yankeeindia.net http://www.yankeeindia.net My WordPress Blog Sat, 16 Mar 2019 14:37:06 +0000 en-US hourly 1 https://wordpress.org/?v=5.1.1 Previous Notice: What It Is, Types, How It Works, Duration, and Rules http://www.yankeeindia.net/2019/03/16/previous-notice-what-it-is-types-how-it-works-duration-and-rules/ http://www.yankeeindia.net/2019/03/16/previous-notice-what-it-is-types-how-it-works-duration-and-rules/#respond Sat, 16 Mar 2019 14:37:06 +0000 http://www.yankeeindia.net/2019/03/16/previous-notice-what-it-is-types-how-it-works-duration-and-rules/

 

 

Getting out of a job, whether for having resigned or being fired is a common situation at some point in most people’s lives. Being a dismissal or a request for voluntary dismissal by the employee, in both cases the so-called prior notice must be fulfilled . This is a right guaranteed for both sides, but it requires compliance with rules.

For those who do not yet know what they mean, early warning refers to the early notification of termination of employment relationships by one party (contractor or contractor). In the case of a request for resignation, the official is responsible for this communication, while the company is responsible for communicating in case of dismissal without just cause.

The notice is regulated and has its guidelines described in the Consolidation of Labor Laws (CLT). In addition, it is in this document that all the labor obligations of both parties are governed, that the types of prior notice exist and which are applied for each case. Following strictly such determinations guarantees to the employee the receipt of the termination due properly, while for the company is the guarantee of compliance with the legislation.

What does early warning mean?

In short, notice is the amount of time an employee must serve after his or her dismissal (whether voluntary or not). This period is equivalent to a minimum of 30 days, and the employee will be paid for the days worked normally at the end of this period.

It is important to note that prior notice is valid only for dismissals without cause and for dismissal requests by the employee. In cases of fixed-term employment contracts, this condition is not allowed, since there is a date already determined for the end of the activities.

However, it is worth looking at whether the contract has the clause “assecurator of the reciprocal right of early termination” – which means that notice will be required . In addition, dismissals for just cause also do not guarantee this right for the employee and does not oblige the company to apply it.

Origin of notice

The notice in Brazil began to be used from 1850 through the Commercial Code, and was later incorporated into the Civil Code in 1916. As early as 1923, its definition appeared in Decree 16,107, more specifically in Article 22.

Such determination had only reached Labor Law in the year 1935 , generating a great deal of turmoil and determining different rules from the current ones. One was that only the employee had the prior obligation to warn him to leave, providing punishment if he did not do so.

As for the definition of prior notice with the regulations that we know today, it was only in 1943, through the edition of the Consolidation of Labor Laws, which was amended by Law no. 12,506 / 2011, popularly known as the Early Warning Act.

Legal nature of prior notice

As regards its legal nature, prior notice is staggered in a threefold nature : to notify the other party to the contract of employment that there is no further interest on the part of the communicant in the continuation of the agreement; requirement of communication within a minimum period; and requirement of the employee to work on the notice period, be it granted by the employer or by the employee himself.

How does the Prior Notice work in 2019? Main features

Following the amendment of the text in 2011, some changes were implemented and directly affected dismissed employees without just cause. Prior to editing, the employee was entitled to receive one month’s notice. Afterwards, it became law of dismissed without just cause the receipt of another 3 days notice for each year worked in the company. The same can be fulfilled worked or indemnified.

As for the need to work on those extra days, there is still no clear determination in the law. The best thing to do is talk to your manager or the Human Resources (HR) department so that you can decide the best way to do it. Be sure to have this conversation, as the failure on a day’s notice interferes with the value of your termination.

As for the fine that has always been charged in case of non-compliance with the notice by the employee, its value was not changed by the edition. Most businesses continue to charge a full pay penalty if you quit and fail to comply with the notice.

Types of advance notice

Before you know what procedures to take in cases of company termination, you need to understand what types of notice exist, which vary according to the type of dismissal that has occurred.

