Licença-paternidade
Autor | Cláudia Salles Vilela Vianna |
Ocupação do Autor | Advogada, Mestra pela PUC/PR, Conferencista e Consultora Jurídica Empresarial nas Áreas de Direito do Trabalho e Direito Previdenciário, Coordenadora dos cursos de pós-graduação da EMATRA/PR e PUC/PR |
Páginas | 426-427 |
Page 426
A licença-paternidade é direito assegurado a todos os trabalhadores urbanos, rurais e domésticos, tendo por objetivo a ausência remunerada do empregado ao serviço a partir do nascimento de seu filho, para que possa dar assistência e dispensar cuidados à esposa e ao recém-nascido.
O art. 473 do Estatuto Laboral, com redação dada pelo Decreto-Lei n. 229, de 28.2.1967, prevê em seu inciso IV um único dia de ausência ao trabalho, sem prejuízo da remuneração correspondente, a ser usufruído pelo empregado pai no decorrer da primeira semana de vida do bebê. Em 5.10.1988, quando da promulgação da Constituição Federal, o inciso XIX do art. 7º instituiu oficialmente a expressão "licença-paternidade", vinculando-a a uma norma regulamentar posterior, e o § 1º do inciso II do art. 10 do Ato das Disposições Constitucionais Transitórias determinou sua duração em cinco dias, até que seja publicada a legislação regulamentar de que trata o mencionado inciso XIX.
Discussão existe questionando se seriam estes cinco dias gozados de forma corrida ou se seriam dias úteis. Entendo ter a disposição constitucional ampliado a falta legal prevista no inciso IV do art. 473 da CLT de um para cinco dias. Esta ampliação permanecerá até o advento de uma norma regulamentar posterior que discipline o instituto da licença-paternidade. Nesta mesma linha de entendimento se manifestou expressamente o Ministério do Trabalho, pela Instrução Normativa n. 1, de 12.10.1988, do Secretário de Relações do Trabalho.
Ora, uma vez ampliado o prazo constante do inciso IV do art. 473, é necessário verificarmos o que determina o caput do referido dispositivo:
"Art. 473. O empregado poderá deixar de comparecer ao serviço sem prejuízo do salário:
(...)
IV - por 1 (um) dia, em caso de nascimento de filho, no decorrer da primeira semana;
(...)"
Continuando nesta linha de raciocínio, temos que o empregado poderá deixar de comparecer ao serviço, ou seja, o empregado não necessitará desenvolver suas atividades laborais, sem prejuízo do salário correspondente. Ora, não se poderia conceder ao trabalhador o benefício de não necessitar trabalhar em dia destinado ao repouso ou em feriado, quando então já não seria necessário que comparecesse ao trabalho. A expressão "deixar de comparecer ao serviço" implica dias úteis, dias em que o empregado teria de comparecer ao serviço e que, em decorrência...
Para continuar a ler
PEÇA SUA AVALIAÇÃO- Manual prático das relações trabalhistas
- Parte III. Vigência do contrato
- Jornada de trabalho
- Prorrogação e compensação de jornada
- Intervalos para repouso e alimentação
- Repouso semanal remunerado
- Remuneração e salários
- Adicional de insalubridade
- Adicional de periculosidade
- Trabalho noturno
- Ajudas de custo - Diárias para viagem - Reembolso de despesas
- Veículo do empregado a serviço da empresa
- Veículo da empresa fornecido ao empregado - Salário in natura
- Licença remunerada e licença sem remuneração
- Interrupção do contrato de trabalho
- Suspensão do contrato de trabalho
- Férias
- Licença-paternidade
- Gratificação natalina (13º salário)
- Participação nos lucros ou resultados da empresa
- Alimentação
- Atrasos constantes e saídas antecipadas
- Atestados médicos - faltas justificadas
- Registro sindical
- Filiação sindical
- Contribuição sindical patronal, de autônomos e profissionais liberais
- Contribuição sindical - Empregados
- Contribuição assistencial
- Contribuição confederativa
- Acordo coletivo - Convenção coletiva - Dissídio coletivo
- Folha de pagamento
- Alterações contratuais
- Documentos - Afixação obrigatória
- Centralização de documentos
- Documentos - Prazo de guarda ou conservação
- Comissões de conciliação prévia
- Prescrição dos créditos trabalhistas
- Certidão negativa de débitos trabalhistas
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