O que muda com a Reforma Trabalhista

O que muda com a Reforma Trabalhista

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Depois de 74 (setenta e quatro) anos, a Lei nº 13.467, de 13 de julho de 2017, publicada no DOU em 14.07.2017, alterou e deu nova redação a mais de 100 artigos da Consolidação das Leis do Trabalho (CLT), mas só entrará em vigor depois de transcorrido 120 dias após a sua publicação, ou seja, no dia 10.11.2017, e o nosso objetivo agora é mostrar as principais mudanças que atinge diretamente os direitos dos trabalhadores, bem como a inserção e regulamentação de novos direitos.

Súmulas e Enunciados do TST E TRT’s

As Súmulas e outros Enunciados de jurisprudência editados pelo Tribunal Superior do Trabalho e pelos Tribunais Regionais do Trabalho não poderão restringir direitos legalmente previstos nem criar obrigações que não estejam previstas em lei, o que é por demais lógico, pois só o Supremo Tribunal Federal poderá negar a aplicação de uma lei quando decretada por ele a sua inconstitucionalidade.

Responsabilidade do Sócio que deixa a Empresa

O sócio retirante de uma empresa responde subsidiariamente pelas obrigações trabalhistas da sociedade relativas ao período em que figurou como sócio, somente em ações ajuizadas até dois anos depois de averbada a modificação do contrato, as ações ajuizadas após transcorridos dois anos da saída oficial de um dos sócios da empresa ele não responderá por elas.

Falta de Registro na Carteira

O empregador que mantiver empregado sem carteira assinada em sua empresa ficará sujeito a multa no valor de R$ 3.000,00 (três mil reais) por empregado não registrado, acrescido de igual valor em cada reincidência. Esta multa será de R$ 800,00 (oitocentos reais) por empregado não registrado, quando se tratar de microempresa ou empresa de pequeno porte.

Horas “ IN ITINERE”

A reforma trabalhista extingue o direito do empregado de computar as horas “in itinere, que é o tempo despendido pelo empregado no deslocamento de sua residência até a efetiva ocupação do posto de trabalho e para o seu retorno, caminhando ou por qualquer meio de transporte, inclusive o fornecido pelo empregador, não será mais computado na jornada de trabalho, por não ser mais considerado como um tempo (horário) à disposição do empregador.

Jornada de Trabalho Parcial

Com a reforma trabalhista foi dado um novo conceito ao regime de trabalho parcial, que passa a ser aquele cuja duração não exceda a trinta horas semanais, sem a possibilidade de horas suplementares semanais, ou, ainda, aquele cuja duração não exceda a vinte e seis horas semanais, com a possibilidade de acréscimo de até seis horas suplementares semanais. As horas extras praticadas nesta jornada serão pagas com o acréscimo de 50% (cinquenta por cento) sobre o salário-hora normal.

Na hipótese deste contrato ser estabelecido em número inferior a vinte e seis horas semanais, as horas suplementares a este quantitativo serão consideradas horas extras para fins do pagamento, como também limitadas a seis horas suplementares semanais.

As horas suplementares da jornada de trabalho normal poderão ser compensadas diretamente até a semana imediatamente posterior à da sua execução, devendo ser feita a sua quitação na folha de pagamento do mês subsequente, caso não sejam compensadas. Na hipótese de rescisão do contrato de trabalho sem que tenha havido a compensação integral da jornada extraordinária, o trabalhador terá direito ao pagamento das horas extras não compensadas, calculadas sobre o valor da remuneração na data da rescisão.

É facultado a todo empregado contratado sob este regime converter um terço do período de férias a que tiver direito em abono pecuniário, ou seja, aqui ele pode converter em dinheiro 1/e do período de suas férias. As férias dos empregados sujeito a este regime de trabalho seguem a seguinte escala:

I – dezoito dias, para a duração do trabalho semanal superior a vinte e duas horas, até vinte e cinco horas;

II – dezesseis dias, para a duração do trabalho semanal superior a vinte horas, até vinte e duas horas;

III – quatorze dias, para a duração do trabalho semanal superior a quinze horas, até vinte horas;

IV – doze dias, para a duração do trabalho semanal superior a dez horas, até quinze horas;

V – dez dias, para a duração do trabalho semanal superior a cinco horas, até dez horas;

VI – oito dias, para a duração do trabalho semanal igual ou inferior a cinco horas.