Regulated by the current Law are two: prior notice worked and indemnified prior notice. The notice given at home is a modality not provided for by law, but carried out by many companies. Among the main practical differences between these types are the value to be received and the need to work in this period.

Previous notice worked

This type of notice is given when the company sent the employee away without cause, requiring that the employee work within the specified time of notice. The company may require work of 30 days or up to 90 days depending on the function and time of the employee’s home.

For compliance, there are two possibilities for the worker: to work two hours less per day or to stop working seven days at the end of the notice. It is up to him and the manager to decide how best to do this.

This type of notice also fits in cases where the employee has resigned voluntarily. Thus, the same will receive the salary of the days that were worked on the notice as soon as the term is fulfilled, in addition to the amount proportional to the vacation and the 13th salary. All of these amounts are paid upon termination, on the first business day after the termination of the employment contract.

Until such payment occurs, you can opt for an online loan . Access and make your query.

It is worth noting that the non-compliance of any day of this period will result in a discount of the amount in the amount of termination to be received. The termination shall be released on the first business day after the end of the employment contract (equivalent to the last day of the prior notice).

Journey Reduction Rules In Prior Notice Worked

In certain cases, it is possible to request from the company the reduction of the workday worked on the previous notice. To understand when this reduction applies, let’s look at how the schedules work in the Early Warning Act.

In the event that the employee has resigned, he or she must complete the workday throughout the prior notice. This is because the law and the company understand that the employee has already relocated to the job market, not having to use that time to look for a job, for example.

Working Two Hours Less Per Day

Already when the employer took the initiative to dismiss the employee without just cause, the worker can have his work reduced by 2 hours daily.

Do not Work For Seven Days Racing

It may also be missing 7 calendar days at the end of the notice (counted weekends and holidays), as already mentioned above.

Other Rules of Prior Notice Worked

This reduction is regulated in the CLT, whereby the employee is given the free will to opt for one of the two possibilities of reducing working hours during the 30 days. It is important to emphasize that these days and these hours not worked are of the worker’s right, not being discounted any value in its termination.

However, those who choose to miss the 7 consecutive days must comply with the expulsion directly and not alternately. In order for these seven days to be taken on alternate days an agreement will be required between you and the employer.

Indemnified advance notice

The company that dismisses an employee without just cause may choose not to comply with prior notice by the employee. Such decision may be related to the contracting already done of another employee for this position or the closure of the sector, for example.

However, it will be obliged to indemnify you, that is, to pay you for the 30 days that should be served, even if they are not worked. Payment of termination must be made within 10 calendar days after the date of termination.

How to Calculate the Indemnity Amount?

As for the calculation of the indemnified advance notice, this is the sum of the employee’s full salary plus the average of the salary installments that have changed in the last 12 months. In short, the basis of the calculation is the last salary received by the employee.

In this calculation should be included the gratuities for additional nocturnal, insalubrity, dangerousness, among others. In addition to these, the 13th salary, FGTS and proportional vacations are also due in case of dismissal without just cause, in addition to the fine of 40% of the FGTS due to dismissal under these conditions.

Proportional Prior Notice – Table Indemnified Prior Notice

As mentioned earlier, notice following the change made in the Law in 2011 is now proportional to the time worked by the employee in the company. In this way, employees dismissed without just cause were entitled to an increase of three days in the notice period, per year of service provided in the same company.

The proportionate notice period starts from the end of a year of employment contract and continues until the limit of 20 years of work. So, in practice, the table looks like this:

Previous notice kept at home

Not regulated by law, but applied by some companies as a form of agreement, this type of notice is characterized by compliance with the 30 days notice without prior work. The employee stays home and will usually receive 30 days’ notice as if he had worked.

Among the reasons that lead the company to sign this agreement, which in some ways is illegal, is the largest period for the payment of termination of the employee, avoiding that the notice falls within the prior notice indemnified, which must be paid in 10 days after the date of dismissal. For the worker, this condition is also favorable, since it is a time for him to start looking for another job or to rest, as he thinks fit.

Who chooses the type of notice?

