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Reforma Trabalhista Lei 13.467/2017 Parte I

jul 31, 2017 Postado em Geral 20980 Comentários

Foi publicada no dia 14.07.2017, a Lei n° 13.467 para alterar a Consolidação das Leis do Trabalho (CLT), aprovada pelo Decreto-Lei n° 5.452/43, e as Leis n° 6.019/74, 8.036/90 e 8.212/91, a fim de adequar a legislação às novas relações de trabalho. Esta Lei entra em vigor após decorridos 120 de sua publicação oficial.

Um traço marcante da reforma trabalhista é a possibilidade de negociação entre empregadores e empregados. Toda a coletividade, de alguma forma, é beneficiada quando o diálogo prevalece. Contudo, deve se observar o equilíbrio entre o direito de reivindicar dos empregados e a capacidade de ceder dos empregadores.

Em linhas gerais, a reforma trouxe modificações especialmente quanto aos seguintes temas:

– SUCESSÃO EMPRESARIAL: Inclusão do artigo 448-A: Em caso de sucessão de empresas, a responsabilidade das obrigações trabalhistas será da sucessora, ainda que se refiram a fatos anteriores a sucessão. Se comprovada fraude, haverá responsabilidade solidária das empresas. (§ único do artigo 448-A da CLT);

– HORAS IN ITINERE: Alteração do artigo 58 da CLT: O tempo despendido pelo empregado para chegar a empresa não será computado como tempo à disposição e consequentemente não será pago como hora extra, ainda que a empresa seja em local de difícil acesso, com transporte fornecido pelo empregador;

– TRABALHO A TEMPO PARCIAL: Alteração do artigo 58-A da CLT: Trabalho em regime de tempo parcial será agora de 36 horas semanais, sem a possibilidade de horas extras ou 26 horas semanais com a possibilidade de horas extras até o limite de 6 horas semanais. Poderá ser estabelecida jornada menor, com a realização de, no máximo, 6 horas extras. (§4 do artigo 58-A da CLT). As horas extras serão pagas com o percentual mínimo de 50%. Inclusão do §6º no artigo 58-A da CLT: Empregados de regime de tempo parcial poderão vender 1/3 das férias;

– FÉRIAS: Alteração do §1º do artigo 134 da CLT: As férias poderão ser divididas em 03 períodos, sendo que, um deles não pode ser inferior a 14 dias e os demais não poderão ser inferiores a 5 dias corridos e nem iniciar no período de dois dias que antecede o feriado ou dia de DSR. (§3º do artigo 134);

– HORAS EXTRAS: Inclusão do §1º no artigo 59 da CLT: Percentual de pagamento das horas extras será de, no mínimo, 50%. Alteração do §4º do artigo 71 da CLT: O pagamento de horas extras pela não concessão do intervalo será apenas do período suprimido e terá natureza indenizatória. Percentual de 50%, no mínimo;

– BANCO DE HORAS: Inclusão do §5º no artigo 59 da CLT: Possibilidade do banco de horas ser pactuado por acordo individual, desde que a compensação ocorra no período máximo de 6 meses. Inclusão do §6º no artigo 59 da CLT: Possibilidade de compensação de jornada por acordo individual, tácito ou escrito, desde que a compensação ocorra no mesmo mês;

– JORNADA 12 X 36: Inclusão do artigo 59-A da CLT: Regulamentação da jornada 12×36 mediante acordo individual escrito, CCT ou ACT, podendo os intervalos serem observados ou indenizados. Inclusão do parágrafo único no artigo 59-A da CLT: A remuneração mensal dos trabalhadores do regime 12×36 contempla o DSR e feriados. Inclusão do parágrafo único no artigo 59-B da CLT: A realização de horas extras habituais não descaracteriza o acordo de compensação de jornada e o banco de horas. (Possível revogação do inciso IV da Súmula 85 do TST.) Será desnecessária a licença prévia para a realização das jornadas 12×36 em atividades insalubres.

