Pernambuco tem 9% da força de trabalho em home office
Com a flexibilização da economia, trabalhadores já vivem retorno ao trabalho presencial. A decisão cabe às empresas. Grupos de risco somente sob avaliação
Segundo pesquisa recente do Departamento Intersindical de Estatística e Estudos Socioeconômicos (DIEESE), 8,4 milhões, ou seja, apenas 10% dos ocupados no Brasil, ainda estão trabalhando em home office. Pernambuco não se distancia da média nacional, com 9% de trabalhadores ‘em casa’. O número total de pernambucanos no mercado de trabalho é 3,1 milhões.
Em outros estados do país, o número de ocupados em home office é bem superior, como é o caso do Distrito Federal (22%), Rio de Janeiro (17%) e São Paulo (15%).
De acordo com o advogado João Varella, especialista em Direito Trabalhista, a decisão de voltar ou não ao trabalho presencial cabe à empresa. “A empregadora pode unilateralmente retirar o empregado do teletrabalho e determinar seu retorno, porém o ambiente organizacional deve observar as normas de saúde e segurança do trabalho e todos os protocolos sanitários exigidos pela Portaria 20/2018 do Ministério da Saúde e Secretaria e Especial de Previdência e Trabalho, que prevê uma série de medidas preventivas e de combate à Covid-19”, destaca João Varella.
Se a volta é decisão da empresa, os cuidados também recaem sobre ela. Por isso, Varella reitera que, para um retorno presencial, a empresa precisa focar na “criação de um plano de retomada, informação e treinamento aos trabalhadores, distanciamento mínimo, ventilação e limpeza dos ambientes, higiene das mãos, entrega de máscaras e de outros equipamentos”, explica.
Além do valor quantitativo, a pesquisa também traça um perfil desses trabalhadores. E quando analisamos outros indicadores, Pernambuco, no geral, se alinha aos dados nacionais. É o caso por exemplo da porcentagem de mulheres x homens. No Brasil e no Estado, 56% do total são mulheres e 44% são homens.
Das decisões que pesam sobre o retorno às atividades presenciais estão os fatores de risco à saúde de empregados com comorbidades.
De acordo com o Ministério da Saúde, “pessoas acima de 60 anos se enquadram no grupo de risco, mesmo que não tenham nenhum problema de saúde associado”, como também “de qualquer idade que tenham doenças pré-existentes, como cardiopatia, diabetes, pneumopatia, doença neurológica ou renal, imunodepressão, obesidade, asma, entre outras”, afirma o MS.
Mas o advogado João Varella reforça que, mesmo esses funcionários podem ser convocados a retornar aos trabalhos presenciais. “O retorno dos funcionários do grupo de risco é uma questão polêmica, não existe, no país, norma expressa e direta que trate do assunto, porém entende-se que aqueles que pertençam a eventual grupo de risco por comorbidades ou idade, se bem documentada, a recusa pode ser de maior importância que o poder de comando do empregador”, explica.
Sobre esse ponto da documentação, o jurista reforça: “O afastamento do local de trabalho daqueles do chamado ‘grupo de risco’ – pessoas acima de 60 anos e portadores de doenças crônicas – deve ser bem justificado, com parâmetros médicos, que incluem laudos e atestados”.
As empresas, entretanto, precisam ficar atentas. Mesmo que funcionários do grupo de risco recebam liberação médica e retornem ao trabalho presencial, em caso de contaminação, a empregadora pode ser responsabilizada. “Contudo, para responsabilizar a empresa, o empregado necessariamente precisa comprovar que o contágio se deu nas dependências ou em razão do trabalho”.
Outro ponto que o advogado reforça é a inviabilidade de assinaturas de termos de responsabilidades por parte do funcionário. Segundo Varella, o documento “poderá ser inválido, caso o empregado comprove que o contágio se deu nas dependências da empresa ou em razão do trabalho. Uma vez tal prova realizada, o termo não seria capaz de isentar o empregador da devida responsabilização”, explica.
“Trabalhadores que comprovarem que foram contaminados no ambiente de trabalho terão direito a 15 dias de afastamento pagos pela empresa e o auxílio-doença pago pelo INSS, a partir do 16º dia. Após o período fora de serviço, o funcionário tem 12 meses de estabilidade no emprego e não pode ser dispensado sem justa causa”, finaliza o advogado.
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