Nowadays, after the Law is passed, it is the employee who decides how to comply with the prior notice to the employer, that is, how he will pay for this period due to work. Thus, such a decision may be through a discount on termination or working the 30 days notice. The employer who does not want the employee to work must release him from the previous notice, being also the employee’s right to use this imposition if he prefers.

It is worth noting that, in compliance with current legislation, the agreements are the responsibility of the employee and employer, and new forms may be negotiated to comply with such determinations.

When is the Prior Notice not applicable?

When is the Prior Notice not applicable?

There is no prior notice when the employee is fired for cause. He can not continue working in the company and is not entitled to receive termination. In addition, you can not withdraw the money you have in the FGTS , nor receive the unemployment insurance.

Reasons For Resignation For Just Cause

Reasons For Resignation For Just Cause

Among the motivations that lead to a dismissal for just cause are:

  • Improbity
  • Incontinence or poor procedure
  • Usual negotiation
  • Criminal conviction
  • Drunkenness
  • Desiderata
  • Company secret breach
  • Indiscipline or Insubordination
  • Abandonment of employment
  • Physical aggressions
  • Moral Offense Against Employer
  • Moral offense against colleagues
  • Acts against national security
  • In-company gambling

Within these motivations, the employer must also evaluate the proportionality that led to these acts, as is the case of gravity, also taking into account the background of the employee inside and outside the company. In addition, it is provided that the penalties of just cause must be equivalent to the error committed. Learn more about what causes a Dismissal for just cause .

Depending on the case that motivated the dismissal for just cause and a negotiation between employer and employee, some receive termination, which must fall after 10 calendar days from the day of dismissal.

Duration and Time – Sum of the Early Warning Time

Since October 2011, Law No. 12,506 / 11 amended the rules for calculating the notice period. In practice, nothing has changed for workers who remain in the company for up to 1 year. They are still worth the 30 days.

The novelty is for those who have ties with the company, which exceeds 12 months. With the new Law, in this case, must be added 03 days a year worked.

Reconsideration of the Notice

Reconsideration of the Notice

During the notice period, the applicant may be reconsidered, either the employee or the employer. That is, the withdrawal in relation to the termination and termination of labor contract. In this way, art. 489 of CLT determines that:

“Upon notice, termination shall become effective upon the expiration of the respective time limit, but if the notifying party reconsiders the act before its expiration, the other party shall be entitled to accept the reconsideration.”

Thus, it is understood that in the case of withdrawal, the other party has the flexibility to accept it or not within the 30 days notice period, regardless of whether it is done by the employer or the employee. If the withdrawal is accepted, the contract already in force remains in accordance with article 489, sole paragraph, of the CLT.

Do I Need to Fulfill the Advance Notice?

For those who do not comply with the 30 days notice (when it is mandatory to work them), whether by resignation or resignation, the company is in its full right to charge a fine of one month’s salary, which will be discounted of the termination payment.

Thus, contrary to what the company must do in the indemnified advance notice, in which it is obliged to indemnify the employee for failure to comply with the notice, in this case the employee must indemnify the company for not complying with such legal determination. When the company chooses not to comply with the prior notice, this charge is undue.

Trainees Must Follow Prior Notice?

Prior notice does not apply to trainees , as they do not actually create an employment relationship (provided for in CLT) with the company. Therefore, they have no right to prior notice , 13th salary, unemployment insurance, termination, among others.

Prior Notice and Provisional Stability

The most common provisional stabilities are of the pregnant woman and the injured employee. The discussion took place from the moment the notice was given, the contract of employment passed to the modality of determined time, which was incompatible with the provisional stability institute.

Thus, Article 391-A in the CLT extended the guarantee of employment for the maid who becomes pregnant during the course of the prior notice worked and even in the projection of the warning, being this stability up to 5 months after delivery. The same principle applies to the employee who is injured or who has an occupational disease in the period.