O empregado contratado sob o regime de tempo parcial que tiver mais de sete faltas injustificadas ao longo do período aquisitivo terá o seu período de férias reduzido à metade.

Horas Extras

A duração diária do trabalho poderá ser acrescida de horas extras, em número não excedente de duas, por acordo individual, convenção coletiva ou acordo coletivo de trabalho, e a sua remuneração será, pelo menos, 50% (cinquenta por cento) superior à da hora normal.

O banco de horas poderá ser pactuado por acordo individual escrito, desde que a compensação ocorra no período máximo de seis meses, como também é permitido o regime de compensação de jornada estabelecido por acordo individual, tácito ou escrito, para a compensação no mesmo mês.

Jornada de Trabalho 12 × 36

É facultado ao empregador e empregado, mediante acordo individual escrito, convenção coletiva ou acordo coletivo de trabalho, estabelecer horário de trabalho de doze horas seguidas por trinta e seis horas ininterruptas de descanso, é popularmente conhecida como a jornada de trabalho de 12 × 36, observados ou indenizados os intervalos para repouso e alimentação.

A remuneração mensal ajustada entre as partes para esta jornada abrange os pagamentos devidos pelo descanso semanal remunerado e pelo descanso em feriados, e serão considerados compensados os feriados e as prorrogações de trabalho noturno, quando houver. Isto significa que o empregado sujeito a esta jornada não fará jus a remuneração em dobro caso trabalhe nos domingos e feriados, como também não terá direito a compensação por outro dia da semana.

Do Teletrabalho

Esta é uma das grandes novidades da reforma trabalhista, que veio regulamentar um tipo de prestação de serviço que estava omisso na lei, mas que vinha sendo praticado em todo do Brasil, seja na iniciativa privada ou pública. O teletrabalho é uma forma de trabalho que é realizada à distância (fora do escritório da empresa) ou em domicílio, de maneira integral ou periódica, através das chamadas tecnologias móveis (Ex.: Internet, Celulares, Smartphones, Notebooks, Tablets).

A Lei nº 13.467/2017 que aprovou a reforma trabalhista, define juridicamente o teletrabalho como uma a prestação de serviços preponderantemente fora das dependências do empregador, com a utilização de tecnologias de informação e de comunicação que, por sua natureza, não se constituam como trabalho externo.

O comparecimento às dependências da empresa para a realização de atividades específicas que exijam a presença do empregado no estabelecimento não descaracteriza o regime de teletrabalho. Este tipo de prestação de serviço deverá constar expressamente no contrato individual de trabalho, no qual deverá constar as atividades que serão realizadas pelo empregado. Poderá haver a alteração entre regime presencial e de teletrabalho desde que haja mútuo acordo entre as partes, registrado em aditivo contratual. Quando a alteração do regime de teletrabalho para o presencial ocorrer por determinação unilateral do empregador, este terá que garantir ao empregado um prazo de transição mínimo de quinze dias, com correspondente registro em aditivo contratual.

As disposições relativas à responsabilidade pela aquisição, manutenção ou fornecimento dos equipamentos tecnológicos e da infraestrutura necessária e adequada à prestação do trabalho remoto, bem como ao reembolso de despesas arcadas pelo empregado, serão previstas em contrato escrito, mas dedes já fica claro que não integram a remuneração do empregado.

Caberá a empresa instruir seus empregados, de maneira expressa e ostensiva, quanto às precauções a tomarem a fim de evitar doenças e acidentes de trabalho e aos empregados de assinarem um termo de responsabilidade comprometendo-se a seguir as instruções fornecidas pelo empregador.

Do Fracionamento das férias 

Outra novidade da reforma trabalhista está no fracionamento das férias, desde que haja concordância do empregado, elas poderão ser usufruídas em até três períodos, sendo que um deles não poderá ser inferior a quatorze dias corridos e os demais não poderão ser inferiores a cinco dias corridos, cada um. Se o empregado não concordar com o fracionamento ele gozará suas férias em um período único. A partir de novembro/2017 ficará proibido que as férias se iniciem em dois dias que antecedem um feriado ou o repouso semanal remunerado.

