Unions

Structure

Enter the structure. It will determine which is the valid structure for each record of the window and to which company the register may be used. The fields will be enabled/disabled as international configuration settings related to structure informed in this field.

Month of Union Basis Date

Indicate the month of the base date for each trade union category and that corresponds to the month in which collective bargaining agreements are renewed or carried out. It will be used for the calculation of additional compensation in rescission prior to the bargaining month.

Days Ind. Month Ant. Dissidio

In the termination w/o cause occurred on the period of 30 days prior to the base date, it is due the payment of additional compensation equivalent to the worker monthly salary, under the terms of Art. 9 Law No. 7,238, from October 29, 1984. However, some trade union agreements have changed this period of 30 days, thus, the number of days previous to the bargaining that gives the Worker entitlement to compensation, must be indicated in this field.

Consider Zeroed Months

Indicate whether or not the months that do not have values ​​for calculating averages should be considered in the division.

Consider Months Minus 15 Days

Indicate to the system how will be treated the months in which the employee does not have at least 15 days worked for purposes of calculation of averages:

• Yes: Consider months less than 15 days worked;
• No: Only the months in which the worker has worked 15 days or more must be considered for the calculation.

Fixed Splitter for Means

State how the fixed divisor for averages will be considered:

• S - Yes. In calculating the averages, the divisor informed in the Means folder will always be considered, regardless of the number of months calculated and worked.
• T - Total Open Periods. This option will only influence the calculation of variable averages of the provision. The calculation will use as divisor the fixed divisor (registered in the union as well) and multiply by the total number of open periods (with balance) of the employee. In other calculations the calculation of the 'S' option will be considered.
• N - No. Disregard the unfinished months.

Variable Correction Index

This item was planned, to meet the companies that need to correct the commissions amounts for holiday averages, 13th salary and terminations. In this case, you must enter in this field the code of the updating index, in the table of Indexes, that the module should use. If the union of the category does not determine correction of the variable values, leave zero in this field. Look examples of the calculation.

Day Correction

Enter the day from which to retrieve the value of the index previously selected, so that the variable values ​​are corrected.

• When you enter 99 the payment date index will be used.
• When you enter 32 you will use the index of the 1st of the month following the month of competence.

From these two update items, the module will calculate in a corrected way the average of the variable values ​​for vacations, 13th salary, terminations, etc.

Consider Negative Index in Correction of Values ​​for Means

Indicate how the negative indexes will be treated in the readjustment of the values ​​for averages:

Use Month Variables

Tell the system whether the calculation of events that depend on variable values ​​(overtime, commissions, etc.) must use the variable values ​​of the current month or whether they should use the previous month.

• Yes, the current month's variable values ​​will be used to calculate the events.
• No, the previous month's variable values ​​will be used to calculate the events.

Generation Horizons

Defines how to generate the event of normal hours of hourly employees, when generating the hours for the payroll. We have the following options:

Value	Description
E	Generate by scale (sum of normal hours in the month).
M	Generate by the number of days in the month multiplied by the DSR.

30 Days Adm.Messalist

In this information inform if the monthly, admitted after the first day in a month of 31 days, 29 days or 28 days, should have the count of the days worked until the 31, 29 or 28; or if the limit should always be consider 30 days only.

• Yes: Always consider 30 days
• No: Consider the number of days of the month of admission (31,29 or 28)

DSR Overtime

Indicate how the DSR on Overtime should be calculated:

1. Hour / Day worked and DSR Payment (Current) - the system uses the number of working days and DSR taking into account the hours routine, considers the employee's deviations (this was the standard treatment of the system until the implementation of this field);
2. Fixed Day and DSR in Month - The system uses the number of working days, DSR and holidays, considering the employee's scale and the calculation definition period, without considering the deviations;
3. Fixed Day in the Month and DSR Paid - The system uses the number of working days considering the employee's scale, without considering the deviations, and the amount of DSR according to the hours routine, taking into account the employee's leave.
4. Hours / Days worked and DSR Payment + Holiday in Compensated Day - The system uses the number of working days and DSR taking into account the hours routine (including holidays in compensated day), considers the employee's departures. Adds the number of days cleared where there was a holiday to the DSR total for the month. Therefore, the employee receives one more day in the month because this has already been compensated during the week;
5. Fixed Days in the Month and DSR paid + DSR in Compensated Day - The system uses the number of working days considering the employee's scale, without considering the deviations, and the amount of DSR according to the hours routine (including compensated holidays), taking into account the employee's leave.

