A nova regulamentação do aviso prévio em decorrência da Lei nº 12.506/11
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Arquivos
Data
2012
Tipo de documento
Monografia
Título da Revista
ISSN da Revista
Título de Volume
Área do conhecimento
Ciências Sociais Aplicadas
Modalidade de acesso
Acesso aberto
Editora
Autores
Dandolini, Ana Paula de Bona
Orientador
Nunes, Michel Medeiros
Coorientador
Resumo
Este trabalho tem por objetivo geral analisar, diante da promulgação da Lei n° 12.506, de 11 de outubro de 2011, que regulamenta o aviso prévio, quais as mudanças introduzidas por esta lei, bem como quais as vantagens e desvantagens para o trabalhador. Para esse objetivo, foi utilizado o método de abordagem dedutivo, pois se partiu de uma análise geral do tema, passando pela evolução histórica dos contratos, tipos existentes, conceitos, formas de extinção, para então se falar do aviso prévio e suas peculiaridades, até finalizar no assunto atinente as vantagens e desvantagens para o trabalhador após a promulgação da Lei em comento. Quanto ao tipo de pesquisa, utilizou-se a exploratória, uma vez que o principal objetivo da pesquisa é proporcionar maior intimidade com o objeto do estudo. Por fim, quanto ao procedimento na coleta de dados, usou-se a pesquisa bibliográfica para responder ao problema, pois foram consultadas as teorias já publicadas em outras fontes, tais como livros, artigos, manuais e meios eletrônicos. A Lei n° 12.506, de 13 de outubro de 2011, dispõe sobre o aviso prévio, podendo ser conceituado como a comunicação que uma das partes que pactuaram o contrato de trabalho deve fazer à outra de que pretende rescindir o referido pacto sem justa causa. Antes da promulgação da Lei n° 12.506/11, o aviso prévio indenizado ou trabalhado era de 30 (trinta) dias, independentemente do tempo de serviço prestado à empresa. Hoje a realidade é outra, a maior inovação é o acréscimo de 3 (três) dias de aviso prévio a cada ano de serviço prestado à empresa, a contar após o primeiro ano de trabalho. Além disso, todo o período do aviso prévio proporcional irá integrar o tempo de serviço do trabalhador, incidindo, inclusive, nas verbas rescisórias e demais adicionais a que fizer jus o empregado. Se o aviso prévio integra o tempo de serviço do trabalho, também será considerado para fins de computo prescricional. Porém, tem-se que mencionar que, em se tratando de uma lei nova, ainda restam muitos questionamentos, pois esta Lei, que demorou mais de 23 anos para disciplinar o contido no artigo 7º, inciso XXI, da Constituição Federal, ao invés de solucionar os problemas por completo, tem criado muita polêmica em face das omissões existentes, a exemplo: será aplicado ao empregador e empregado? Como fica a proporcionalidade para os trabalhadores que laborem a menos de 1 (um) ano na empresa? Há possibilidade da retroatividade da lei ou não? A doutrina e a jurisprudência irão se encarregar de solucionar os conflitos acima apontados. Conclui-se, portanto, que esta lei inovou a regulamentação do aviso prévio, reconhecendo o esforço do trabalhador e proporcionando vários benefícios, sendo, então, uma conquista de milhares de trabalhadores.
This paper aims at analyzing, before the enactment of Law n° 12,506 of October 11, 2011, regulating the notice, which the changes introduced by this law, as well as the advantages and disadvantages to the worker. For this purpose, we used the method of deductive approach, because it came from a general analysis of the subject, through the historical evolution of contracts, existing types, concepts, forms of extinction, then talk to the notice and its peculiarities, to Finally on the subject regards the advantages and disadvantage to the worker after the promulgation of the Law under discussion. Regarding the type of research, we used the exploratory, since the main objective of this research is to provide greater intimacy with the object of study. Finally, concerning the procedure for data collection, was used, the bibliographic research to address the problem because they were consulted theories already published in other sources such as books, articles, manuals, and electronic media. Law n° 12,506 of October 13, 2011, provides for notice, may be conceptualized as a communication that the parties agreed on the contract of work to do to another that you want to terminate that agreement without cause. Prior to the enactment of the law n° 12.506/11, notice or indemnified worked was 30 (thirty) days, regardless of length of service the company. Today the reality is different, the major innovation is the addition of 3 (three) days notice to each year of service the company, starting after the first year of work. In addition, throughout the period of notice will incorporate the proportionate length of service of the employee, including focusing on severance pay and other additional employee is entitled to. If the notice includes the time of service work, will also be considered for purposes of computation of limitation. However, we have to mention that in the case of a new law, there are still many questions, because this law which took more than 23 years to discipline contained in Article 7 XXI of the Constitution, rather than solve the problems completely, has created much controversy in the face of existing omissions, the example is applied to the employer and employee? How is the proportionality work for workers less than one year in the company? There is the possibility of retroactivity of the law or not? The doctrine and case law will be in charge of resolving the conflicts noted above. We conclude, therefore, that this law has innovated the regulation of the notice, acknowledging the effort of the worker and provide many benefits, and then a victory for thousands of workers.
This paper aims at analyzing, before the enactment of Law n° 12,506 of October 11, 2011, regulating the notice, which the changes introduced by this law, as well as the advantages and disadvantages to the worker. For this purpose, we used the method of deductive approach, because it came from a general analysis of the subject, through the historical evolution of contracts, existing types, concepts, forms of extinction, then talk to the notice and its peculiarities, to Finally on the subject regards the advantages and disadvantage to the worker after the promulgation of the Law under discussion. Regarding the type of research, we used the exploratory, since the main objective of this research is to provide greater intimacy with the object of study. Finally, concerning the procedure for data collection, was used, the bibliographic research to address the problem because they were consulted theories already published in other sources such as books, articles, manuals, and electronic media. Law n° 12,506 of October 13, 2011, provides for notice, may be conceptualized as a communication that the parties agreed on the contract of work to do to another that you want to terminate that agreement without cause. Prior to the enactment of the law n° 12.506/11, notice or indemnified worked was 30 (thirty) days, regardless of length of service the company. Today the reality is different, the major innovation is the addition of 3 (three) days notice to each year of service the company, starting after the first year of work. In addition, throughout the period of notice will incorporate the proportionate length of service of the employee, including focusing on severance pay and other additional employee is entitled to. If the notice includes the time of service work, will also be considered for purposes of computation of limitation. However, we have to mention that in the case of a new law, there are still many questions, because this law which took more than 23 years to discipline contained in Article 7 XXI of the Constitution, rather than solve the problems completely, has created much controversy in the face of existing omissions, the example is applied to the employer and employee? How is the proportionality work for workers less than one year in the company? There is the possibility of retroactivity of the law or not? The doctrine and case law will be in charge of resolving the conflicts noted above. We conclude, therefore, that this law has innovated the regulation of the notice, acknowledging the effort of the worker and provide many benefits, and then a victory for thousands of workers.
Palavras-chave
Aviso prévio - Brasil, Direito do trabalho - Brasil, Trabalhadores