RISCOS TRABALHISTAS EXISTEM PARA QUEM DESCONHECE OU NÃO AGE PREVENTIVAMENTE
Hodiernamente é muito importante poder dispor de ferramentas tecnológicas que nos auxiliam na pesquisa e orientação quanto aos aspectos e dificuldades no gerenciamento das questões trabalhistas.
Inúmeros são os sites, blogs, twitters, e-mails, boletins e até assessorias via fone ou internet que possibilitam atualizações rápidas e essenciais para desenvolver nossos trabalhos.
No entanto, o que percebemos é que grande parte dos problemas apontados abaixo ainda continuam sendo o “calcanhar de Aquiles” de inúmeras empresas frente à Justiça do Trabalho.
Questões como jornada de trabalho, horas extras, intervalo intrajornada, adicional noturno, equiparação salarial, horas in itinere, horas sobreaviso, verbas rescisórias, férias, entre outros, insistem em causar grandes impactos nos orçamentos das empresas por conta das reclamatórias trabalhistas devido à falta de procedimentos internos que minimizem estes riscos.
Se há uma grande demanda nas ferramentas de informação sobre as questões trabalhistas, então a causa destes impactos, se presume ser resultado da falta de ação na busca da contenção destas anomalias.
Os responsáveis pela administração e gestão de pessoas da empresa precisam agir de forma a identificar os focos causadores dos principais problemas laborais enfrentados pela organização.
Para tanto é preciso se organizar e estabelecer procedimentos para que estes sejam efetivamente utilizados, reavaliados e melhorados de forma que as mudanças que ocorrerem ao longo do tempo, possam ser assimiladas e controladas por meio destes parâmetros.
É como utilizar o método PDCA no gerenciamento e controle das questões trabalhistas, estabelecendo metas (Plan – Planejar), executando as tarefas definidas no planejamento (Do – Executar), comparar os resultados alcançados na execução com o planejado (Check – Checar) e agir de forma a implementar soluções que eliminem eventuais divergências entre o planejado e o executado (Action – Agir).
Talvez a etapa mais difícil deste ciclo seja o planejamento, pois definir claramente o problema, investigar as características, descobrir as causas e estabelecer um plano de ação exige conhecimento prático da área trabalhista – geralmente feitas em consultas a advogados especializados na área.
Ainda que se pense não ter toda a experiência prática necessária, há condições de desenvolver um plano de ação para conter, senão todos, os principais problemas ou os que mais afetam negativamente a empresa.
O controle de documentos básicos como contrato de trabalho incompleto, falta de aditivo contratual por conta de alteração de função ou condição de trabalho, ausência de acordo de compensação, controle de exames médicos, controle de intra e interjornada, supressão de horas extras, alteração de horário e de jornada de trabalho, controle e gerenciamento da folha de pagamento e dos respectivos encargos sociais, controle da segurança e medicina do trabalho (PPRA, PCMSO, PPP) e diversos outros procedimentos, podem ser facilmente estudados e compreendidos.
Mais importante que saber negociar um bom acordo na Justiça do Trabalho é agir preventivamente para que o empregado não se sinta violado em relação aos seus direitos e, ainda que não faça mais parte da empresa, não tenha motivos para buscar qualquer direito na Justiça.
Para minimizar os riscos trabalhistas, evitar reclamatórias, criar procedimentos de forma a orientar os empregados e alertar os responsáveis pela gestão de pessoas (chefes, gerentes, supervisores) da Empresa.
Autor: G. Trab
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