This video records an assembly meeting on May 7, 2025, to discuss the 2025-2026 collective agreement for Celepar employees. The meeting focuses on the company's revised proposal, addressing key points such as food allowance, employee committees, and a voluntary layoff program (PDV). A significant portion of the discussion centers on the implications of potential privatization and employment guarantees.
The legal implications of the employment guarantee clause are extensively discussed. The clause is deemed unilateral, lacking legal basis in either state or general legislation regarding the privatization process. There's no clear legal precedent requiring a company to negotiate such a workforce guarantee during privatization, nor is there a defined period for employment stability. The law only mandates guarantees for service continuity for potential investors. The clause's enforceability depends on its inclusion in the privatization process documentation. If included, the future employer would be bound by it; however, its validity is contingent on the terms of the eventual privatization agreement. Additionally, the guarantee applies only to those employed at the time of privatization, not future hires. The discussion also highlights that benefits are tied to the collective agreement (valid for two years), separate from the five-year employment guarantee. A legal challenge would hinge on demonstrating discrimination in dismissals, rather than challenging the percentage-based guarantee itself, which is not inherently illegal though it may be considered unjust.