DSR Commissions

Indicate how the DSR should be calculated on Commissions:

1. Time / Day worked and DSR Pay (Current) - The system searches for the number of working days and DSR taking into account the hours routine, considers the employee's departure (this was the standard system treatment until the implementation of this field);
2. Day and DSR fixed in the Month - the system searches for the number of working days, DSRs and holidays considering the employee's scale and the period of the calculation definition, without considering the deviations;

3. Hours / Days worked and DSR Payment + Holiday on Compensated Day - the system searches for the number of working days and DSR taking into account the hours routine (including compensated holidays), considers the employee's departure (this was the standard system until the implementation of this field). Adds the number of days cleared where there was a holiday to the DSR total for the month. Therefore, the employee receives one more day in the month because this has already been compensated during the week;

Night Hours and End Night Hours

Inform the start and end time of the night shift, in which the hours have different treatment. Usually the night time is from 10:00 p.m. to 5:00 p.m.

Definition of situations
The Definition of Situations is an optional field in the Union information. It will be necessary to inform a situation definition if the union has an overtime and absences specific treatment, different from default that is informed in the company information.

% Adto. Salary

Indicate the percentage of calculation of salary advance, when the company practices advances, processing code 91, to its employees. This data will only cover employees who have in the Basic Card the respective union indicated and the indication of 'in the given Receives Advance.

% Fgts Deadline Determined

Enter in this item the percentage of FGTS for employment contracts for a specified period (Contract types = 7 and 13).

Type Rounding

The way how the Union makes the treatment of the number of decimal places of the hourly paid workers salary is determined in this field (Types of salaries 2, 3.4):

• Normal;
  When the rounding is indicated for N (Normal) it means that if the place that is being rounded is < 5, it does not round; If the place that is being rounded is > = 5, it rounds up (sum + 1).
• Special
  When rounding is indicated for S (Special) it means that if the place that is being rounded is not = 0, it does not round; if the place that is being rounded is > = 1, it rounds up (sum + 1)

The options for the rounding type are 15, dividing between normal and special rounding:

1. Round 2nd Decimal - Special;
2. Round 1 Decimal - Special;
3. Rounds Unit - Special;
4. Rounds Ten - Special;
5. Rounds Hundred - Special;
6. Round 3º Decimal - Special;
7. Round 4º Decimal - Special;
8. Round 2nd Decimal - Normal;
9. Round 1 Decimal - Normal;
10. Rounds Unit - Normal;
11. Rounds Ten - Normal;
12. Rounds Hundred - Normal;
13. Round 3º Decimal-Normal;
14. Rounds 4th decimal - Normal;
15. Definition of Union.
    

Decimal Places/Hourly Paid Workers/Skilled Workers

The module will always check in the worker's Union, at the time of the adjustment, adjustment and other calculations that involve salaries, how many decimal places the Union uses. If the employee does not have a union, the module will use the general definition that will be informed in the screen of marking.

Changed Right

Indicate whether there has been a change in the number of holiday entitlement days:

• N - No: There was no change in the law;
• S - Yes: There has been change, the field will be enabled Date Change on the holiday right grid in the 'Holidays' folder. With this date it is possible to change the amount of vacation entitlement days, leaving a history of the changes.

File

Enter the file path containing the union collective agreement.

Advantages Termination

Tell us how events of type "2 - Advantage" will be treated, in cases where there is overflow in the calculation of termination:

0. Do not Consume to Overflow.
   It will discount the advantage events from the rescission sheet overflow.
1. Pay Even If You Have Overflow.
   The advantage events will be considered as Net Worth payable, not deducted from the overflow.

