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Publicação
A garantia de maior estabilidade e segurança no emprego público e a extinção da relação laboral pública por motivos disciplinares
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Orientador(es)
Resumo(s)
A presente dissertação visa traçar um quadro que permita perceber quais os fundamentos objetivos e subjetivos que legitimam a extinção do vínculo de emprego público, à luz da discussão em torno da admissibilidade de se proceder a despedimentos na função pública.
Da Constituição não decorre que os trabalhadores da Administração Pública estejam, de alguma forma, isentos da aplicação de causas objetivas do despedimento. Sendo embora um direito fundamental, deve reconhecer-se que a garantia de segurança no emprego pode ceder, dando aso à extinção do vínculo, se tal for justificado pela otimização do interesse público, patenteando uma gestão eficiente e racional das suas disponibilidades financeiras e recursos humanos.
A reforma operada pelo recém-aprovado Regime da Valorização Profissional, porquanto se traduziu na eliminação total dos despedimentos de feição objetiva no direito da função pública, representa uma opção profundamente questionável do ponto de vista jurídico. O funcionamento eficaz e eficiente da máquina do Estado reclama a possibilidade de o empregador público afastar trabalhadores que se revelem terminantemente supérfluos, mesmo depois da sua inclusão em processos que visem assegurar um aproveitamento racional dos recursos humanos da Administração Pública, tenham eles a designação que tiverem (mobilidade especial, requalificação, valorização profissional, etc.).
A justa causa subjetiva ou disciplinar, estando condicionada pela prática de uma infração disciplinar por parte do trabalhador, assenta num requisito objetivo, a inviabilização da manutenção do vínculo. Reporta-se, por conseguinte, a situações limite (de ultima ratio), em que o comportamento do visado, avaliado e considerado no seu contexto, implica para o desempenho da função prejuízo de tal monta que irremediavelmente comprometa o interesse público que aquele deve prosseguir e, portanto, a viabilidade futura da relação laboral pública. A quebra irreversível da relação de cooperação e confiança entre as partes leva a que a sanção a aplicar não possa ser outra que não o despedimento disciplinar ou a demissão.
The purpose of the present essay is to provide a comprehensive understanding on the legal grounds for termination of employment within the public sector, in light of the recent developments around the admissibility of economic dismissals or layoffs by the public administration. The Portuguese Constitution doesn’t explicitly or implicitly exempt publicly employed workers from economic based dismissals. Despite being a fundamental right, it should be noted that the right to job security may give in, allowing for termination of employment, provided that such measure is covered by the continuous process of optimizing efficiency to garner public interest, which implies a coherent and rational management of financial, logistical and human resources. The recent reform introduced by the‘Regime da Valorização Profissional’, which phased out all forms of non-disciplinary dismissal, amounts to a highly questionable course of action from a legal standpoint. Termination of employment under certain circumstances is paramount to an effective and efficient governance, especially if the civil servant’s con-tributions are objectively deemed redundant and unproductive, even after being included in processes conceived in order to foster his capabilities and a rational use of the public administration’s work force, regardless of its designation (‘mobilidade especial’, ‘requali-ficação’, valorização profissional’, etc.). The individual dismissal with just cause for disciplinary reasons, being dependent on the confirmation of a disciplinary infraction on behalf of the employee, largely rests on an objective requirement: the pursuance of the employment relationship must be unfeasible, as a result of such conduct. Because of that, it addresses limit situations (of ultima ratio), where the employee’s behaviour, measured and considered on its own context, impairs the fulfilment of his tasks in such a way that the public interest he’s bound to pursue is inevitably compromised, thus rendering the future viability of the working relationship unsustainable. As a consequence of the relationship of mutual trust and confidence being irredeemably breached, the sanction imposed upon the offender should be none other the termination of employment.
The purpose of the present essay is to provide a comprehensive understanding on the legal grounds for termination of employment within the public sector, in light of the recent developments around the admissibility of economic dismissals or layoffs by the public administration. The Portuguese Constitution doesn’t explicitly or implicitly exempt publicly employed workers from economic based dismissals. Despite being a fundamental right, it should be noted that the right to job security may give in, allowing for termination of employment, provided that such measure is covered by the continuous process of optimizing efficiency to garner public interest, which implies a coherent and rational management of financial, logistical and human resources. The recent reform introduced by the‘Regime da Valorização Profissional’, which phased out all forms of non-disciplinary dismissal, amounts to a highly questionable course of action from a legal standpoint. Termination of employment under certain circumstances is paramount to an effective and efficient governance, especially if the civil servant’s con-tributions are objectively deemed redundant and unproductive, even after being included in processes conceived in order to foster his capabilities and a rational use of the public administration’s work force, regardless of its designation (‘mobilidade especial’, ‘requali-ficação’, valorização profissional’, etc.). The individual dismissal with just cause for disciplinary reasons, being dependent on the confirmation of a disciplinary infraction on behalf of the employee, largely rests on an objective requirement: the pursuance of the employment relationship must be unfeasible, as a result of such conduct. Because of that, it addresses limit situations (of ultima ratio), where the employee’s behaviour, measured and considered on its own context, impairs the fulfilment of his tasks in such a way that the public interest he’s bound to pursue is inevitably compromised, thus rendering the future viability of the working relationship unsustainable. As a consequence of the relationship of mutual trust and confidence being irredeemably breached, the sanction imposed upon the offender should be none other the termination of employment.
Descrição
Palavras-chave
Administração pública Função pública Segurança no emprego Emprego público Processo disciplinar Teses de mestrado - 2018