Impactos da Reforma Trabalhista de 2017 na Remuneração de Trabalhadores Terceirizados da Universidade Federal de Uberlândia

Abstract

Law 13,467 of July 13, 2017, better known as the Labor Reform Law, brought important changes to labor legislation, making the hiring of labor and the relationship between employee and employer more flexible. One of the highlights of this law is the change in terms of union pay by participants in the professional category, making it possible for them to decide on the contribution that was previously mandatory, which resulted in a strong increase in unions. Parallel to this movement to change labor legislation, a drop in the number of employees hired by outsourced service providers is observed in Federal Education Institutions (IFES) through the dedication of exclusive labor. At this point, it should be noted that the rights paid in these contracts are linked to collective labor agreements signed by the unions of the respective classes. Based on these problems, this research aimed to verify or refute the direct relationship of the aforementioned reform with the reduction of salaries of outsourced contract workers at the Federal University of Uberlândia as a result of the weakening of unions. With a qualitative approach, the research was carried out through document review, semi­structured interviews with groups involved in defining the salary of outsourced employees and numerical analysis around rates, price variation indexes and conventions used in contracts at the Federal University of Uberlândia. The results show that, after the reform, there was a reception in the configurations promoted in the conventions, but with a low percentage impact. A category within the outsourced services of the UFU that showed prominence in the attrition of the wages of its employees is also identified. Finally, this research also sought to identify the fairest index for updating outsourced employees in the absence of updating the CCT that binds them. It was evident that, due to several reasons detailed throughout the work, the salary adjustment should always consider the index that represents the greatest range over the analyzed period, except in extreme cases where the adjustment curve is far outside the average.