Pay Month Ind. Dissidio

This mark allows to define how the indemnification of the month prior to the dissidence must be calculated:

Value	Description
Y	Yes, Adding the Warning Days
To	Yes, without adding the Warning Days
(C)	Considers Parameter of Cause of Dismissal
N	No

Type / Approval Type

This mark determines which information is automatically Discharge term on the termination calculation screens. When the employee's company time is shorter than the configured one or the same does not have union bond, the option "1 - Company Payment" is considered. Otherwise, the system considers option "2 - Payment with homologation".

1. Days, Enter number of days
2. Months, Enter the number of months

Pay a fine for work in the DS
R Determine payment of the fine for the employee's work in DSR.

Minimum interval between 4 and 6 hours Determine the minimum interval for travel between 4 and 6 hours. If the interval is not respected, a situation of violation of intrajornada is generated during the calculation calculation.

Minimum interval for work over 6 hours Determine the minimum interval for travel over 6 hours. If the interval is not respected, a situation of violation of intrajornada is generated during the calculation calculation.

In this screen, the necessary information should be registered for the calculations of the discounts that will be made in favor of the Union. Note that, depending on the type chosen, the characteristic of the event will be different.

Disregarded Holiday Days
Indicate how will be the evaluation of days that were not considered in the calculation of vacation receipt:

1. Consider as vacation - The days to be disregarded must be calculated normally as vacation days;
2. Calculate Evaluation in Situation Indicated: It will be reported the situation in which the day disregarded will be calculated. For this, the code of the situation to be evaluated in Calculations > Evaluation > Definitions > Situations, Leave Situation of Vacation not paid leave field, must be reported.

Calculation Averages Holidays

Months Period Vacation

Indicate the number of months that will make up the vacation period of the collaborator.

Maximum Days of Sickness and Accident Work in the Period

Indicate the maximum number of days that the employee can remain in the sickness situation and that will not entail the loss of the right to the vacation period.

Max. Days Paid Remuneration in the Period

Indicate the maximum number of days of paid leave that the employee can stay away during the purchasing period, without losing the right to the vacation period.

Holiday Law

Value	Description
Q	1/12 egg every 30 days and> 15 days at the end;
(C)	1/12 grand for each calendar month> 15 days;
M	Consider the larger of the two.

Percentage Acres (1/3) Holidays

Use this field only when the constitutional increase, provided for vacation taken, is different from the normal one that amounts to 33.34%.

Pay 1/3 Holiday Ped.Demission

Inform the system if the employee terminated by a resignation request should receive the additional 1/3 leave:

• Pay 1/3 vacation in resignation requests
• Do not pay this additional on dismissal requests

Type Proportional Holidays at Termination

Indicate the days or months and the respective amount, worked required to acquire the right of proportional vacation, in the termination of the contract for a resignation request, where the employee has less than one year of service.

Days or Months of Proportional Holidays

The collective agreements often determine a number of months worked less than the law, necessary for the acquisition of the right to proportionate vacations, in the requests of dismissal of collaborator with less than one year of service in the company. Inform it here, if the agreement does not indicate anything, report 12, which corresponds to CLT.

Holiday Down Payment on the Leaf

Indicate how holiday events will be integrated into the sheet when Advance Percentage is used in calculating the holiday receipt:

Value	Description
D	Difference Only It will take to the sheet only the event of difference of vacations and / or credit with the respective values ​​not paid in the receipt;
E	Holiday Events

It will integrate all the events participating in the open holiday receipt. The difference event will only be calculated if there is actually a difference in vacation due to a salary increase, change of averages, etc ...

Consistency Fraction Holidays

Indicate how the system should treat vacation fractionation for this union. Here is the behavior of each option:

• "1 - CLT (Article 134. Paragraph 1) ": the paragraph of Article 134 of the CLT, which determines that vacations can be enjoyed in up to three periods, one of them can not be less than fourteen calendar days and the other can not be less than five days corridos, each one.
• "2 - Conforming Fraction Period and Minimum Receipt Field": will respect the settings made in these two fields. Therefore, when selecting this option, configure these fields as required by this union.
• "3 - Does Not Apply Consistency": no consistency will be applied to the holiday fractionation for this union. When you select this option, the fields Fractions Period and Minimum Receipt are disabled.

