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A presente dissertação versa, principalmente, sobre a cessação do contrato de trabalho por facto imputável ao trabalhador, designadamente as faltas injustificadas como justa causa para o despedimento.
Ao abrigo do art. 351º, n.º 2, al. g) do Código do Trabalho, constitui justa causa de despedimento as faltas não justificadas ao trabalho que determinem diretamente prejuízos ou riscos graves para a empresa, ou cujo número atinja, em cada ano civil, cinco seguidas ou 10 interpoladas, independentemente de prejuízo ou risco. Ambas jurisprudência e doutrina portuguesas divergem relativamente à relevância disciplinar da falta injustificada, e a partir daí, da repercussão que essa interpretação tem na esfera jurídico-laboral, até que ponto é abrangida pelo poder disciplinar do empregador, e em que casos consubstancia, ou não, justa causa para o despedimento.
This dissertation deals with the termination of the employment contract due to a fact attributable to the employee, namely unjustified absences as a fair cause for dismissal. Under art. 351-2-g) of the Labor Code, it is a fair cause of dismissal that unjustified absences from work that directly cause serious losses or risks to the company, or whose number reaches, in each calendar year, five consecutive or ten interpolated, regardless of injury or risk. Both Portuguese jurisprudence and doctrine diverge in relation to the disciplinary relevance of the unjustified absence, and hence from the repercussion that this interpretation has in the legal-labor sphere, to what extent is covered by the disciplinary power of the employer, and in which cases, fair cause for dismissal. Key words: Termination of employment contract; fair cause for dismissal; unjustified absences; disciplinary relevance of unjustified absences
This dissertation deals with the termination of the employment contract due to a fact attributable to the employee, namely unjustified absences as a fair cause for dismissal. Under art. 351-2-g) of the Labor Code, it is a fair cause of dismissal that unjustified absences from work that directly cause serious losses or risks to the company, or whose number reaches, in each calendar year, five consecutive or ten interpolated, regardless of injury or risk. Both Portuguese jurisprudence and doctrine diverge in relation to the disciplinary relevance of the unjustified absence, and hence from the repercussion that this interpretation has in the legal-labor sphere, to what extent is covered by the disciplinary power of the employer, and in which cases, fair cause for dismissal. Key words: Termination of employment contract; fair cause for dismissal; unjustified absences; disciplinary relevance of unjustified absences
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Cessação do contrato de trabalho Justa causa para o despedimento Faltas injustificadas Relevância disciplinar das faltas injustificadas