Hr Compensation Research on Brazil

COMPENSATION OVER VIEW IN BRAZIL

First we have to defined the employer and the relations with the employer. An employee is defined in the Labor Code as an individual who renders services to an employer on a permanent basis, under its direction and for a salary.

Subordination is essential in an employment relationship. According to such principle,

directors and officers of a corporation generally are not employees. Companies belonging to a group of legal entities under the same control, direction or management are jointly liable for the obligations of any company belonging to such group with respect to the employment relationship.

After this is done we have an agreement or as it is called Individual labor agreements may be set forth in writing or may be implied from the relationship between an individual and the company to which he or she renders services. Foreign employees transferred to Brazil must execute a labor agreement and submit it to the Ministries of Labor and Social Security.

Employers and employees may freely negotiate labor agreements, provided, however,

that the provisions of the law, the decisions of the competent authorities and the terms

and conditions of the relevant collective bargaining labor agreement, if any, must

always be observed.

Collective bargaining labor agreements are those executed between the employers'

association and employees union, or between the employees' union and a specific

company, for purposes of establishing general and normative rules which govern the

relationship of a given category of employers and employees. Collective bargaining labor agreements are not compulsory but, once they are entered into, their terms and

conditions prevail over individual contracts.

Compensation and the Minimum Wage

Compensation comprises not only the employee’s fixed salary, but also amounts for any commissions, bonuses (Christmas or otherwise), fringe benefits, such as personal or family benefits and living expenses....