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Personal Loans: what they are and how they work http://www.yankeeindia.net/2019/02/17/personal-loans-what-they-are-and-how-they-work/ http://www.yankeeindia.net/2019/02/17/personal-loans-what-they-are-and-how-they-work/#respond Sun, 17 Feb 2019 14:07:38 +0000 http://www.yankeeindia.net/2019/02/17/personal-loans-what-they-are-and-how-they-work/

Loans

In an ever-changing economy, with changes often very sudden, the possibility of accessing immediate liquidity at an affordable cost can be a solution to cope with the various needs of life. Not only can access to credit be useful for different purposes, from buying a car or an appliance, to consolidating debts, or making an investment, but also to have a cash supply to meet the needs of everyday life. Personal loans in the last few years are a simple and fast way to access a sum of money. The offers of banks and financial institutions are many. Added to this is also a very wide range of online proposals. But what are personal loans? How does the request work? Below we will analyze their characteristics so as to be able to evaluate in the best way what the loans are.

What is a personal loan: its characteristics

A personal loan is considered a type of loan that falls within the so-called consumer loans and is carried out by a bank or a financial company directly to the individual subject without a specific finalization. For this reason, non-finalized loans are also defined. Specifically, it is a grant of an amount of money that must be repaid after a period of time by the debtor according to an amortization plan specified at the time of subscription. The debtor may use the sum granted for his own purposes and without having to justify any use of the money.

Accessing a personal loan is a fairly simple thing. The offers present are so many, but the possibility of seeing the loan effectively recognized is quite different. It is necessary to consider a series of elements in order to obtain it and to make the most advantageous loan:

Loan to Employees

– documentation and guarantees: personal loans are loans for all purposes . As such, a series of vestments required to demonstrate to the bank or financial institution their income capacity is required. At the time of applying for the loan, you will then be asked to submit documentation certifying your ability to fulfill the payment of installments. There is no major problem in receiving a loan for payroll or pension holders. In the event that you do not have a permanent employment contract, as self-employed you will need to submit your last tax return. It is important to consider that the application may also affect the existence of another loan, such as the assignment of the fifth of the salary, or missed payments in the past of installments of another loan. Before asking for an early staff it is essential to regularize their positions; 

– amount: the sum of money that will be established is calculated based on the guarantees presented. If you are a holder of a pension or a permanent salary, a maximum amount will be calculated to be obtained on the basis of the installments that can be borne by the debtor. The installment can never exceed the value of one fifth of the salary or pension. You can receive personal loans ranging from € 1000 up to € 80,000; 

– installments: the repayment of the loaned capital takes place on the basis of a number of installments which is established on the basis of the amount requested. It starts normally from 12 months to a maximum of 10 years; 

– finalization : there is no precise reason for the loan application, as in the case of a loan for the purchase of an apartment; 

– interest rates : compared to other types of financing, personal loans have a slightly higher interest rate, with a higher loan cost compared to other types. The motivation is the fact that they are aimed at a purchase of an unspecified asset; 

– issue: a big advantage of personal loans is to have very short emission times . Once the documentation from a financial institution has been ascertained and verified, it will be sufficient from 24 to 48 hours to receive the requested sum on your account.

How a personal loan works: what are the ways to receive it

Loans Rate

The request for a personal loan can be made at any time by a financial institution or a credit institution. It can be very useful to compare the different types of offers that will be made in order to subscribe to the most convenient financing. Comparing rates such as the TAN and the APR can be very beneficial in order to take out a better loan. Once the bank or the financial institution with which to make the loan has been decided, it will be necessary to go to the reference desk with the required documentation. Today it is also possible to make the process faster thanks to online platforms.

There are some finance that allow you to make the request directly on the web by sending the required documentation and then only signing up at the office. In any case, you will be asked for, a document of identification, tax code, any pay or retirement statute or tax return.

