora
solicitou, por diferentes meios (WhatsApp, telegrama e ligação telefônica), que
o técnico reassumisse as funções, com negativa dele. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Para o <b>DESEMBARGADOR-RELATOR
ANTERO ARANTES MARTINS,</b> </span><b><span style="font-family: "Arial",sans-serif; font-size: 13.0pt; line-height: 107%;">"independentemente da solicitação
para que o homem comparecesse à empresa e voltasse ao trabalho, o ato de
dispensa já havia se consumado indevidamente, pois restou incontroversa a
inexistência de falta grave, não sendo possível a manutenção da justa
causa".</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Desse modo, a empresa deverá
arcar com todas as verbas decorrentes de uma dispensa imotivada. Ainda terá que
de pagar indenização por danos morais de R$ 5 mil arbitrada em 1º grau e
mantida pela 6ª turma.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Processo: 001001307-18.2021.5.02.0466</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">Leia decisão.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">FONTE: BOLETIM MIGALHAS nº
5665, edição de 15.08.2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0tag:blogger.com,1999:blog-7875087215533319900.post-17476531353308892672023-08-11T18:04:00.000-03:002023-08-11T18:04:00.889-03:00 SALÁRIO UTILIDADE - TRABALHADOR QUE MORAVA EM IMÓVEL DENTRO DA EMPRESA TERÁ SALÁRIO-UTILIDADE.<p> <!--[if gte mso 9]><xml>
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QUE MORAVA EM IMÓVEL DENTRO DA EMPRESA TERÁ SALÁRIO-UTILIDADE.</span></b></p><p style="text-align: center;"><b><span style="font-family: "Arial",sans-serif; font-size: 18.0pt; line-height: 107%;"> </span></b><img alt="trabalho em casa ilustração 19050335 PNG" class="rg_i Q4LuWd" data-atf="true" data-deferred="1" data-iml="1007" height="180" 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" width="218" /></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 16.0pt; line-height: 107%;">TRT-3 concluiu que a habitação
tem natureza salarial, porque não era fornecida para viabilizar a execução do
trabalho, mas em razão dele.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Ex-colaborador de uma
construtora que residia em imóvel situado dentro do pátio da empresa consegue
salário-utilidade de moradia. <b>Julgadores da 1ª turma do TRT da 3ª Região</b>
concluíram que a habitação tem natureza salarial, porque não era fornecida para
viabilizar a execução do trabalho, mas em razão dele.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Nos autos, consta que um
EX-TRABALHADOR residia em imóvel pertencente a empregador localizado dentro do
pátio da empresa. Na Justiça, ele pediu a incorporação do salário-utilidade da
moradia e do pagamento dos reflexos dele, o que foi negado em 1ª instância.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Em recurso, o pedido do
trabalhador para que o valor do <b>"aluguel"</b> fosse acrescido à
sua remuneração não foi acolhido, ao fundamento de que ele efetivamente residia
no imóvel e não sofreu descontos financeiros por esse motivo.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">"Entendimento contrário,
representaria enriquecimento sem causa do autor, o que é vedado pelo
ordenamento jurídico", destacou a relatora na decisão", <b>afirmou a
desembargadora e relatora do caso Adriana Goulart de Sena Orsini.</b></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">O entendimento adotado se
baseou no <b>artigo 458 da CLT.</b> Segundo a regra, além do pagamento em
dinheiro, compreende-se no salário, para todos os efeitos legais, a habitação,
o vestuário ou outras utilidades (prestações in natura) que a empresa, por
força do contrato ou do costume, forneça habitualmente ao empregado, por
representarem um <b>"plus"</b> ou acréscimo remuneratório. <b>O
parágrafo segundo da norma legal, por sua vez, ressalva que as utilidades
concedidas "para a prestação do serviço" não possuem caráter salarial.</b></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Na decisão, <b>a Relatora se
referiu à súmula 367 do TST, </b>que, em harmonia com a norma celetista
mencionada, estabelece que a habitação fornecida pelo empregador não tem
natureza salarial, se for indispensável para a realização do trabalho. <b>É
que, neste caso, a moradia seria concedida "para o trabalho" e não
"pelo trabalho" ou em razão dele, ou seja, a concessão da moradia não
seria forma de remuneração do serviço prestado.</b></span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">No caso, ficou demonstrado que
a empregadora fornecia moradia ao trabalhador e, dessa forma, segundo pontuou a
relatora, cabia à empresa provar a necessidade do imóvel para a viabilização da
prestação de serviços, nos termos do <b>artigo 373, II, do CPC,</b> o que,
entretanto, não ocorreu.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">PROVA ORAL</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Em depoimento, o trabalhador
disse que o imóvel ficava dentro do canteiro de obras da construtora e que este
era seu local de trabalho, o que foi confirmado por testemunha, que afirmou que
"o autor morava dentro do setor de trabalho".</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Outra testemunha, esta ouvida
a pedido da empresa, quando perguntada sobre o motivo de o reclamante residir
no pátio da empresa, respondeu que "acho que era para facilitar o
serviço".</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Mas, na análise da relatora, a
prova oral produzida não indicou que havia necessidade de o autor residir no
pátio da empresa para facilitar a prestação de serviços, tendo sido impreciso,
quanto a isso, o depoimento da testemunha da empresa. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">"Ora, não há provas de
que a concessão da habitação teve por objetivo atender à necessidade do
serviço, sendo perfeitamente possível ao reclamante morar em qualquer outra
residência existente na cidade."</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">A inexistência de prova
esclarecedora em sentido contrário levou à conclusão de que a habitação tinha
natureza salarial, ou seja, que não era fornecida para a execução do trabalho,
mas em razão dele. Conforme ressaltado na decisão, a concessão da moradia
configura salário-utilidade, porque tinha caráter retributivo, assumindo a
feição de salário "in natura", incorporando-se ao salário do
empregado.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">VALOR DA MORADIA</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Para efeito de incorporação ao
salário e de pagamento dos reflexos nas demais verbas salariais, o autor
pretendeu que o valor da moradia, ou do "aluguel" do imóvel em que
residia no pátio da empresa, fosse fixado em R$ 700 mensais. Mas o valor do
salário-utilidade acabou sendo arbitrado em R$ 500, com fundamento nos
princípios da razoabilidade e da proporcionalidade, assim como nas regras da
experiência comum, aplicadas pela observação do que ordinariamente acontece<b>,
nos termos do artigo 375 do CPC. </b>O trabalhador já recebeu os créditos
trabalhistas e o processo foi arquivado definitivamente.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial",sans-serif; font-size: 12.0pt; line-height: 107%;">Por fim, os julgadores
acolhendo o voto da relatora e deram provimento ao recurso do trabalhador, para
modificar sentença do que havia negado a incorporação pretendida. A empresa foi
condenada a pagar ao ex-empregado os reflexos do salário-habitação, fixado em
R$ 500 mensais, no aviso-prévio indenizado, horas extras, férias + 1/3, 13º
salário e FGTS + 40%.</span></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Processo:
0011246-14.2021.5.03.0142 - Leia o acórdão.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Informações: TRT da 3ª Região.</span></b></p>
<p class="MsoNormal" style="text-align: justify;"><b><span style="font-family: "Arial",sans-serif; font-size: 14.0pt; line-height: 107%;">Fonte: Boletim <i>Migalhas</i>
nº 5649, de 24 07 2023.</span></b></p>
Dr Sergio Rampanihttp://www.blogger.com/profile/12203528088897292865noreply@blogger.com0