Como fica o home office sem a MP 927?

Em função da pandemia decorrente do coronavírus (COVID-19), a Medida Provisória nº 927 de 22/03/2020, dispunha sobre as medidas trabalhistas adotadas para enfrentamento do estado de calamidade pública decretado em razão da emergência de saúde pública vivenciada por todo o mundo.

Uma das medidas previstas na referida Medida Provisória que foi mais adotada para enfrentamento dos efeitos econômicos decorrentes do estado de calamidade pública e para preservação do emprego, da renda e da saúde dos trabalhadores, foi o teletrabalho, muito conhecido como home office (contudo teletrabalho é a espécie e home office o gênero dessa modalidade de trabalho à distância), e que passou a ser uma realidade no dia a dia das empresas.

De acordo com a MP, o empregador poderia, a seu critério, alterar o regime de trabalho presencial para o teletrabalho, o trabalho remoto ou outro tipo de trabalho à distância e determinar o retorno ao regime de trabalho presencial, independente da existência de acordos individuais ou coletivos, dispensado o registro prévio da alteração no contrato individual de trabalho.

Todavia, a MP 927 perdeu o prazo para a votação em 19/07/2020, e, com isso, o texto que havia flexibilizado as regras trabalhistas para o período da pandemia, que como todos sabem, ainda não chegou ao fim, e permitiu aos empregadores a negociação de forma direta com os empregados, sem mediação do sindicato do trabalhador, perdeu sua validade.

Sobre as Medidas Provisórias, vale esclarecer que elas têm validade por 60 dias, com possibilidade de extensão por igual período. A MP 927 chegou a ser prorrogada pelo Congresso em maio/2020, porém, antes do término do prazo de 120 dias, o texto tem de ser votado novamente pelos parlamentares, que podem transformá-la em lei. Se a matéria relativa a uma medida provisória for rejeitada ou simplesmente não passar por votação, ela perderá sua validade. E foi isso que ocorreu com a MP 927.

De toda forma, apesar de os empregadores não poderem mais tomar medidas com base nas regras modificadas pela MP 927, tudo que foi pactuado enquanto a MP estava em vigor ainda tem validade. Novas medidas, entretanto, voltam a seguir o disciplinado pela Consolidação das Leis do Trabalho.

O reflexo da impossibilidade de flexibilização nesse momento, prejudica tanto o empregador, quanto o empregado, que poderá ser dispensado em virtude das dificuldades que os empresários estão enfrentando em razão da pandemia.

Especificamente em relação ao teletrabalho, o empregador não poderá mais determinar a mudança do regime presencial para o teletrabalho, devendo esta alteração ser acordada entre empregado e empregador, com prazo de antecedência mínima de 15 dias e deve ser formalizada por escrito, seguindo as regras previstas nos artigos 75-A a 75-E da CLT.

Em relação aos aprendizes e estagiários, que a MP estendia a possibilidade de teletrabalho, e, isso agora não será mais possível.

Assim, devem os(as) empresários(as) ficarem atentos às seguintes questões:

  • Aqueles que passaram a exercer suas atividades através de trabalho remoto durante o período de vigência da MP 927/20, poderão ser mantidos nesse formato de trabalho, inclusive estagiários e aprendizes. Ou seja, as decisões adotadas pelas empresas durante a vigência da MP 927 e que estejam em consonância com ela, continuam tendo validade até o fim do estado de calamidade pública em decorrência da COVID-19, e que está previsto para 31/12/2020, conforme disposto no Decreto Legislativo nº 06, de 20/03/2020.
  • A Lei de estágio (Lei 11.788/2008) não possui previsão expressa quanto ao estágio de forma remota, mas também não o proíbe. Além disso, o Ministério Público do Trabalho em conjunto com a Coordenadoria Nacional de Combate à Exploração do Trabalho da Criança e do Adolescente, emitiu a Nota Técnica Conjunta nº 11/2020, recomendando que os estagiários e aprendizes cumpram sua carga horária em home office.
  • Quanto aos aprendizes, foi editada em 07/08/2020 a Portaria SEPEC Nº 18775 que autoriza expressamente a execução das atividades teóricas e práticas dos programas de aprendizagem profissional na modalidade à distância.
  • Tanto no caso do estagiário quanto no caso dos aprendizes, a empresa deverá confeccionar um termo específico quanto ao cumprimento das atividades à distância, com base nas questões sanitárias e de proteção à saúde destes.
  • Para colocar o empregado em regime de teletrabalho, o empregador deverá fazê-lo de maneira formal, por acordo, e através de Termo Aditivo ao Contrato de Trabalho, que deverá especificar as atividades que o empregado irá realizar, além de tratar de questões como reembolso de gastos com energia, e internet, por exemplo, e, ainda, sobre a propriedade, custeio e manutenção dos equipamentos utilizados. Para retirar o empregado desse formato de trabalho, deverá o empregador realizar a comunicação com pelo menos 15 dias de antecedência.
  • Devem ficar vigilantes, pois o tempo gasto em aplicativos e demais formas de comunicação, fora do horário de expediente será considerado como trabalho ou tempo à disposição do empregador.