In recent years, thanks to the presence of a greater number of financials, the time required for issuing a financial loan has been greatly reduced. For this reason, once the documents have been verified from the moment of the request, it will be possible to receive the amount within a maximum of one week . The return will take place through the agreed installment plan. Some loans also provide the possibility to be customized with regard to the payment of installments. For example, it will be possible to skip one or more installments with a prior request , or to change their number within the loan period. Before signing it is important to consider every aspect concerning the return method in order to be sure and certain of the commitment that has been decided to face. In fact, in some loans it will be possible to extinguish it even in an anticipated manner, while in others it is necessary to pay a minimum amount of installments after which it will be possible to close the debt without any penalty.

fideiussioni

 

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How the Working Time Guarantee Fund Works http://www.yankeeindia.net/2019/01/23/how-the-working-time-guarantee-fund-works/ http://www.yankeeindia.net/2019/01/23/how-the-working-time-guarantee-fund-works/#respond Wed, 23 Jan 2019 15:49:22 +0000 http://www.yankeeindia.net/2019/01/23/how-the-working-time-guarantee-fund-works/

 

Some measures of worker protection are so essential that they are part of labor contracts by CLT (Consolidation of Labor Laws). This is the case of the FGTS (Working Time Guarantee Fund) .

The FGTS monthly payment corresponds to 8% of the gross salary as explained in our article ” Calculation of Net Salary ” and is deposited in an account with Caixa Econômica Federal. Keep reading to get all your doubts about how the FGTS works .

What is and what does mean?

The acronym, as mentioned above, means the Working Time Guarantee Fund and is a reserve of money belonging solely to the employee , designed to guarantee savings in cases of dismissal without just cause.

The Federal Constitution guarantees the FGTS as a right, so the value is not deducted from the salary but collected , since it is an obligation of the employer. All deposits, referring to all labor contracts, can be withdrawn by the worker in some cases that we will see later.

Who is entitled?

Every worker whose employment contract is governed by the CLT (Consolidation of Labor Laws) has the FGTS as a right. These are:

  • Employees of private companies;
  • Rural workers;
  • Temporary workers;
  • Individual workers;
  • Safreiros (temporary rural workers – work only at harvest time);
  • Professional athletes;
  • Non-employee director (at the discretion of the employer);
  • Domestic employee (at the discretion of the employer).

Who deposits the Time of Service Guarantee Fund?

Who deposits the Time of Service Guarantee Fund?

The employer, ie the contractor is responsible for filing the FGTS in the employee’s account.

What is the deposit amount?

The amount deposited corresponds to 8% of the worker’s salary , regardless of the total value of his monthly income and is collected from the gross salary. There is an exception in the case of a contract executed under Law 11,180 / 2005 (Learning Contract), making the payment to be 2%, and in case of domestic employee, increasing to 11.2%. In the latter case, 8% refers to the monthly deposit and 3.2% is an advance of the termination payment.

Remembering that the deposit must be made until the 7th day of each month (subsequent to the one worked). If deposited after the date (after expiration) must be added interest and monetary correction.

When can I use?

Now that you know what the FGTS is, you should be asking yourself when it is possible to make a withdrawal of the amount you have saved. There are some rules and you need to be able to withdraw money. See in which situations:

  • Dismissal without just cause;
  • At the end of the temporary employment contract;
  • Retirement;
  • Age equal or superior to 70 years;
  • Closing of the activities of the contracting company;
  • Absence of deposits for three years. The withdrawal is allowed as of the anniversary month of the account holder;
  • Worker outside the CLT regime for three years;
  • Property financing;
  • Natural disasters that have harmed the worker;
  • HIV carrier, malignant neoplasm or terminal illness (worker or dependent).

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How does the payment of the Guarantee Fund work?

It will depend on the condition in which the worker is able to withdraw the value of his account from the guarantee fund. In general it will be necessary to present an identification document with photo, Work Portfolio and PIS / PASEP number, in addition to specific documents.

The verification of the documentation has a period of 15 days and, if released, the worker will receive the money directly into his bank account.

How to consult the balance?

The payment is made monthly by the employer and the employee can consult this value whenever he wishes . The CPF can help in monitoring the balance of the FGTS, which is why through the number it is possible to consult the PIS (Social Integration Program), necessary to access the FGTS information.

In the upper right corner are the user data: name, CPF and NIT / PIS. With the PIS obtained with the help of the CPF, the CAIXA website can be accessed to consult the balance and statement of the FGTS. Another option, now with the PIS number in hand, is to access through the free FGTS application for your cell phone.

