- Início
- Livros E Revistas
- Manual Prático Das Relações Trabalhistas
- Parte VI. Desligamento do Empregado - Procedimentos
Contratos por prazo determinado - Rescisão
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 | 790-793 |
Page 790
Nos contratos por tempo determinado, quando da rescisão contratual, uma vez que já está estabelecido seu término daquele sua celebração, não é devido o aviso-prévio.
Assim, na rescisão contratual motivada pelo empregador, sem justa causa, antes do tempo estipulado, o empregado receberá deste, a título de indenização, metade da remuneração a que teria direito até o término do contrato - CLT, art. 479, caput.
Se motivada pelo empregado (demissão), antes do termo estipulado, este deverá indenizar o empregador pelos prejuízos resultantes de seu ato, no valor correspondente às perdas ocasionadas, sempre limitado à metade da remuneração a que teria direito até o término do contrato. É indispensável, entretanto, para que esta indenização lhe seja descontada, a comprovação pelo empregador de que seu pedido de demissão (do empregado) tenha causado prejuízos - CLT, art. 480.
Essa indenização prevista no art. 479 da CLT (e também no art. 480) não se computa para fins de pagamento de 13º salário e férias proporcionais, por não se considerar esse período como tempo de serviço. Para esses fins considera-se somente o tempo de efetivo trabalho dentro do contrato por prazo determinado.
O cálculo da parte variável ou incerta dos salários, para a apuração da indenização prevista no art. 479 da CLT, deverá ser efetuado de acordo com o prescrito para o cálculo da indenização referente à rescisão dos contratos por prazo indeterminado, ou seja, na forma do art. 478, §§ 4º e 5º.
O § 4º do art. 478 dispõe que "para os empregados que trabalhem à comissão ou que tenham direito à percentagem, a indenização será calculada pela média das comissões ou percentagens percebidas nos últimos 12 meses de serviço".
Assim, se a remuneração é calculada na base de comissões ou porcentagens, somam-se estas durante o último ano (ou período trabalhado, se inferior a doze meses), a contar da data da despedida, dividindo-se o total pelo número de meses observados.
Cumpre observar, entretanto, o art. 78 da CLT, que assegura ao comissionista o recebimento de, pelo menos, um salário mínimo mensal, caso o valor das comissões seja inferior a esta quantia e também a convenção coletiva da categoria, que poderá trazer forma mais benéfica de cálculo.
Exemplo:
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Para continuar a ler
PEÇA SUA AVALIAÇÃO- Manual prático das relações trabalhistas
- Parte VI. Desligamento do empregado - Procedimentos
- Rescisão contratual - Recibo e Sistema HomologNet
- Exame médico demissional
- Homologação
- Cálculo da rescisão contratual
- Formas de pagamento - Rescisão contratual
- Prazo para pagamento - Rescisão contratual
- Documentos a serem entregues ao empregado
- Simulação de rescisão contratual - Fraude
- Créditos trabalhistas - Prescrição
- Aviso-prévio
- Indenização adicional
- Modalidades de rescisão contratual - Verbas rescisórias
- Contratos por prazo determinado - Rescisão
- Comissões de conciliação prévia
- Seguro-desemprego
- Direito à manutenção do plano de saúde empresarial
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