Blog

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.

Incidents of aggression between workers are scrutinized as grounds for termination without bearing employer responsibility.

While the employer is unable to implement a dismissal with liability while the worker is incapacitated, there is no rule prohibiting executing a dismissal without liability if it is determined that the worker has committed a serious offense before or during the incapacity.

A brief analysis of the benefits derived from the constitution of a Solidarity Association.