Tagged with: Labor and employment

Among its main pillars, the Labor Reform sought to a) clarify controversies regarding the concept of time at the disposal of the employer; b) give greater autonomy to workers; c) debureaucratize some mandatory procedures for companies; and d)...

The need to control workers' workdays in Brazil is established by article 74, paragraph 2, of the Consolidated Labor Laws - CLT, according to which the recording of arrival and departure, also known as time cards, is mandatory in establishments...

The entry into force of Law No. 13,467/2017 (Labor Reform) brings to light a debate already widespread in the US, but very little discussed here in Brazil: the application and enforceability of the clawback clause in employment contracts for...

Much has been debated whether, with the Labor Reform, the annual bonuses paid by companies have ceased to be part of the remuneration of their employees for the purposes of calculating employment and social security charges. This is due to changes...

Use of WhatsApp as a tool for communication

In considering the use of the application WhatsApp for procedural summons as valid, the National Justice Council (CNJ) has set an important precedent for using this tool for communication in all courts in Brazil. The decision was reached in the...

DOWNLOAD THE E-BOOK WITH ALL ASPECTS THAT WILL BE CHANGED ONCE THE LABOR REFORM BECOMES EFFECTIVE After approximately 2 months and 178 amendment requests, the Brazilian Senate approved the labor reform bill of law last Tuesday (07/11/2017) without...

Both the Federal Constitution (article 8, item VIII) and the Consolidated Labor Laws - CLT (article 543, paragraph 3) grant protection to employees who are union leaders through the benefit of provisional stability, from the time of the employee’s candidacy until one year after the end of employee’s term of office.

Many companies face practical difficulties and legal uncertainty in meeting the requirement to hire the minimum quota of young apprentices. This happens especially in industries whose activities are classified as hazardous or dangerous by the...

Few employers realize that exchanging messages via WhatsApp can be used as evidence in a labor claim. The use of this mechanism has already been accepted, including to prove that the company is able to monitor at a distance the work schedule of an...

Employers wishing to extend the employee's working day in an environment deemed hazardous must have authorization from the Ministry of Labor (MTB), issued only after inspection and analysis of the application, in addition to complying with a series...

Labor and employment

Negotiations over legislative mandates and possible limitations on the Labor Reform

Time cards: to sign or not to sign?

The Labor Reform and Clawback clause for Executives of publicly traded corporations

Labor Reform: does the new concept of reward imply reduction in charges on bonuses?

Use of WhatsApp as a tool for communication in the Judiciary

What changes will the Labor Reform bring?

Limitation on the number of trade union leaders with provisional stability

Ministry defines industries that may meet apprenticeship quotas in an alternative way

Limitation on the use of WhatsApp in employment relationships

Possible changes in the Labor Reform for activities in hazardous environments

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