Consistency Home Holidays

Pursuant to §3 of Article 134 of the CLT, holidays are not allowed in the two-day period prior to a holiday or weekly paid rest day (DSR).

Inform in this field if you want the system to consistency of the start date of employees' vacations, considering the determination of this legislation.

If you enter "N - No", the system will not make the start date consistencies. However, if you are informed "S - Yes":

• When calculating the employee's scheduled vacation, the holiday start date will be checked based on the time scale. The system will issue an alert if this date is two days prior to a holiday or DSR.
• When the scale type is 12 X 36, this check is made only for public holidays, disregarding the DSR.
• When the company chooses not to use scales, the system will use the schedules defined in the employees' schedule.

Fractions Period

Enter the maximum number of holiday receipts that can be generated for each employee's vacation rental period.

Minimum Receipt

Indicate the minimum amount of holiday days (enjoyment + allowance) that a vacation receipt must have.

Integration Pecuniary Allowance

Indicate how the system should integrate holiday payroll events on the payroll:

0. Proportional by Competence. It makes the proportion of holiday days in the jurisdiction to determine the events of monetary payment in the integration of the holiday receipt with the leaf. If there is a difference in credit, it will be calculated on the first and second sheets proportionally.

1. Total at the start of the holidays. The cash payment events paid on the holiday receipt are fully considered in the first integration with the sheet. If there is a difference in credit, it will be calculated only on the first sheet.

Designs Afast. Fine double

If the days of removal from the period should be considered for verification of the double fine:

Value	Description
To	Acquisitive - Projects withdrawals from the purchasing period.
(C)	Concessionaire - Projects the removals of the concessionary period.
N	Do not design - Do not design deviations.
P	Projection - Only projects leave of the concessionary period if the developer is away at the end date of the period, designing the days of removal on the date of return of this clearance.

Qty Overdue Period Fine

Indicate the number of overdue holiday periods that are considered for the calculation of the double holiday fine.

Calculation of averages calculation

Determine how the holiday averages for the last 12 months will be calculated, which will be used to calculate the differences at the time of integration of the vacation with the sheet.

Right

Indicate the number of absences that indicate the reduction of holiday entitlement days. Useful when the company practices a number of faults other than legal.
The only types of situations that are considered to discount the holiday entitlement, according to union specifications, are types 15 and 17.
When the employee is away in one of these situations, the days will be accumulated and discounted from the vacation right.

Overtime

Indicate how the system should calculate overtime averages in the calculation of vacations.

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Variable Values

Indicate how the system will calculate the averages of variable values ​​in the calculation of vacations:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Dangerous

Indicate how the system will calculate the average of Danger in the calculation of vacations:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Unhealthy

Indicate how the system should calculate the average of Unhealthiness in the calculation of vacations:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Additional 1 and 2

Indicate how the system will calculate the averages of Additional 1 and 2 in the calculation of vacations:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Rules 36, 38, 41 and 90

Indicate how the system should calculate the averages of events with rules 36, 38, 41 and 90 in the calculation of holidays:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Additional Night

Indicate how the system should calculate the average of Night Extra in the calculation of vacations:

• Yes: Use the values ​​according to the purchasing period;
• No: Based on the definitions made in the folder: Averages in the union register.

Consider Month Termination

Through this field it is possible to inform the system if the values ​​released in the termination will be considered for calculation of the Holiday Averages. This statement is only valid for calculation of averages per acquisition period.

It allows the indication of various forms of calculation of overtime averages, variables, additional 1 and 2, nocturnal addition, insalubrity, dangerousness and rules 36, 38, 41 and 90 in the calculation of leave, 13th salary and severance indemnities. For each of these it is possible to give a differential treatment in the calculation of the means.

In the field Source, by choosing the item "8 - Variable Maternity Values", it is possible to define whether these variable values ​​will be corrected or not. With this, the other fields assume the default value in the calculation of the averages. When this field is not set, the default for correction is "N - No".

Symbols of the Union

Enter the abbreviation for this union.