Do trabalho da gestante e lactante em atividades e locais Insalubres

A empregada gestante, sem prejuízo de sua remuneração, aqui incluído o valor do adicional de insalubridade, deverá ser afastada de:

I – atividades consideradas insalubres em grau máximo, enquanto durar a gestação;

II – atividades consideradas insalubres em grau médio ou mínimo, quando apresentar atestado de saúde, emitido por médico de confiança da mulher, que recomende o afastamento durante a gestação;

III – atividades consideradas insalubres em qualquer grau, quando apresentar atestado de saúde, emitido por médico de confiança da mulher, que recomende o afastamento durante a lactação.

Esta alteração advinda da reforma trabalhista tem causado muita polêmica, talvez até uma polêmica desnecessária, porque a legislação está bastante clara e incisiva ao prevê que a autorização para que a empregada gestante ou lactante trabalhe em ambientes ou atividades insalubres depende exclusivamente do médico particular da empregada, e não por determinação unilateral do empregador

Contrato de trabalho intermitente

Talvez esta seja a novidade que mais tem gerado polêmica na reforma, a inserção na CLT do contrato de trabalho intermitente, pois considera-se como intermitente o contrato no qual a prestação de serviços, com subordinação, não é contínua, ocorrendo com alternância de períodos de prestação de serviços e de inatividade, determinados em horas, dias ou meses, independentemente do tipo de atividade do empregado e do empregador, exceto para os aeronautas, que são regidos por legislação própria.

Intermitente é um adjetivo de dois gêneros proveniente do latim intermintente. Dizer que algo é intermitente significa dizer que essa coisa cessa e recomeça por intervalos, que se manifesta com intermitências, que não é contínua, que tem interrupções.

Este contrato deve ser celebrado por escrito, com especificação do salário-hora, que não poderá ser inferior ao mínimo ou ao do trabalhador que exerça a mesma função. O empregador deve convocar o empregado – informando a jornada a ser cumprida — com pelo menos três dias corridos de antecedência, cabendo ao empregado a convocação em um dia útil, presumindo-se recusada a oferta em caso de silêncio, sem que isso descaracterize a sua subordinação ao empregador. Há multa de 50% da remuneração para o caso de descumprimento do pactuado, o empregado pode prestar serviços a outros contratantes e deve receber, depois de cada período de prestação de serviços e mediante recibo, a remuneração acrescida de férias mais 1/3, 13º salário, RSR e adicionais. Impõe-se o recolhimento da contribuição previdenciária e do FGTS e a entrega da documentação ao empregado, além da garantia de um mês de férias.

Este tipo de contrato é bastante temerário porque vai de encontro aos princípios do Direito do Trabalho. Em primeiro lugar suprimiram a habitualidade como elemento da relação de emprego, tendo em vista que que independentemente da pessoalidade ou da subordinação, aquele que presta serviços em caráter eventual não é empregado. Em segundo lugar a reforma trabalhista cria a figura (trabalhado intermitente) que pode ser ou não ser ao mesmo tempo empregado de uma empresa

Todos nós que na definição jurídica de um empregador tem a de que é de responsabilidade dele assumir os riscos da atividade econômica que vai exercer, mas a partir da reforma trabalhista, o empregado intermitente estará sujeito a prestação de serviços à existência de demanda, ou seja, parte do risco está se transferindo para o empregado, o que caracteriza a desfiguração das partes que compõem a relação de emprego.

Contratação de trabalhador autônomo

Uma empresa poderá contratar profissionais autônomos, desde que este cumpra todas as formalidades legais, com ou sem exclusividade, de forma continua ou não, afastando a qualidade de empregado prevista na Consolidação das Leis do Trabalho. Aqui não ficou definido que tipo de formalidades legais deve preencher o profissional autônomo para ser contratado, o que vai de encontro a legalização do contrato de trabalho intermitente.

Dos tipos de contrato de trabalho

O objetivo primordial da reforma trabalhista foi a modernização da relação de emprego, mas ao prevê que o contrato de trabalho pode ser acordado de forma tácita ou expressa, verbal ou por escrito, por prazo determinado ou indeterminado, ou para prestação de trabalho intermitente. Permitir que um contrato individual de trabalho possa ser realizado de uma forma tácita ou verbal é bastante temerário para o trabalhador.

