Licença remunerada e licença sem remuneração
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 | 391-393 |
Page 391
Licença, no conceito administrativo, significa o afastamento do empregado de seu cargo ou emprego, autorizado pelo empregador, durante um período determinado a ser estipulado e acordado entre as partes. É, portanto, uma dispensa temporária do trabalho, podendo ser ou não remunerada, conforme o que for combinado entre empregado e empregador no tocante à percepção do salário e das demais parcelas que porventura o componham durante este período de ausência autorizada.
Conforme seja ou não a licença remunerada, poderá caracterizar interrupção ou suspensão do contrato individual do trabalho, respectivamente.
Inexiste na legislação trabalhista vigente um tratamento específico para a licença, seja ela remunerada ou não. Verifica-se somente menção à hipótese em alguns dos dispositivos consolidados, a exemplo do art. 133 da CLT, que prevê sua influência nas férias.
Não obstante esta lacuna existente no Direito do Trabalho, a CLT, em seu art. 444, permite a livre estipulação das relações contratuais de trabalho pelas partes interessadas, desde que não contravenham às disposições de proteção ao trabalho, aos contratos coletivos que lhe sejam aplicáveis e às decisões das autoridades competentes. Assim, uma vez silente a legislação e inexistindo norma coletiva a respeito (o que deverá observar o empregador junto ao sindicato e/ou convenção coletiva da categoria), nada obsta ser acordada entre as partes - empregado e empregador - a concessão da licença.
Havendo sido acordada a concessão de licença remunerada, necessário se faz ser a mesma plenamente justificada sob pena de caracterizar "despedida indireta", nos termos do art. 483, d, da CLT.
Como se trata de licença remunerada, o empregado deverá perceber durante este período igual remuneração que perceberia se permanecesse trabalhando normalmente. Se a remuneração deste empregado for variável, ficará a este garantida a média mensal de ganhos durante o período em que o mesmo estiver de licença, observado o pagamento de, no mínimo, valor equivalente a um salário mínimo atual (proporcional aos dias de licença quando o período desta for inferior a trinta dias). Eventual redução salarial durante o período de licença somente será admissível quando prevista em acordo ou convenção coletiva da categoria.
Na remuneração devida relativamente a este período de licença deverão estar inclusos os valores...
Para continuar a ler
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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