Apresentação - 1ª Edição
Autor | Alexandra Da Silva Candemil |
Ocupação do Autor | Advogada trabalhista, sócia e fundadora da Candemil Advogados Associados |
Páginas | 13-14 |
Page 13
Inspirada no caráter preventivo e pedagógico do poder disciplinar do empregador diante de atos praticados pelos empregados, considerados pela legislação trabalhista como fundamentos da ruptura motivada do contrato individual de trabalho, decidi estudar com afinco o instituto da justa causa, com apoio na legislação, na doutrina e na jurisprudência trabalhistas. O resultado do caminho trilhado com este propósito é apresentado nestes escritos.
A finalidade da obra não é incentivar iniciativas de dispensa do empregado por justa causa, mesmo que na prática isso acabe acontecendo nas relações de trabalho, mas sim direcionar o poder punitivo do empregador na manutenção do vínculo empregatício com a promoção de condutas educativas. A despedida motivada do contrato de trabalho seria, portanto, o último fim esperado, quando esgotadas todas as possibilidades de inclusão do empregado no liame de confiança depositado em sua pessoa por força do contrato de trabalho firmado.
Assim, o enquadramento da falta praticada pelo empregado nos fatos geradores tipificados pela legislação trabalhista, especificamente no artigo 482 da Consolidação das Leis do Trabalho (CLT), por si só, não autoriza a presunção absoluta da legalidade de punição do ato patronal. E é nesse viés que repousa o desafio desta obra: demonstrar a necessidade de análise conjunta dos pressupostos da proporcionalidade do ato faltoso praticado pelo empregado e a correspondente punição aplicada pelo empregador, como a gravidade da falta praticada pelo empregado, o non bis in idem, a imediatidade e o nexo de causalidade entre a justa causa aplicada e a dispensa do empregado para a escolha da adequada punição atribuída pelo empregador.
A jurisprudência trabalhista revela que a falta de um desses pressupostos inviabilizará a legalidade do poder discricionário do empregador de despedir o empregado por justa causa, fragilizando automaticamente a legitimidade do poder diretivo e disciplinar do empregador explicitamente normatizado no artigo 2º da CLT.
No que tange à estrutura de apresentação do conteúdo, a obra está dividida em duas partes. A primeira contempla as obrigações contratuais decorrentes
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do vínculo empregatício, aí incluídos aportes doutrinários e jurisprudenciais pertinentes...
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