Everyone knows that CLT guarantees several worker benefits, which is why it is so important and required in the job market. But how about, to understand more deeply what are these benefits?
CLT governs labor relations in Brazil, regulating professional activities in the urban and rural environment. It defines, ratifies and defends the rights of workers and companies.
The main employee benefits and corporate obligations provided by CLT are:
- portfolio registration;
- receipt of salary;
- working hours;
- transportation benefit;
- early warning;
- Guarantee Fund for Time of Service (FGTS);
- National Institute of Social Security (EHIC);
- salary allowance;
- Paid weekly rest (DSR);
- Justified absences;
- 13th salary;
- unemployment insurance.
It is necessary to be attentive and ensure that worker benefits are being respected and that companies understand their role. Follow the post, know these rights!
What is CLT?
CLT is the acronym for Consolidation of labor laws, employment regime that regulates the labor relations provided for in the country. It was established by the decree of law No. 5,454 of May 1, 1943, created by President Getúlio Vargas.
Consolidation gives support and guarantee to the worker in the receipt of his rights and makes the employer fulfill his legal duties.
All workers registered in the CLT regime are called “Celetistas”, and are entitled to benefits.
Self-employed professionals, statutory public servants and those who work as a Legal Entity (PJ) are not included as beneficiaries.
What are the employee benefits under the CLT regime?
As we have already mentioned, CLT offers several significant benefits. Follow below the main benefits of the worker and all its details!
1. Registration in portfolio
One of CLT's differentials is the mandatory registration in the portfolio, a document that proves the employment relationship.
The company even has 48 hours to sign the Work and Social Security Card (CTPS) of the worker. The absence of the signature generates fines and possible labor lawsuits.
Internships and service provision contracts, among other modalities that do not understand formal work, do not receive this benefit.
2. Receipt of salary
CLT guarantees that every employee with a monthly remuneration contract must receive their fees by the fifth business day of each month. Failure to pay also generates a fine and other legal penalties.
3. Working hours
The pattern of workday it's from 8 hours daily, with the possibility of up to 2 hours overtime and maximum weekly load of 44 hours. However, new rules made this pattern more flexible.
Now, hours worked daily and overtime may be higher, but the monthly hourly ceiling remains limited to 220 hours.
One of the most anticipated worker benefits is paid vacation with an increase of ⅓ of the value of your salary. Every 12 months worked, 30 days of rest are released. If the worker wants, it is still possible to convert ⅓ of the period into a cash bonus.
Holidays can be segmented into up to 3 parts, as long as one is not less than 14 days and the other 2 less than 5 days.
5. Transport benefit
The transportation voucher is a right individual and non-transferablel. It is provided by the company to employees who use public transport to go to work.
This benefit, however, comes at a cost to the employee. The company can discount up to 6% of your gross salary to offer that facility.
CLT determines that prior notice must be given with 30 days in advance of the employee's departure and the company should normally handle these days. This period allows the worker and the company to reorganize the new situation.
The employee can still leave 2 hours early and finish complying with the notice 7 days before, without financial loss. In addition, he should receive 3 additional days for each year he stayed at the company.
7. Length of Service Guarantee Fund (FGTS)
One of the main benefits of the worker is the FGTS, a kind of savings at Caixa Econômica Federal that receives monthly 8% of the employee's gross salary (without discounts, such as EHIC, IR and union contribution) paid by the company.
The withdrawal of this amount is only released in specific cases, such as unfair dismissal, termination of a fixed-term contract, serious illnesses – such as AIDS or cancer – and for the purchase of a home.
8. National Institute of Social Security (EHIC)
Other worker benefit is the contribution to the EHIC. A percentage of the salary is allocated to the Institute, in order to guarantee the well-being of the worker in the event of temporary leave from work, accidents at work, among other situations that prevent him from working.
9. Salary allowance
The salary allowance is one of the main worker benefits. All CLT employees who receive up to 2 minimum wages are entitled to withdraw the bonus, better known as PIS / Pasep.
To receive the benefit, the worker must have been registered for a minimum period of 30 days in the year prior to payment and have been registered in the PIS / Pasep system for at least 5 years.
10. Paid weekly rest (DSR)
Every worker with a formal contract is entitled to a paid break during the week. Commonly on Sundays, But this is not a rule. The break can be taken any day of the week.
11. Justified absences
Some situations that require layoff at work are exempt from the salary discountl, as long as they are duly proven. These are cases such as the death of a family member or dependent (up to 2 days), marriage (up to 3 days), military service (indefinite time), illness (up to 14 days or directing to EHIC sickness benefit), among others .
At unexcused absences can be discounted, and may even affect benefits such as the 13th salary.
12. 13th salary
The payment of the 13th salary is equivalent to one more salary per year. The company must make this deposit in two plots, the first until November and the second until December 20.
Everyone in the CLT regime is entitled to the benefit, regardless of how long they have been in the company. In this case, what changes is the value, which becomes proportional to the time of collaboration.
13. Unemployment insurance
Unemployment insurance is one of the most important worker benefits. If the employee is dismissed without just cause and has a record in the portfolio, for at least 12 months with the company, he / she may receive assistance for a fixed period of time to help him / her in this situation.
The calculation of the amount and period is done considering the time of collaboration and the average salary in the last 3 months. In order to receive insurance, the worker must not be receiving another Social Security benefit or employed under the same regime in another organization.
Good management of employee benefits ensures the company against legal adversities, reputation problems and undesirable expenses, so it is essential and indispensable.
In addition, all of these worker benefits encourage a healthier work environment, a most satisfied team and conducive to achieving better and better results. To offer safety and employee reliability undoubtedly optimizes organizational success.
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