Atrasos constantes e saídas antecipadas
Autor | Cláudia Salles Vilela Vianna |
Ocupação do Autor | Advogada, Mestra pela PUC/PR, Conferencista e Consultora Jurídica Empresarial nas Áreas de Direito do Trabalho e Direito Previdenciário, Coordenadora dos cursos de pós-graduação da EMATRA/PR e PUC/PR |
Páginas | 447-449 |
Page 447
Não constitui fato raro as empresas possuírem em seu quadro de pessoal empregados que frequentemente se atrasam ao serviço e/ou solicitam saídas antecipadas, ou seja, necessitam se ausentar do trabalho antes do término do expediente.
Para que o empregador não sofra prejuízos em razão das consequências econômicas que representa a ausência, a legislação trabalhista prevê penalidades que poderão ser impostas aos empregados faltosos, quais sejam:
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o empregado que não cumprir integralmente toda a jornada de trabalho durante a semana, por atrasos ou saídas antecipadas (ainda que apenas alguns minutos) que não forem devidamente justificados, perderá o direito de receber a remuneração do repouso semanal, sendo-lhe ainda descontados os minutos ou as horas correspondentes a essas ausências.
Cumpre ao empregador observar, entretanto, que, conforme o Decreto n. 27.048/49, art. 12, § 3º, as entradas no serviço verificadas com atraso, em decorrência de transporte, quando devidamente comprovadas mediante atestado da empresa concessionária, não acarretarão a perda da remuneração do dia do repouso semanal;
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os atrasos constantes ao trabalho ou mesmo a frequência de saídas antecipadas, desde que injustificados, caracterizam a falta grave da desídia no desempenho das funções, que resulta em dispensa do empregado por justa causa. Assim, poderá o empregador aplicar ao empregado sanções disciplinares (advertências, suspensões etc.), que deverão ser justas e razoáveis conforme a gravidade da infração, até que se caracterize, enfim, a justa causa.
A desídia, motivo ensejador de dispensa por justa causa, caracteriza-se pelas ausências reiteradas ao serviço sem justificativa, o atraso habitual e o desinteresse pelo trabalho. Caracteriza-se ainda pelo descumprimento culposo da obrigação de dar rendimento quantitativo e qualitativo na execução de serviços.
Cumpre observar, entretanto, que esta caracterização somente ocorrerá pela reincidência de atos negligentes anteriormente já punidos com penas de menor vigor. A desídia é falta culposa, caracterizando-se pela prática ou omissão de vários atos. É necessário, portanto, que o empregado volte a incidir na mesma falta da qual já se tornou contumaz, devendo o empregador ter...
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PEÇA SUA AVALIAÇÃO- Manual prático das relações trabalhistas
- Parte III. Vigência do contrato
- Jornada de trabalho
- Prorrogação e compensação de jornada
- Intervalos para repouso e alimentação
- Repouso semanal remunerado
- Remuneração e salários
- Adicional de insalubridade
- Adicional de periculosidade
- Trabalho noturno
- Ajudas de custo - Diárias para viagem - Reembolso de despesas
- Veículo do empregado a serviço da empresa
- Veículo da empresa fornecido ao empregado - Salário in natura
- Licença remunerada e licença sem remuneração
- Interrupção do contrato de trabalho
- Suspensão do contrato de trabalho
- Férias
- Licença-paternidade
- Gratificação natalina (13º salário)
- Participação nos lucros ou resultados da empresa
- Alimentação
- Atrasos constantes e saídas antecipadas
- Atestados médicos - faltas justificadas
- Registro sindical
- Filiação sindical
- Contribuição sindical patronal, de autônomos e profissionais liberais
- Contribuição sindical - Empregados
- Contribuição assistencial
- Contribuição confederativa
- Acordo coletivo - Convenção coletiva - Dissídio coletivo
- Folha de pagamento
- Alterações contratuais
- Documentos - Afixação obrigatória
- Centralização de documentos
- Documentos - Prazo de guarda ou conservação
- Comissões de conciliação prévia
- Prescrição dos créditos trabalhistas
- Certidão negativa de débitos trabalhistas
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