CNPJ Union number

Enter the number of the CNPJ of this trade union entity.

Code of Ethics

Enter the code of the union.

Additional Fine Charge

This data allows the company to choose whether or not to pay the additional fine.

• Yes, to fill in the amount of the fine due, when the tax is collected after the due date.

• It will not be calculated with the surcharge.

Collect interest on arrears

Please indicate to the module the method for calculating default interest:

• Yes, 1% of interest will be calculated per month or fraction, starting from the first month after the month of maturity.
• No, interest will not be calculated.

Correct Interest / Fine

Indicate how fines and interest are calculated:

• Yes, the fine and interest will be calculated based on the value of the corrected contribution.
• The fine and interest will be calculated based on the original value of the contribution.

Currency Correction Index

Enter the index code that will be used to correct the GRCS. To not correct leave this data with zeros.

Contribution Base Index

Represents an index table that should contain the MVR (Highest Reference Value) or any other value used to form the Capital Stock ranges. From this module you will calculate the amount to be collected. It will also serve as a basis for calculating the contribution of freelancers and professionals. 10:00 a.m. to 5:00 p.m.

Alphanumeric Entity Code

Code used by the union, printed / generated on GRCS models and others that need union information.

The Trade Union Code has the format XXX.YYY.ZZZ.SSSSS-S, where:

• XXX: indicates the Central Sindical, valid only for labor, in the employer case will be format by zeros or blank;
• YYY: indicates the Confederation number;
• ZZZ: indicates the Federation number;
• SSSSS-S: indicates the number of the Union.

Therefore, the correct formatting of this field is guided by the format presented, since in the issuance of report template 08 - GRCSU - Administrative Rule 521/2016 - Bar Code (FPGR008), available in Taxes> Trade Union> List, if filling incorrectly will interfere with the composition of the barcode. In this way, the correct completion must be done in order for the Caixa to know for which union entity and percentage will be made the transfer.

For employers who collect GRCS on the share capital, the Personnel Administration will use the index registered in the index table and indicated in the union register. This index corresponds to the MVR (Higher Reference Value) that is usually provided by the Union of Class. From this value is set the following table with the respective bands:

1. Capital up to 75 times the MVR
2. From 76 to 150 times the MVR - 0.8% of the capital
3. From 151 to 1,500 times the MVR - 0.2% of the capital
4. From 1,501 to 150,000 times the MVR - 0.1% of the capital
5. From 150,001 to 800,000 times the MVR - 0.02% of the capital
6. Over 800,000 times the MVR

For each band except the first and second, there is a portion to be added on the result of the aliquot, then we have:

1. Minimum contribution of 60% of MVR
2. There is no parcel to add
3. Corresponds to 90% of MVR
4. Corresponds to 240% of MVR
5. Corresponds to 12,240% of the MVR
6. Maximum Contribution of 28.240% of MVR

From this option, it is possible to configure absence situations that generate Stability per Union code. In this way, a single code of situation can have differentiated types of stability for each Union.

Generate Stability
Indicate if a stability record must be generated when the worker is absent due to this situation.

Click on h
ere for more information about Stability registration.

Legal aspect: night shift

Increase of 20% for urban workers, in addition to the reduction of nightly hour from 60 minutes to 52.30 minutes. It is considered as nocturnal, the work performed among the 22 hours of a day and 5 hours of the next day. It applies the index 1.142857 on the number of nightly hours to do the conversion to 52,30 hours.

Night Shift -
Rural worker - Law 5889 from 6/8/1973 (DOU 6/11/73):

Night Extension for Overtime
Inform if the daytime overtime, following a period of work or nightly overtime, must also be generated as nightly.

Night Extension for Work
Inform if the daytime hours, following a period of work or nightly work, must also be generated as nightly.

Minimum in Nightly for Extension
Defines the minimum quantity of working hours and nightly overtime that must exist for that the extension of nightly hours be made. If the quantity of hours is greater than or equal to the value reported here, the extension will be made.

Overtime at the Beginning of Workday
Define if the overtime performed before the beginning of the workday must be considered for the checking of the minimum quantity of nightly hours for extension.

