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Do assédio laboral : pelo reenquadramento do assédio laboral no ordenamento jurídico português
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Num quadro de especial instabilidade em consequência de uma prolongada crise económico-financeira que se precipitou, com especial incidência, nas relações laborais e na forma como decorre a sua execução, tem-se vindo a verificar um regresso à consideração trabalhador como mero factor de produção, desconsiderando a sua valia enquanto membro da sociedade e como pessoa. Nesta medida, atendendo aos indícios existentes que apontam para o agravamento dos fenómenos de violência no trabalho, aos efeitos nefastos resultantes da prática dos referidos actos, da capacidade lesiva desses actos para a esfera jurídica pessoalíssima, exacerbada em razão da existência de uma relação laboral entre as partes envolvidas e, uma vez decorrida uma década sobre a consagração do assédio moral enquanto figura jurídica autónoma no ordenamento jurídico português – pese embora esta tenha renascido em 2009, pelas modificações introduzidas -, procurámos perspectivar em que medida o assédio moral corresponde a um instrumento jurídico devidamente sedimentada no Direito do Trabalho e eficaz para a protecção dos direitos fundamentais e de personalidade tanto do trabalhador como do empregador. Por conseguinte, após a apreciação do assédio enquanto fenómeno exojurídico, foi traçada a evolução da regulamentação jurídica do assédio laboral, tanto no ordenamento jurídico nacional como no comunitário, bem como se procurou proceder à devida sedimentação dos limites tutelares que o ordenamento jurídico oferece. Para o efeito, procurou-se explorar e aprofundar devidamente o tipo assediante, assinalando os aspectos determinantes para o êxito tutelar bem como determinar as faculdades existentes de modo a preparar, caso se mostre necessário, o futuro aperfeiçoamento do regime legal, olhando para um conjunto seleccionado de regimes congéneres, dado que tutela o que de mais valioso existe: a pessoa humana e a sua dignidade.
Within a framework of particular instability, as result of an extended economic and financial crisis that precipitated, with special focus, in labor relations and how their execution takes place, it has been observed a return to labor evaluation as a mere production factor, disregarding the workers’ value as member of society and as a person. In this respect, given the existing evidence pointing to the worsening of the violence at work phenomenon, to the adverse result of the practice of such acts, the damaging ability of these to the personal sphere, exacerbated due to the existence of an employment relationship between the parties and once after one decade on the establishment of workplace bullying or mobbing as an autonomous legal figure in the Portugal legal system - even though this has reborn in 2009, as result of modifications -, we looked for to foresee to what extent mobbing corresponds to a useful legal instrument for Labor Law and an effective one to protect the fundamental rights and the personality of the employer and employee. Therefore, having considered workplace harassment as an external and extra-legal phenomenon, it was drawn the evolution of the legal framework, both at national and EU law, and we tried to and we tried to settle the necessary sedimentation of limits that the legal system offers. For this purpose, we tried to explore and duly deepen the harassing legal type, showing the key aspects that ought to be achieved to obtain a successful protection and determine which are the existing rules to prepare, if it should prove necessary, the future improvement of the legal system, as looking at regimes of group of selected countries, given that the workplace bullying protects what is the most valuable asset: the human person and his dignity.
Within a framework of particular instability, as result of an extended economic and financial crisis that precipitated, with special focus, in labor relations and how their execution takes place, it has been observed a return to labor evaluation as a mere production factor, disregarding the workers’ value as member of society and as a person. In this respect, given the existing evidence pointing to the worsening of the violence at work phenomenon, to the adverse result of the practice of such acts, the damaging ability of these to the personal sphere, exacerbated due to the existence of an employment relationship between the parties and once after one decade on the establishment of workplace bullying or mobbing as an autonomous legal figure in the Portugal legal system - even though this has reborn in 2009, as result of modifications -, we looked for to foresee to what extent mobbing corresponds to a useful legal instrument for Labor Law and an effective one to protect the fundamental rights and the personality of the employer and employee. Therefore, having considered workplace harassment as an external and extra-legal phenomenon, it was drawn the evolution of the legal framework, both at national and EU law, and we tried to and we tried to settle the necessary sedimentation of limits that the legal system offers. For this purpose, we tried to explore and duly deepen the harassing legal type, showing the key aspects that ought to be achieved to obtain a successful protection and determine which are the existing rules to prepare, if it should prove necessary, the future improvement of the legal system, as looking at regimes of group of selected countries, given that the workplace bullying protects what is the most valuable asset: the human person and his dignity.
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Direito do trabalho Assédio moral Direitos de personalidade Integridade Contrato de trabalho Função pública Teses de mestrado - 2016