6 multas que as empresas podem sofrer caso não se adequem ao eSocial

6 multas que as empresas podem sofrer caso não se adequem ao eSocial

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Como as empresas já sabem, o eSocial vai gerar uma série de mudanças nas rotinas trabalhistas. Além de modificar os prazos de envio das informações prestadas atualmente ao governo federal, o projeto está sendo considerado o “Big Brother empresarial”, pois também irá expor os processos das companhias.

Mas, afinal, o que muda com o eSocial? O projeto, previsto para entrar em vigor em 2018, tornará a fiscalização mais rígida, já que as informações estarão disponíveis em ambiente digital. Lembrando que, uma vez identificada irregularidades nos procedimentos das empresas, a Receita Federal poderá verificar estas falhas referentes aos últimos cinco anos calendários. Ou seja, as autuações podem ser retroativas ao início do eSocial, caso haja dados inconsistentes.

Por isso, é tão importante conhecer as principais penalidades que as companhias estarão sujeitas, caso não adequem seus processos no prazo estipulado pelo eSocial.

eSocial – Suas principais dúvidas respondidas por quem entende do assunto.

Confira 6 multas que podem pesar no bolso das companhias:

1 – Admissão do trabalhador

Atualmente, a admissão de um colaborador é enviada através do Cadastro Geral de Empregados e Desempregados (CAGED), até o dia sete do mês subsequenteao que ocorreu a movimentação do empregado. Com o eSocial, a admissão deve ser enviada até o final do dia que antecede o início da prestação de serviço do trabalhador contratado. A falta de registro do empregado sujeita o empregador à multa prevista no artigo 47 da CLT, que pode variar de R$ 402,53 a R$ 805,06 por empregado, dobrada por reincidência.

2 – Alteração de dados cadastrais e contratuais

Uma fase importante do eSocial é o saneamento dos dados dos colaboradores. Essa etapa irá garantir que os dados dos funcionários estejam atualizados de acordo com as novas exigências do eSocial. É responsabilidade do empregador informar as alterações existentes no contrato de trabalho e nos dados cadastrais do trabalhador durante a vigência do vínculo empregatício, como prevê o artigo 41, parágrafo único da CLT. O valor da multa por empregado pode variar de R$ 201,27 a R$ 402,54.

3 – Atestado de Saúde Ocupacional (ASO)

Segundo o artigo 168 da CLT, regulamentado pela NR (Norma Regulamentadora) nº 7 do Ministério do Trabalho e Emprego (MTE), é necessária a realização dos seguintes exames médicos nos empregados: admissional, periódico, retorno ao trabalho, mudança de função e demissional. A não realização desses tipos de exames sujeita o empregador à multa pela infração ao artigo 201 da CLT. O valor, que é determinado pelo fiscal do trabalho, vai de R$ 402,53 a R$ 4.025,33.

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4 – Comunicação de Acidente de Trabalho (CAT)

Quando o empregado sofre um acidente de trabalho, de acordo com os artigos 19 a 21 da lei nº 8.213/91, as companhias devem transmitir a CAT ao INSS, mesmo se o empregado não se afastar do trabalho. O prazo de envio desse evento no eSocial é o mesmo de apresentação da CAT, ou seja, até o primeiro dia útil seguinte à ocorrência do acidente, ou imediatamente em caso de falecimento do trabalhador. Caso não aconteça a entrega desse documento, a multa pode variar entre o limite mínimo e o limite máximo do salário de contribuição, podendo dobrar de valor em caso de reincidência.

5 – Perfil Profissiográfico Previdenciário (PPP)

De acordo com o artigo 58, da lei nº 8.213/91, as empresas são obrigadas a fornecer informações aos empregados expostos a agente nocivos químicos, físicos e biológicos ou associação de agentes prejudiciais à saúde ou à integridade física. O intuito dessa documentação é comprovar que o empregado esteve exposto a um risco durante o exercício do trabalho. Dessa forma, dependendo do tipo do risco, ele terá direito à aposentadoria especial, ou seja, com menos tempo de contribuição para o INSS. O valor da multa em caso de descumprimento varia entre R$ 1.812,87 a R$ 181.284,63, sendo determinada de acordo com a gravidade da situação.

6 – Afastamento temporário

Quando o colaborador se afasta (férias, auxílio-doença, licença-maternidade, dentre outros), isso impacta seus direitos trabalhistas e previdenciários e também suas obrigações tributárias. A falta dessa informação sujeita o contribuinte às sanções legais, especialmente à multa prevista no artigo 92 da Lei nº 8.212/9 que pode variar de R$ 1.812,87 a R$ 181.284,63, sendo determinada pelo fiscal do Ministério do Trabalho.

Descubra os passos necessários para a implantação do eSocial.

Como está a adequação ao eSocial na sua empresa? Fique atento aos prazos! Apesar do início do projeto estar previsto para janeiro de 2018, o governo irá liberar o ambiente de testes em julho de 2017. Portanto, é fundamental que as empresas adequem seus processos, corrijam as informações contratuais desatualizadas e integrem seus sistemas.

Fonte: Contábeis
Data: 29 de junho de 2017
Acesso: 30 de junho de 2017

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