Rest to Interrupt Night Extension
Inform the minimum quantity of break hours that must be considered as rest between one workday and another, and that, annul the extension of nightly hours. If the quantity of break hours carried out by the worker is equal to or greater than the value informed here, working hours or overtime performed after this break will not be extended, because the system will consider that these hours do not belong to the workday where it was achieved the minimum quantity of nightly hours for extension.

Some parametrizations are necessary before calculating the 13th advanced and full salary.
You must indicate to the system whether the advance will be made in a special calculation or next to the monthly sheet; inform the percentage to be paid in the advance, set on the calculation of the averages, etc. All such markings can be made from this option:

Calculation Averages 13th Salary

Type Adto 13th Salary (U, D)

The data will determine if, when there is a value of 1st installment already advanced during the year, the module should complement the difference or not, in the current processing of the 1st installment of the 13th.

Value	Description
U	Single installment (will not clear differences)
D	Several plots calculating differences.

Month Adto 13th Salary

Indicate in which month the company will make the payment of the 13th salary advance.

If you inform the month from 1 to 11, the advance of the 13th salary will be made next to the monthly sheet of the indicated month.
If 99 is indicated, the user will perform a special processing of code 31, in any month of the year, to advance the first installment of the 13th salary.

% Adto 13th Salary

Enter the percentage corresponding to the advance 13th salary of the first installment.

Adm. Year 13 Through Month 12

This data allows the company to count the legal entitlements, to the admitted of the year, considering the months until December and not only until the month of payment of the 1st installment.

• Yes: Consider until December
• No: Consider until the month of payment 13th salary

Averages 13º limit to the year

Determine whether the average salary averages are to be backed up to the previous year, or whether to use only the values ​​of the current year.

• Yes, it averages the months of the current year
• No, make the averages back to the previous year

Right Avo February

Indicate to the system how the calculation of the right of the 13th year's salary should be treated. February salary:

• 1 - It will pay the grandfather if the employee has acquired 14 days worked in the February competence
• 2 - It will pay the grandfather only if the employee has acquired15 days worked in the February competence

Average 13th Full Salary

Indicate how the averages should be calculated in the calculation type 32 - 13th full salary:

1. Highest Average. Calculates the averages by considering values ​​of the current month (calculation competence 32) backwards and backwards and pays the highest average.
2. Current month. Calculate the means by considering only the values ​​of the current month (computation competence 32) backwards.

Avos Adto. 13th Salary Adm. Year

This field is enabled only when the field Adm. Year 13o Salary to Month 12 is set to No. Define which date is used as the parameter for the calculation of the advanced averages:

1. Until Payment Date
2. Until Last Payment Day

Clearance Adto. Christmas Bonus

Define if in the calculation of the 13th Salary Advance for employees that are not working, the system should consider:

1. Projects the date of payment until the end of the year
2. Considers departures until the end of the year

Define in this folder how the system will calculate the prior notice rescinded and indemnified in terminations.

Change Date

Enter the date from which the differentiated early warning definition grid should be valid. Thus, for each union, it is possible to have multiple notice records, and each notice record may have several separate notice records.

Days Indemnified Notice

Indicate the maximum number of days of indemnified notice that can be paid to the employee upon resignation.

Disclaimer Days

Indicate the maximum number of days of unannounced notice that can be charged to the employee in the resignation request.

Addition of days indemnified per year

Indicate the number of days that must be added for each year worked on the indemnified notice.

Increase of days revalued per year

Indicate the number of days that must be added to each year worked in the notice given.

Start of accrual count

Indicate when to start counting the years of addition:

1. Date of admission: The start date of the count is that of admission.
2. Next year admission: The start date of the count is the year following the date of admission.

Append count method

Indicate how the count of the years of addition should be:

1. Full Year: The full years of counting work are considered.
2. Factorial of 6 months: The fraction of 6 months of service is considered as complete year.

Count Notice Days

Indicate how the warning days should be considered:

1. Design for counting of entitlement: In addition to the days of notice to the date of dismissal to count the entitlement to the addition.
2. No Project: Not used, the date of dismissal is the end date.

