Brazil Employees Expectations Essay

In Brazil the maximum arrive ating hours per week are unremarkably 40 to 44 hours, depending upon whether the employee kit and caboodle 5 or 6 geezerhood a week. The Brazilian Labour Law prescribes an annual vacation of 30 days which should be taken tout ensemble at once or divided in two parts ( adept half must be of at least(prenominal) 20 days). Brazilian workers are eligible for regular employment already at the age of 14 but in that location are certain protective regulations covering adolescents aged 14 to 18. Brazilian labour unionsThere are several thousand unions and umbrella organisations in Brazil which are supposed to bind full- date workers. The Brazilian betray Union Federation (Central Unica dos Trabalhadores) has made protection of employees and health policies one of its top priorities. Yet as most employees in Brazil work without an official work contract they have no access to the support of a labour union.Link http//www.justlanded.com/english/Brazil/Braz il-Guide/Jobs/Working-in-BrazilEmployment Agreements Since dig out righteousnesss are statutory in nature, childbed contracts must fit straightforwardly within their narrow parameters. Employment contracts cannot deviate from the law in some(prenominal) way that waives, releases, or circumvents a workers rights. Some employers lend creative and choose to frame the relationship as that of an independent contractor, quite a than an employee. However, structuring the relationship in that manner has little effect if a childbed court finds that the independent contractor was in fact performing activities of an employee as leg in ally defined.Courts will consider variables such as work hours, intrust of work, subjectivity to the employers administrative rules, reporting prayments, and compensation, among others, in determining whether the mortal is indeed an independent contractor or in fact an employee. unluckily for companies, courts tend to favor protecting the employee and usually grant whatever statutory benefit for which the individual has petitioned. Employee Wages and HoursAfter your company has established the fibre of relationship that it will have with the individual, it must comply with strict labor requirements. In Brazil, the minimum wage (salrio mnimo) is currently set by the federal government at R$545.00 per month, although some regions may require a minimum that exceeds this baseline. Accompanying the minimum wage is the concept of the workday, or jornada, defined as the time the employee is available to the employer, whether performing his function or not. A workday cannot exceed eight (8) hours per day and 44 hours a week. Employees whose running(a) hours exceed the maximum hours of work prescribed by law earn overtime, one of the major sources of labor litigation.Generally, the employee will earn time and a half for overtime hours worked. However, if overtime is earned on weekends and holidays, past the employee will earn two time s the regularly earned wage. Employees working on commission are treated no differently, and are empower to either double or time and a half commissions for all overtime hours worked. The legal workday varies depending on the industry involved. For example, bank workers, bid operators, and doctors enjoy shorter workdays. Shift workers are also subject to different standards. If an employee works any one shift (morning, afternoon, or night) on any abandoned week, his or her shift must be limited to six (6) hours. Employee BenefitsBrazilian employees enjoy many benefits. For example, Brazilian law calls for a thirteenth net (dcimo terceiro), plus 30 days of vacation time that all employees earn at the end of each year. Disbursement of at least half of the thirteenth fee must be made by November, or in the month when the employee takes vacation, if he or she has solicited the thirteenth salary in January. The last portion must be paid by December 20. Employers must also comply wit h social contributions and the FGTS (Fundo de Garantia por Tempo de Servio, or Guarantee Fund for Time of Service).Both regular salary and the thirteenth salary are subject to the FGTS, which corresponds to an eight (8) percent keep back of the monthly salary plus 0.5 percent of social contribution by the employer. This fund provides financial support in certain employment border situations. The federal government administers the fund through mandatory deposits in accounts undefended by the employer for the employees benefit with the Caixa Econmica Federal (one of the largest government-owned banks).