Especialista explica que Tribunal está em consonância com legislação vigente e que o empregador precisa fazer gestão de horários de trabalhadores
POR BIANCA MINGOTE – AGÊNCIA BRASIL 61
A 6ª Turma do Tribunal Superior do Trabalho (TST) decidiu que uma trabalhadora doméstica de Natal (RN) deve receber pelas horas extras trabalhadas. A mulher foi contratada após a vigência da Lei das Empregadas Domésticas (Lei Complementar 150/2015), que exige o registro de jornada.
Nesse caso, os empregadores não apresentaram o controle de ponto da trabalhadora – o que justificou a condenação dos empregadores de forma unânime.
O contrato foi formalizado em junho de 2023 e a doméstica atuava em duas residências de um casal divorciado e cuidava de um canil comercial mantido pela empregadora. A trabalhadora disse na ação que tinha uma jornada das 7h às 17h. Já os empregadores negaram a realização de horas extras.
O gestor de relações trabalhistas do PG Advogados, de São Paulo (SP), Rodrigo Marques, salienta que a decisão do TST está de acordo com a legislação vigente e que o empregador precisa fazer a gestão de horários dos trabalhadores.
“O que a gente vê é que o TST está em consonância com a legislação aplicável, com a legislação atual das empregadas domésticas e até com a legislação trabalhista de uma forma geral. Numa relação empregatícia doméstica, os empregadores devem observar os seus regramentos específicos, principalmente porque, via de regra, estamos de frente com trabalhadores que são hipossuficientes”, diz.
O especialista explica que a CLT estabelece que é preciso de uma quantidade mínima de funcionários para ter um controle de jornada. Já no caso de contrato de trabalho doméstico, o empregador deve realizar o controle de jornada do empregado.
O relator no TST, ministro Augusto César, reforçou que desde a Lei das Domésticas o registro de jornada é obrigatório – independentemente do número de empregados.
Marques sugere como o controle de horários pode ser feito. Ele afirma que a iniciativa busca garantir os direitos dos trabalhadores e evitar possíveis problemas na justiça pelo contratante.
“Com um controle de jornada, olhando para o lado do empregador, o mais fácil e menos custoso é uma folha de ponto, onde o próprio empregado anota o horário de entrada e saída e intervalos para repouso e alimentação. Sugere-se que ele faça sempre, diariamente, uma rubrica nessas marcações. E, no final do mês, antes de fechar a sua remuneração, que faça a conferência e a assinatura no controle de ponto. Olhando para o lado do empregador, isso vai dar muito mais segurança numa eventual trabalhista”, ressalta.
Residir no trabalho
Nos casos em que o trabalhador doméstico reside no local de trabalho, Marques pontua que é necessário seguir horários e não ter dedicação aos serviços o dia inteiro. Segundo ele, o registro de jornada nesse cenário é essencial para evitar condenações trabalhistas.
“Morar no local do trabalho não significa estar à disposição 24 horas por dia. Inclusive, nessas hipóteses, precisa sim ter o registro do controle de ponto, do controle de jornada, e isso auxilia numa eventual ação trabalhista a redução do passivo, uma possível negociação de acordo, porque se não tiver esse controle de jornada, certamente a justiça vai considerar como válida a jornada, uma presunção de veracidade da jornada informada pelo reclamante, pelo empregado doméstico”, diz o advogado.
Foto: Freepik
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