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Commentary on Bill No. 24,500, titled “Amendment to Article 18 of the Labor Code, Law No. 2 of August 27, 1943. Law to Guarantee the Labor Rights of Delivery Service Providers through Digital Platforms”.

The labor obligations for both employers and employees regarding electronic nicotine delivery systems, non-nicotine alternatives, and electronic devices that use heated tobacco and similar technologies are analyzed.

Short reflection on some differences between a dismissal at the will of the employer (with employer liability) when discrimination is alleged, versus a punitive dismissal (without employer liability).

The possibility is evaluated for the employer to initiate a disciplinary process based on comments made by the employee on social networks.

It addresses how the employer should handle the situation when the employee has personal information on technological equipment owned by the company.

Brief analysis of liability in cases of labor violations.

The employee's duty of confidentiality within the employment relationship is addressed.

Brief analysis of the regulations and the most important decisions of the Second Chamber on the facts that have been considered not to constitute occupational hazards.

The debts that the employee incurs with the employer, whether for advances or overpayments, are analyzed.

The necessary requirements to establish an acquired right are analyzed, highlighting the difference between an acquired right and an expectation of a right.