Blog

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”.

Overview of the differences between discrimination and workplace harassment in the employment context, including legal implications and consequences.

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).

It is addressed how to identify behaviors that constitute workplace harassment or bullying.

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.