Conflitos Coletivos do Trabalho
Autor | Amauri Mascaro Nascimento/Sônia Mascaro Nascimento |
Páginas | 531-534 |
Page 531
A — CONCEITO. Se uma reivindicação do grupo de trabalhadores é resistida pelo grupo de empregadores contra a qual é dirigida, dá-se um conflito coletivo de trabalho.
O vocábulo “conflito”, de conflictus, que significa combater, lutar, designa posições antagônicas. Também é usada, para designar a mesma ideia, a expressão “controvérsia”, que, para Carnelutti1, existe quando “alguém pretende a tutela do seu interesse, relativa à prestação do trabalho ou seu regulamento, em contraste com interesses de outrem e quando este se opuser mediante a lesão de um interesse ou mediante a contestação da pretensão”. Para Alcalá-Zamora e Cabanellas2, “conflito laboral é toda oposição ocasional de interesses, pretensões ou atitudes entre um patrão ou vários empresários, de uma parte, e um ou mais trabalhadores a seu serviço, por outro lado, sempre que se origine do trabalho, e pretenda solução mais ou menos coativa sobre o setor oposto”.
B — CONFLITOS INDIVIDUAIS E COLETIVOS. Os conflitos são de duas espécies: individuais e coletivos.
Os primeiros ocorrem entre um trabalhador ou diversos trabalhadores individualmente considerados e o empregador, via de regra, com base no contrato individual de trabalho. Já o conflito coletivo “alcança um grupo de trabalhadores e um ou vários empregadores e se refere a interesses gerais do grupo”3.
Assim, os conflitos são coletivos quando, em razão dos seus sujeitos, que serão os grupos de trabalhadores abstratamente considerados, de um lado, e o grupo de empregadores, de outro, objetivaram matéria de ordem geral do grupo.
O grupo de trabalhadores é normalmente representado pela sua organização sindical, o mesmo podendo ocorrer com o grupo de empregadores, nada impedindo, no entanto, que, em-
Page 532
bora por exceção, o conflito seja estabelecido entre o sindicato de empregados e uma empresa,
como admite a lei brasileira.
C — CONFLITOS ECONÔMICOS E JURÍDICOS. De acordo com a doutrina tradicional, os conflitos coletivos, por sua vez, dividem-se em econômicos e jurídicos. Econômicos, ou de interesse, são os conflitos nos quais os trabalhadores reivindicam novas e melhores condições de trabalho. Jurídicos, ou de direito, são os conflitos em que a divergência reside na aplicação ou interpretação de uma norma jurídica. A diferença entre os dois tipos de conflitos está na finalidade de um e de outro. Nos primeiros, a finalidade é a obtenção de uma norma jurídica — convenção coletiva ou sentença normativa. Nos segundos, a finalidade não é a obtenção, mas a declaração sobre o sentido de uma norma já existente, ou a execução de uma norma que o empregador não cumpre; exemplifique-se com o atraso no pagamento dos...
Para continuar a ler
PEÇA SUA AVALIAÇÃO- Iniciação ao Direito do Trabalho 2018
- Nona Parte
- Relações Coletivas de Trabalho
- Liberdade Sindical: a Convenção n. 87 da Organização Internacional do Trabalho e a Legislação Brasileira
- Direito Sindical
- Organização Sindical
- Conceito e Natureza Jurídica do Sindicato
- Criação, Administração e Dissolução de Sindicatos
- Funções do Sindicato
- Entidades Sindicais de Grau Superior
- Representação dos Trabalhadores na Empresa
- Conflitos Coletivos do Trabalho
- Negociação Coletiva
- Instrumentos Normativos Negociados
- A Greve no Direito do Trabalho
- A Greve no Direito Brasileiro
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