The Supreme Federal Court (STF) has decided to suspend, nationwide, all legal proceedings that question the legality of service provision contracts, commonly known as “pejotização”. The decision, issued by Justice Gilmar Mendes, aims to standardize the interpretation on the matter and ensure legal certainty. The STF recognized the general repercussion of the issue when it […]
CPDMA BLOG
Category: Articles
Date: 16 de November de 2022
Posted by: CPDMA Team
World Cup and the obligations in labor relations
Com o início da World Cup, an event that undoubtedly mobilizes the whole country, many companies have been questioning whether they are obliged to release their employees on the days and times of the Brazilian games.
Todos os jogos da seleção brasileira na primeira fase do torneio, que começou no dia 20 de novembro de 2022, serão durante o horário comercial (horário de Brasília). A estreia, no dia 24/11/2022 (quinta-feira), será às 16:00 horas, o segundo jogo, dia 28/11/2022 (segunda-feira), será às 13:00 horas e, encerrando a participação da seleção na primeira fase do torneio, o último jogo será no dia 02/12/2022 (sexta-feira), às 16:00 horas.
Os dias de jogos da seleção brasileira na Copa não são considerados feriado. Portanto, a decisão de dispensar ou não o trabalhador para assistir aos jogos cabe às empresas, uma vez que não existe Lei que permita ao empregado faltar para ver o jogo sem desconto na remuneração.
Thus, the employee who misses work on the days when the Brazilian team plays may suffer the penalties provided in the labor laws, such as the deduction of the respective day from his salary, in addition to losing the amount corresponding to the weekly paid rest period, for not fully complying with his work schedule, or, according to the severity and consequences of the absence, even dismissal for just cause.
Caso a empresa decida liberar seus empregados nos horários de jogos do Brasil, havendo a devida previsão, podem ser utilizados os regimes de compensação de jornada ou de banco de horas. Destaque-se que os regimes de compensação de jornada ou de banco de horas devem estar previstos em convenção ou acordo coletivo de trabalho, ou acordo individual.
Regardless of the measure adopted by the companies, let's all cheer for the Hex!
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