Da sucessão trabalhista

As obrigações trabalhistas, quando caracterizada a sucessão empresarial ou de empregadores, inclusive as contraídas à época em que os empregados trabalhavam para a empresa sucedida, são de responsabilidade do sucessor. A empresa sucedida só responderá solidariamente com a empresa sucessora quando ficar comprovada fraude no processo de transferência.

Do uso de uniformes com logomarcas

Caberá ao empregador definir o padrão de vestimenta no meio ambiente de trabalho, sendo lícita a inclusão no uniforme de logomarcas da própria empresa ou de empresas parceiras e de outros itens de identificação relacionados à atividade desempenhada.

A higienização do uniforme é de responsabilidade do trabalhador, salvo nas hipóteses em que forem necessários procedimentos ou produtos diferentes dos utilizados para a higienização das vestimentas de uso comum.

Da composição do salário

Integram o salário a importância fixa estipulada, as gratificações legais e as comissões pagas pelo empregador. As importâncias, ainda que habituais, pagas a título de ajuda de custo, auxílio-alimentação, vedado seu pagamento em dinheiro, diárias para viagem, prêmios e abonos não integram a remuneração do empregado, não se incorporam ao contrato de trabalho e não constituem base de incidência de qualquer encargo trabalhista e previdenciário.

Consideram-se prêmios as liberalidades concedidas pelo empregador em forma de bens, serviços ou valor em dinheiro a empregado ou a grupo de empregados, em razão de desempenho superior ao ordinariamente esperado no exercício de suas atividades.

O valor relativo à assistência prestada por serviço médico ou odontológico, próprio ou não, inclusive o reembolso de despesas com medicamentos, óculos, aparelhos ortopédicos, próteses, órteses, despesas médico-hospitalares e outras similares, mesmo quando concedido em diferentes modalidades de planos e coberturas, não integram o salário do empregado para qualquer efeito nem o salário de contribuição, para efeitos de recolhimento da contribuição previdenciária.

Da isonomia salarial entre trabalhadores na mesma empresa

Sendo idêntica a função, a todo trabalho de igual valor, prestado ao mesmo empregador, no mesmo estabelecimento empresarial, corresponderá igual salário, sem distinção de sexo, etnia, nacionalidade ou idade.

Trabalho de igual valor, será o que for feito com igual produtividade e com a mesma perfeição técnica, entre pessoas cuja diferença de tempo de serviço para o mesmo empregador não seja superior a quatro anos e a diferença de tempo na função não seja superior a dois anos.

Estas novas regras não prevalecerão quando o empregador tiver pessoal organizado em quadro de carreira ou adotar, por meio de norma interna da empresa ou de negociação coletiva, plano de cargos e salários, dispensada qualquer forma de homologação ou registro em órgão público.

As promoções poderão ser feitas por merecimento e por antiguidade, ou por apenas um destes critérios, dentro de cada categoria profissional.

No caso de comprovada discriminação por motivo de sexo ou etnia, o empregador infrator estará sujeito, além do pagamento das diferenças salariais devidas, multa, em favor do empregado discriminado, no valor de 50% (cinquenta por cento) do limite máximo dos benefícios do Regime Geral de Previdência Social, que atualmente é de R$ 5.531,31.

Da extinção do contrato de trabalho e a entrega de documentos

Na extinção do contrato de trabalho, o empregador deverá proceder à anotação na Carteira de Trabalho e Previdência Social, comunicar a dispensa aos órgãos competentes e realizar o pagamento das verbas rescisórias no prazo de 10 dias e na seguinte forma:

– em dinheiro, depósito bancário ou cheque visado, conforme acordem as partes; ou

– em dinheiro ou depósito bancário quando o empregado for analfabeto.

A entrega ao empregado de documentos que comprovem a comunicação da extinção contratual aos órgãos competentes bem como o pagamento dos valores constantes do instrumento de rescisão ou recibo de quitação deverão ser efetuados até dez dias contados a partir do término do contrato.

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As dispensas imotivadas individuais, plúrimas ou coletivas equiparam-se para todos os fins, não havendo necessidade de autorização prévia de entidade sindical ou de celebração de convenção coletiva ou acordo coletivo de trabalho para sua efetivação.

