Many labor claims arise from routines that could have been adjusted earlier, such as working-time control, the hour bank, registration and hiring and termination documents. For companies and rural employers, prevention usually costs less than defense.
I serve small and medium-sized companies with day-to-day guidance and defense in labor claims, with attention to agribusiness activities such as poultry and pig farms, cooperatives and agro-industries.
Common situations
- Hiring, probationary contracts and admission documents
- Hour bank, time off in lieu and time recording
- Remote work and external work
- Warnings, suspensions and dismissal for cause
- Medical certificates and leave of absence
- Outsourcing and hiring of service providers
- Workplace accidents and occupational diseases
- Labor claims and hearings
- Inspections and infraction notices
- NR-31 and work in the countryside
How I can help
- Review of contracts, internal policies and HR department routines
- Guidance on terminations and disciplinary measures
- Defense in labor claims and attendance at hearings
- Negotiation of settlements
- Defense against infraction notices
Useful documents for the first conversation
You do not need to have everything at hand to get in touch. These documents make the review faster and more precise:
- Articles of incorporation and list of employees
- Employment contracts and time records
- Payslips and termination documents
- Notice or summons received, if any
Frequently asked questions
Can an hour bank be set up by individual agreement?
Yes, since the Labor Reform, provided the agreement is in writing and the time off is taken within six months (art. 59, § 5, of the CLT). Longer periods depend on collective bargaining.
When can dismissal for cause be applied?
In the cases of art. 482 of the CLT, with proof of the misconduct, proportionality and immediate application. A poorly grounded dismissal for cause can be reversed in court and result in a judgment against the company.
The company received notice of a labor claim. What should it do?
Check the date of the hearing and seek guidance right away. If the company does not appear at the hearing, it may be held in default, with the facts alleged by the worker presumed to be true (art. 844 of the CLT).
The answers above are general and informational. The solution for each case depends on the facts, the documents and the rules in force on the date of the review.