O fato é que, as empresas têm em seu argumento que, o estabelecimento do regime de trabalho remoto visa atender ao regramento governamental, notadamente nas questões sanitárias e de saúde, que sobrepõe nesse caso o interesse público ao individual, em função da necessidade de isolamento social.

O que se recomenda é que as empresas formalizem e efetuem um controle rígido durante todo esse período, buscando certificar-se ao máximo do cumprimento das regras trabalhistas, uma vez que serão questões extremamente novas a serem debatidas futuramente pelos Tribunais do Trabalho. E aquelas categorias que em seus acordos ou convenções coletivas de trabalho trouxerem previsão em relação ao teletrabalho, deverão ser acatadas.

Bons negócios!

Alessandra Schirmer, OAB/ES 7.764, formada pela Universidade Federal do Espírito Santo – UFES, especialista em Direito Público pela Faculdade de Direito de Vitória/ES, Associada da Araújo & Regetz Advocacia e Assessoria Jurídica – alessandra@arjur.adv.br

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    Nicht umsonst predigt das Unternehmen seit jahren: “Baut Eure Webseite für die User und nicht für die Suchmaschine! Langfristig wird es immer wichtiger, weil Google immer fähiger wird, die Usability einer Seite zu bewerten. Aber egal, ob Google die Nutzersignale direkt oder indirekt nutzt, sie haben nachweislich einen Effekt aufs Suchmaschinenranking. Warum sollte diese Bewertung nicht auch in die Einstufung der Rankings mit einfließen? Es gibt auch Webseiten, die mitnichten und mit Neffen auf eine lange Verweildauer ausgelegt sind. Eine längere Verweildauer Nachtigall, ick hör dir trapsen. auch ohne das lohnend. Das betrifft erst recht Webseiten, die ein einsamer klare Information vermitteln oder ein einfaches Ziel verfolgen.

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  61. shopware argentur says:

    Mit diesem Tool können Ideen für Keywords und Anzeigegruppen generiert werden und es lässt sich die voraussichtliche Leistung von bestimmten Keywords prüfen. Ferner lassen sich die durchschnittlichen Kosten pro Klick (CPC) und die durchschnittlichen Suchanfragen pro Monat ermitteln. Um den Umsatz aus
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  62. webdesign says:

    SEO ist komplex und wird im Lauf der Jahre immer komplexer.

    Es ist bereits nimmer möglich, mit langen Keyword-Listen unter deinem Text oder dem
    Eintrag deiner Website in 100 Webkataloge Top-Positionen zu ergattern. Zur Suchmaschinenoptimierung gehört mehr!
    Diese 29 SEO-Tipps solltest du umsetzen, wenn du dein Google-Ranking in 2020
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    Sorry, aber das ist Bullshit. Wenn du mit einem FAQ Rich Snippet rankst, drückst du die anderen Suchergebnisse zwei bis drei Plätze nach unten. Für Google und Menschen zu schreiben ist kein Widerspruch (wenn
    man es richtig macht). Denn Googles Ziel ist es auch nicht, tausende SEO-Nischenseiten auf den ersten Plätzen ungebunden, sondern vielmehr
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