O Plano de Demissão Voluntária ou Incentivada, para dispensa individual, plúrima ou coletiva, previsto em convenção coletiva ou acordo coletivo de trabalho, enseja quitação plena e irrevogável dos direitos decorrentes da relação empregatícia, salvo disposição em contrário estipulada entre as partes.

É motivo de demissão sem justa causa a perda da habilitação ou dos requisitos estabelecidos em lei para o exercício da profissão, em decorrência de conduta dolosa do empregado.

Da extinção do contrato por acordo entre as partes

O contrato de trabalho poderá ser extinto por acordo entre empregado e empregador, caso em que serão devidas as seguintes verbas rescisórias:

I – por metade:

  1. a) o aviso prévio, se indenizado; e
  2. b) a indenização sobre o saldo do Fundo de Garantia do Tempo de Serviço, prevista no § 1odo art. 18 da Lei no036, de 11 de maio de 1990;

II – na integralidade, as demais verbas trabalhistas.

A extinção do contrato por acordo entre as partes permite a movimentação da conta vinculada do trabalhador no Fundo de Garantia do Tempo de Serviço, limitada a 80% (oitenta por cento) do valor dos depósitos.

A extinção do contrato por acordo entre as partes não autoriza o ingresso no Programa de Seguro-Desemprego.

Da Contribuição Sindical

As contribuições devidas aos sindicatos pelos participantes das categorias econômicas ou profissionais ou das profissões liberais representadas pelas referidas entidades serão, sob a denominação de contribuição sindical, pagas, recolhidas e aplicadas, desde que prévia e expressamente autorizadas pelo empregado.

O desconto da contribuição sindical está condicionado à autorização prévia e expressa dos que participarem de uma determinada categoria econômica ou profissional, ou de uma profissão liberal, em favor do sindicato representativo da mesma categoria ou profissão ou, inexistindo este, em favor da federação correspondente à mesma categoria econômica ou profissional.

Os empregadores são obrigados a descontar da folha de pagamento de seus empregados relativa ao mês de março de cada ano a contribuição sindical dos empregados que autorizaram prévia e expressamente o seu recolhimento aos respectivos sindicatos.

O recolhimento da contribuição sindical referente aos empregados e trabalhadores avulsos será efetuado no mês de abril de cada ano, e o relativo aos agentes ou trabalhadores autônomos e profissionais liberais realizar-se-á no mês de fevereiro, observada a exigência de autorização prévia e expressa do empregado/trabalhador.

Os empregados que não estiverem trabalhando no mês destinado ao desconto da contribuição sindical e que venham a autorizar prévia e expressamente o recolhimento serão descontados no primeiro mês subsequente ao do reinício do trabalho.

Da Convenção Coletiva e acordo coletivo de trabalho

Uma convenção coletiva trabalho e um acordo coletivo de trabalho têm prevalência sobre a lei quando, entre outros, dispuserem sobre:

I – pacto quanto à jornada de trabalho, observados os limites constitucionais;

II – banco de horas anual;

III – intervalo intrajornada, respeitado o limite mínimo de trinta minutos para jornadas superiores a seis horas;

IV – adesão ao Programa Seguro-Emprego (PSE), de que trata a Lei no 13.189, de 19 de novembro de 2015 (Programa de Proteção ao Emprego);

V – plano de cargos, salários e funções compatíveis com a condição pessoal do empregado, bem como identificação dos cargos que se enquadram como funções de confiança;

VI – regulamento empresarial;

VII – representante dos trabalhadores no local de trabalho;

VIII – teletrabalho, regime de sobreaviso, e trabalho intermitente;

IX – remuneração por produtividade, incluídas as gorjetas percebidas pelo empregado, e remuneração por desempenho individual;

X – modalidade de registro de jornada de trabalho;

XI – troca do dia de feriado;

XII – enquadramento do grau de insalubridade;

XIII – prorrogação de jornada em ambientes insalubres, sem licença prévia das autoridades competentes do Ministério do Trabalho;

XIV – prêmios de incentivo em bens ou serviços, eventualmente concedidos em programas de incentivo;

XV – participação nos lucros ou resultados da empresa.

No exame da convenção coletiva ou do acordo coletivo de trabalho, a Justiça do Trabalho balizará sua atuação pelo princípio da intervenção mínima na autonomia da vontade coletiva.

A inexistência de expressa indicação de contrapartidas recíprocas em convenção coletiva ou acordo coletivo de trabalho não ensejará sua nulidade por não caracterizar um vício do negócio jurídico.