The application is a facility to have the extract always at hand. If you prefer or do not have access to a smartphone, there is the option to register the SMS (message via cell phone), an issue that we have explored in an article about receiving the balance of FGTS by cell phone. By SMS it is possible to receive in addition to the balance of the FGTS and movements in the account, the notice of release of service.

As an option, there is still the receipt by letter. The delivery is bimonthly and it is necessary to register at a CAIXA branch office or by calling 0800 726 01 01.

How to get?

The employee may withdraw the guarantee fund at any branch of the Federal Savings Bank. As stated in “When can I use FGTS?” Both the documents and the rules will vary depending on the reason for requesting the withdrawal.

In case of termination of employment contract, the employer must inform CAIXA. If you are able to receive, in only 5 working days the employee will be able to make the withdrawal.

The withdrawal can be made in two ways , depending on the amount:

  • Up to R $ 1,500.00: it is done at the ATM, using the password of the Citizen’s Card, lotéricas or stores with the “Caixa Aqui” brand, with an official document with photo, Citizen’s Card and respective password.
  • Between R $ 1,500.00 and R $ 3,000.00: follow the same rule above.
  • Starting at R $ 3,000.00: cash at ATMs located within the Caixa Econômica Federal branches, carrying an official document with a photo.

Withdrawal from the Guarantee Fund abroad – How does it work?

The worker residing outside the country can make the withdrawal with the help of the consulates of Brazil qualified and must, necessarily, follow one of the conditions mentioned below:

  • Termination without just cause by the employer;
  • Completion of the fixed-term contract;
  • Retirement;
  • Three uninterrupted years outside the CLT regime (hence the FGTS);

The amount will be deposited in up to 15 days in a bank account located in a bank in Brazil. If there is no account of the holder, it will be possible to indicate another person that is the trust of the applicant. See the list of documents required by reason on the CAIXA website.

What is the income?

The current yield of the guarantee fund is 3% interest per year + TR (Referential Rate).

Explaining better: according to Law no. 8,036, dated 05/11/1990, the employee receives monthly monetary adjustments (which vary according to inflation) according to the deposits made. This correction occurs every 10 days of the month following the deposit and is based on interest capitalization of 3% per year (pa).

What are the inactive accounts of the Guarantee Fund?

What are the inactive accounts of the Guarantee Fund?

With each contract concluded, the employee begins to receive his FGTS in a certain account of the CAIXA. The sum of all accounts is the result of the total available guarantee fund for withdrawal.

When an account is terminated by termination of a contract, it is considered inactive as it no longer receives the amounts deposited monthly even though it continues to yield interest and monetary corrections.

How is the account inactive?

As noted in the previous item, an FGTS account becomes inactive when it fails to receive the monthly amounts that are collected by the employer from the gross salary of the worker.

Who can withdraw the Guarantee Fund from inactive accounts?

Law 13466/17 permitted the drawing of inactive accounts within certain rules during the period from July 10 to 31, 2017. The employee whose contract had been terminated until December 31, 2015 was eligible to withdraw.

However, the deadline for requesting the withdrawal of inactive accounts is gone . Some specific cases may request until December 31, 2018:

  • The worker who during the withdrawal period was proven to be ill with an impediment disease;
  • The worker who was evidently serving a penalty during the period of service.

Documents needed to remove inactive FGTS

In the case of patients who were disabled to remove the FGTS from inactive accounts in 2017, it was necessary to present a medical report proving their absence, along with the documents presented in the item “How to withdraw the FGTS?”.

People who were detained at the time should present a certificate issued by the prison unit, Criminal Court or Criminal Enforcement, or by the judge who ordered the detention. In this case they should also bring the documents presented in the item “How to get FGTS?” From our article.

Ways to Use

Image of Steve Buissinne by Pixabay

In an earlier article of our blog we mentioned some tips to use money from inactive FGTS accounts. Although this is no longer the case, there is still common draw, through the cases mentioned in the item “When can I use the FGTS?”.

The cash reserve is intended to momentarily assist the worker, supplying basic needs after dispensing from work, but may have a wiser end if the worker knows how to use.

We recommend two uses for FGTS money: debt settlement , goodwill and better access to credit or the application of money if there are no debts.