Counting Addition Days

Indicate how the days of addition should be considered:

1. Consider in the calculation: The calculation of the days of notice indemnified happens to be done in two stages. The first one calculates the amount of days of increase that the employee has, based on the date of admission until the final date of the notice. In the second step, this number of days of increase is added to the final date of the warning, and the indemnified days are calculated again.
2. Do not consider: Do not use, the date of dismissal is the end date.

Add Notice

Inform if the system should generate benefits to be paid on vacations and 13th salary, according to the projection of the days of notice reavido charged by the company in the requests of dismissal:

• Yes: Generate more 1/12 avos in severance payments (holidays and 13th salary)
• No: do not generate eggs resulting from a warning.

Use of Differentiated Notice

State how the differentiated warning should be calculated:

1. Consider and add days per year: add the number of days differentiated plus the days calculated by the new rule of Notice (Law nº 12.506, of October 11, 2011).
2. It considers the differentiated only if it is superior: it makes the two counts and consider which to result greater quantity of days for days of notice for calculation of the termination.
3. Always consider the differentiated: only the calculation of the days calculated in the routine of differentiated days is used.
4. Not applicable: does not apply differentiated days, only the calculation referring to the new law.
5. It considers and adds days a year limited to 90 days: it has the same behavior as option "1", except that option "5" limits the calculation to the total of 90 days indemnified.

Age

Inform if the Union determines differentiated indemnity notice according to the age of the employee. If this is the case, the Differentiated grid should be informed of this data.

Weather Service

Inform if the Union determines severance notice differentiated by Time of Service. If positive, these values must be informed in the Differentiated grid.

How to disregard days of remoteness

Through this field it is possible to define how invalid departures (registered in the Situations Exceptions grid) should be treated to count the length of service:

1. Do not disregard: When this option is used, no departure is disregarded for the calculation of days of indemnification.
2. Calculates per year: When this option is used, the calculation is done annually, limiting the count from the date of admission. In this way, days apart within this period are added. These days are taken from the number of days in the period, if the field Append count method is defined as "Full Year" and there are departures, the year is disregarded. If the field Append count method is defined as "Factorial of 6 months" and the days balance is more than 6 months, the month considered.
3. Calculates by total of days: When this option is used, all days of leave with the configured situations are summed and this total is discounted from the total days away from the total days worked and this balance is verified to how old these days correspond. The indemnity days are calculated over those years.

Differential Grid

This option should be parameterized only when marked 'S' in the fields Age and / or Weather Service. The following fields may be available:

• Days Indemnified Notice: inform how many days of indemnified notice are due to the employee who falls within the exception;
• Age: this field works in conjunction with the field Years. Indicate if the employee should have a smaller number, equal to or greater than that reported in the field Years;
• Years: state how many years the employee must have to receive the differentiated advance notice;
• Condition: when informed 'E' the two conditions must be true for the employee to receive the differential notice, and in the 'OR' option only one of the conditions must be valid to have the right;
• Time: this field works in conjunction with the field Months. Indicate if the worker must have a number lesser, equal or greater than the informed in the Months Worked field;
• Months: state how many months the employee must have worked to be entitled to differentiated advance notice.

Grid Situations Exceptions

In this grid it is possible to register the situations to which the field definition How to disregard days of remoteness applies.

The information in this guide determines how the Discharge Statement will be dealt with on the termination screens, indicating if it is not applicable, whether it will be done with payment in the company or payment with homologation.

This is defined in accordance with the current record in this guide on the date of dismissal.

Change Date

Set the initial validity date of the change for approval.

Type

Inform if this term will contemplate the time of the Discharge Statement in days, months or if it does not apply.

Quantity Days / Months

Set the number of days or months (as determined by field Type) for approval. When the Type for "3 - Not applicable", this field is disabled.

Payment Date

Please state how the termination payment date will be defined. Choose the option "1 - According to Law 13.467" so that the payment term is ten days, regardless of the termination modality, as determined by the Labor Reform. The option "2 - Prior to Reform" should be used when the union has a Collective Labor Agreement that reinforces the previous form of payment, that is, on the first working day for notice worked and termination of contract.