Conclusão
Autor | Fabíola Marques |
Ocupação do Autor | Advogada militante na área trabalhista, mestre e doutora em Direito do Trabalho pela PUC-SP |
Páginas | 147-150 |
Page 147
A análise até aqui empreendida permitiu perceber que, no Brasil, o princípio constitucional da isonomia salarial é regulado pela CLT, em três oportunidades: art. 358, art. 460 e art. 461. Essa regulamentação, contudo, é diferenciada, conforme se trate de confrontar os trabalhadores brasileiros entre si, ou o trabalhador brasileiro com o estrangeiro, ou, ainda, quando não houver possibilidade de verificar-se o valor do salário.
A preocupação do legislador é a proteção dos trabalhadores marginalizados, seja em função do sexo, da idade, da nacionalidade, da cor ou do estado civil, com o objetivo de garantir o postulado maior do salário igual para trabalho igual.
Neste aspecto, também expusemos que não obstante a demonstração empírica e persistência da discriminação salarial das mulheres em face dos ho-mens, foram realizadas modificações legislativas recentes que provocaram um avanço para a sua proteção dos trabalhadores marginalizados.
Entretanto, nosso estudo ateve-se, principalmente, à análise da equiparação salarial que pode apresentar-se de duas formas: a equiparação por identi-dade e a equiparação por equivalência.
A equiparação por equivalência está prevista no art. 460 da CLT, o qual não exige que o trabalhador exerça exatamente as mesmas atividades de outro, mas, tão somente, que suas atividades sejam semelhantes.
Por sua vez, a equiparação por identidade, objeto central de nosso trabalho, é regulada pelo art. 461 da CLT, o qual exige a identidade de função como requisito para a aplicação da regra salário igual para trabalho igual.
A identidade funcional, como um dos pressupostos indispensáveis para a configuração da equiparação salarial, refere-se ao conjunto de atribuições exercidas pelo equiparando e paradigma, que devem ser essencialmente o mesmo,
Page 148
independentemente da nomenclatura do cargo, conforme inciso III da Súmula n. 6 do TST.
Não basta, entretanto, a identidade funcional para a comprovação da equiparação salarial. São necessários também outros requisitos, tais como: a identidade quantitativa; a identidade qualitativa; a identidade de empregador; de local de trabalho; e de tempo de serviço.
A identidade quantitativa e qualitativa são decorrentes da regra do trabalho de igual valor, cujo conteúdo é impreciso e restritivo. Seu conceito está intimamente ligado à identidade de função, complementando essa ideia e permitindo a verificação da equiparação salarial. Na prática, dois empregados podem desempenhar o mesmo conjunto de atividades e chegar a resultados valorativamente distintos. Ademais, é regra de equidade que o empregado que execute suas...
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