– TELETRABALHO: Inclusão do artigo 75-A na CLT e seguintes: Institui o teletrabalho – aquele que será prestado predominantemente fora das dependências do empregador, sendo que o comparecimento na empresa para a realização de atividades específicas não descaracteriza o regime de teletrabalho. A condição de teletrabalho deverá constar expressamente no contrato de trabalho, assim como as atividades realizadas e a responsabilidade de aquisição, manutenção ou fornecimento dos equipamentos para o trabalho, sendo que tais utilidades e reembolsos que porventura existam não integrarão a remuneração do empregado. É permitida a alteração do contrato de teletrabalho para passar a ser presencial se houver mutuo acordo e, sendo por imposição do empregador, deverá ser respeitado período de transição de, no mínimo, 15 dias;

– TRABALHO DE GESTANTES EM LUGARES INSALUBRES: Alteração do artigo 394-A da CLT: Gestante e lactante não poderão trabalhar em locais de insalubridade com grau máximo. Entretanto, poderão trabalhar em locais com insalubridades em grau médio ou mínimo. Só não poderão se apresentarem atestado médico. O adicional de insalubridade continuará a ser pago a empregada, ainda que esta seja afastada da atividade insalubre. Inclusão do §3º no artigo 394-A: Se a gestante ou lactante não puder ser afastada da insalubridade, será considerada como gravidez de risco e ensejará a percepção de salário maternidade;

– TRABALHO INTERMITENTE: Inclusão do §3º no artigo 443: Previsão de trabalho intermitente que consiste na prestação de serviços pelo trabalhador, com subordinação, mas sem continuidade, alternando períodos de prestação de serviços e de inatividade– direito a férias + 1/3, 13º, FGTS. Inclusão do artigo 452-A na CLT: O contrato deve ser firmado por escrito com o valor da hora do trabalho. A convocação para o trabalho intermitente poderá ser feita por qualquer meio e deverá ser feita com, no mínimo, 3 dias de antecedência. O empregado terá 1 dia útil para responder, sendo a inércia considerada como recusa. A recusa, por sua vez, não descaracteriza a subordinação. O período de inatividade entre uma tarefa e outra não será considerado tempo a disposição, pois o empregado poderá realizar outros serviços para outras empresas.

– UNIFORME: Inclusão do artigo 456-A na CLT: Possibilidade de inclusão no uniforme de logomarca de empresas parceiras. Inexistência de dano.

– EQUIPARAÇÃO SALARIAL: Alteração do artigo 461 da CLT: Para ter direito a equiparação salarial, paradigma e reclamante tem que trabalhar no mesmo estabelecimento, não poderá ter diferença de 04 anos de tempo de serviço para o mesmo empregador e 2 anos na mesma função. (§1º do artigo 461 da CLT). Inclusão do §5º do artigo 461 da CLT: excluída a possibilidade de equiparação salarial “em cadeia”;

– CONTRIBUIÇÕES SINDICAIS: Alteração do artigo 578 da CLT: As contribuições sindicais passam a ser facultativas pois dependem da autorização do trabalhador;

– HOMOLOGAÇÃO DE ACORDO EXTRAJUDICIAL: Inclusão do artigo 855 –B e seguintes na CLT: Inclusão de um novo tipo de ação para homologar acordo extrajudicial. Petição inicial conjunta e partes deverão estar representadas por advogado diferentes, sendo facultado ao reclamante estar representado por seu sindicato. A existência desse tipo de ação não exclui a aplicação das multas previstas no artigo 477 da CLT. O juiz terá o prazo de 15 dias para analisar o acordo e poderá marcar audiência se entender necessário. A petição inicial suspende o prazo prescricional quanto aos direitos nela especificados;

MULTA POR EMPREGO NÃO REGISTRADO: Alteração do art. 47 da CLT: Elevou o valor da multa para R$3.000,00 caso a empresa mantenha empregado não registrado em seus quadros. Será o dobro em caso de reincidência. O valor será de R$800,00 para micro e empresas de pequeno porte. Para aplicação da referida multa o fiscal não precisa se atentar ao critério de dupla visita. Será de R$600,00 a multa caso não seja informado todos os dados referente ao trabalhador, de que trata o artigo 41 da CLT;

Entre outros que será discorrido em um próximo post.

Fonte: E-auditoria, Econet Editora, Lei 13.467/2017, IG e Exame.

Gostou? Tem dúvidas? Entre em contato conosco para mais informações.

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