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Authors
Abstract(s)
A legislação laboral não determina qual é o prazo de que o trabalhador dispõe
para impugnar judicialmente uma sanção disciplinar conservatória do vínculo laboral,
ilícita e, porventura, também abusiva, que lhe tenha sido aplicada pelo empregador.
A lacuna jurídica existente neste âmbito carece de ser integrada, sendo
necessário definir qual é a duração do prazo, o seu dies a quo e a sua natureza. A
doutrina e a jurisprudência têm defendido diferentes teses: prazo de caducidade com a
duração de 3 meses a contar da decisão sancionatória; prazo de prescrição de 1 ano com
início no dia seguinte ao da cessação do contrato de trabalho; prazo de caducidade de 1
ano após a comunicação da decisão de aplicação da sanção; e, por fim, prazo de
caducidade de 60 dias, sem especificação de quando é que este começa a correr. Quanto
à repartição do ónus da prova, discute-se se é o empregador que tem de demonstrar os
factos em que se consubstancia a infração disciplinar ou se é o trabalhador que tem de
provar a ilicitude da sanção.
Com a presente dissertação, procurámos analisar criticamente os argumentos
invocados para sustentar cada um destes entendimentos e, simultaneamente, adotar uma
posição integradora da lacuna jurídica, tendo sempre em conta os interesses das partes
que compõem a relação laboral.
Labour legislation does not determine which is the deadline for the employee to judicially challenge an illicit or also abusive disciplinary penalty, conservative of the employment contract, applied by the employer. The legal loophole that exists in this area needs to be integrated, and it is necessary to define the length of the deadline, its dies a quo and its nature. Doctrine and jurisprudence have defended different theses: a limitation period of 3 months from the sanction decision; a prescription period of a year starting from the day following the termination of the employment contract; a limitation period of a year after the communication of the decision of the penalty’s application; and, finally, a limitation period of 60 days, without specifying when it begins to run. Regarding the distribution of the burden of proof, it is discussed whether it is the employer who has to demonstrate the facts constituting the disciplinary infraction or whether it is the employee who has to prove the illegality of the penalty. With this dissertation, we have sought to critically analyse the arguments invoked to support each of these understandings and to adopt a position that integrates the legal loophole, always taking into account the interests of the parties that make up the employment relationship.
Labour legislation does not determine which is the deadline for the employee to judicially challenge an illicit or also abusive disciplinary penalty, conservative of the employment contract, applied by the employer. The legal loophole that exists in this area needs to be integrated, and it is necessary to define the length of the deadline, its dies a quo and its nature. Doctrine and jurisprudence have defended different theses: a limitation period of 3 months from the sanction decision; a prescription period of a year starting from the day following the termination of the employment contract; a limitation period of a year after the communication of the decision of the penalty’s application; and, finally, a limitation period of 60 days, without specifying when it begins to run. Regarding the distribution of the burden of proof, it is discussed whether it is the employer who has to demonstrate the facts constituting the disciplinary infraction or whether it is the employee who has to prove the illegality of the penalty. With this dissertation, we have sought to critically analyse the arguments invoked to support each of these understandings and to adopt a position that integrates the legal loophole, always taking into account the interests of the parties that make up the employment relationship.
Description
Keywords
Lacuna jurídica Sanção disciplinar conservatória Impugnação judicial Prazo de propositura da ação judicial Prescrição Caducidade Legal loophole Conservative disciplinary penalty Judicial challenge Deadline for filing the lawsuit Prescription period Limitation period