In the latter case, the application may be in the short term to form an emergency reserve (to assist with medical treatments, reforms or unexpected debts) or long term for the realization of dreams, such as the purchase of a property or the payment of studies.

Do you need a personal loan? Count on the Good Credit to achieve without harming your monthly budget.

Changes and Labor Reform

Changes and Labor Reform

On November 10, 2017 came into force Law No. 13,467 / 2017, which regulates the labor reform. Prior to this reform, the worker with a CLT contract could withdraw his FGTS balance if he had been dismissed without just cause , as mentioned earlier in this article, which excluded dismissals with just cause and dismissal required by the worker himself.

Both that benefit, as well as unemployment insurance and a 40% fine on FGTS deposits were “lost.”

With the reform, the employer and the employee can rescind the agreement in common agreement (consensual termination) , bringing some guarantees for the worker such as the receipt of a 20% fine on FGTS deposits and the withdrawal of up to 80% of their balance. Unemployment insurance is still not valid.

The purpose of this measure is to prevent the employee from being forced to remain in a job because he fears loss of benefits and, on the employer’s side, to keep an employee whose performance is unsatisfactory because he can not afford to pay all the severance pay.

Citizen Card for the Guarantee Fund

Every citizen who owns FGTS (that is, is hired under the CLT scheme), PIS income, salary bonus or is receiving installments of unemployment insurance is entitled to the Citizen’s Card.

Citizen Card Benefits

Although not mandatory, it is useful to facilitate the withdrawal of amounts referring to social and labor benefits , since it can be used in all payment channels authorized by CAIXA. In these cases, it replaces the card referring to the Caixa Econômica Federal bank account.

It can be requested when there is a benefit to be received, at any bank branch of Caixa Econômica Federal or by phone 0800 726 0207. It is necessary to have the NIS number (found in the Work Portfolio) at hand.

 

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What type of real estate insurance to choose? http://www.yankeeindia.net/2019/01/18/what-type-of-real-estate-insurance-to-choose/ http://www.yankeeindia.net/2019/01/18/what-type-of-real-estate-insurance-to-choose/#respond Fri, 18 Jan 2019 14:55:32 +0000 http://www.yankeeindia.net/2019/01/18/what-type-of-real-estate-insurance-to-choose/

During a bank loan, the client must provide a solid guarantee to the organization to accept the request. This guarantee results in a good value asset or a borrower insurance.

What to choose between group insurance or individual insurance?

These two types of home loan insurance each have their qualities and flaws. We talk about group loan insurance when it is offered by a subsidiary of the bank. A partner group is responsible for offering the guarantees sought by the lender in return for a contribution. In the past, the client was forced to choose group loan insurance to receive financial assistance from the creditor. Fortunately, this practice is over and the borrower is now free to choose his mortgage insurance provider. This product is characterized by its practical side since it is no longer necessary to look elsewhere. Its only drawback lies in its cost. The mortgage insurance offered by an insurer linked to the bank does not take into account the profile of each client.

The individual insurance is none other than an insurance of real estate credit subscribed outside the bank. The client is insured by an insurer that has no affiliation with the lending institution. Credit insurance is distinguished by a flexible rate that varies according to the needs and profile of the borrower. The contract is also very popular today thanks to this feature. The only downside is at the level of guarantee equivalence. Indeed, the bank has the right not to validate credit insurance when it does not provide the same guarantees as its group insurance. In addition, the presence of a multitude of offers available on the market can disorient the borrower when selecting an appropriate contract.

What is a borrower insurance broker?

What is a borrower insurance broker?

There are two ways to make no mistake about the selection of the mortgage loan currently. The first solution is the use of a comparator identical to borrower . The site compares the existing offers and groups the information obtained from the user’s profile. The second option is to hire a mortgage insurance broker . The profession of the specialist is to assist his client in the selection phase of a borrower insurance. In fact, the professional’s network of contacts provides him with all the information concerning the most affordable credit insurance of the moment. However, it is better to use the comparator on borrower.io because the tool is offered free of charge while the broker will claim a fee for its services.

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