Se for pactuada cláusula que reduza o salário ou a jornada, a convenção coletiva ou o acordo coletivo de trabalho deverão prever a proteção dos empregados contra dispensa imotivada durante o prazo de vigência do instrumento coletivo.

Na hipótese de procedência de ação anulatória de cláusula de convenção coletiva ou de acordo coletivo de trabalho, quando houver a cláusula compensatória, esta deverá ser igualmente anulada, sem repetição do indébito.

Os sindicatos subscritores de convenção coletiva ou de acordo coletivo de trabalho deverão participar, como litisconsortes necessários, em ação individual ou coletiva, que tenha como objeto a anulação de cláusulas desses instrumentos.

A convenção coletiva ou o acordo coletivo de trabalho não poderão suprimir ou reduzir os seguintes direitos:

I – normas de identificação profissional, inclusive as anotações na Carteira de Trabalho e Previdência Social;

II – seguro-desemprego, em caso de desemprego involuntário;

III – valor dos depósitos mensais e da indenização rescisória do Fundo de Garantia do Tempo de Serviço (FGTS);

IV – salário mínimo;

V – valor nominal do décimo terceiro salário;

VI – remuneração do trabalho noturno superior à do diurno;

VII – proteção do salário na forma da lei, constituindo crime sua retenção dolosa;

VIII – salário-família;

IX – repouso semanal remunerado;

X – remuneração do serviço extraordinário superior, no mínimo, em 50% (cinquenta por cento) à do normal;

XI – número de dias de férias devidas ao empregado;

XII – gozo de férias anuais remuneradas com, pelo menos, um terço a mais do que o salário normal;

XIII – licença-maternidade com a duração mínima de cento e vinte dias;

XIV – licença-paternidade nos termos fixados em lei;

XV – proteção do mercado de trabalho da mulher, mediante incentivos específicos, nos termos da lei;

XVI – aviso prévio proporcional ao tempo de serviço, sendo no mínimo de trinta dias, nos termos da lei;

XVII – normas de saúde, higiene e segurança do trabalho previstas em lei ou em normas regulamentadoras do Ministério do Trabalho;

XVIII – adicional de remuneração para as atividades penosas, insalubres ou perigosas;

XIX – aposentadoria;

XX – seguro contra acidentes de trabalho, a cargo do empregador;

XXI – ação, quanto aos créditos resultantes das relações de trabalho, com prazo prescricional de cinco anos para os trabalhadores urbanos e rurais, até o limite de dois anos após a extinção do contrato de trabalho;

XXII – proibição de qualquer discriminação no tocante a salário e critérios de admissão do trabalhador com deficiência;

XXIII – proibição de trabalho noturno, perigoso ou insalubre a menores de dezoito anos e de qualquer trabalho a menores de dezesseis anos, salvo na condição de aprendiz, a partir de quatorze anos;

XXIV – medidas de proteção legal de crianças e adolescentes;

XXV – igualdade de direitos entre o trabalhador com vínculo empregatício permanente e o trabalhador avulso;

XXVI – liberdade de associação profissional ou sindical do trabalhador, inclusive o direito de não sofrer, sem sua expressa e prévia anuência, qualquer cobrança ou desconto salarial estabelecidos em convenção coletiva ou acordo coletivo de trabalho;

XXVII – direito de greve, competindo aos trabalhadores decidir sobre a oportunidade de exercê-lo e sobre os interesses que devam por meio dele defender;

XXVIII – definição legal sobre os serviços ou atividades essenciais e disposições legais sobre o atendimento das necessidades inadiáveis da comunidade em caso de greve;

XXIX – tributos e outros créditos de terceiros;

Nenhuma convenção coletiva ou acordo coletivo de trabalho poderá ser superior a dois anos. As condições estabelecidas em acordo coletivo de trabalho sempre prevalecerão sobre as estipuladas em convenção coletiva de trabalho.

Estas são as principais alterações que atingem diretamente o trabalhador brasileiro.

Fonte: Portal Direito doméstico
Data: 30 de julho de 2017
Acesso: 02 de agosto de 2017

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  28. After I initially left a comment I appear to have clicked on the -Notify me when new comments are added- checkbox and now each time a comment is added I recieve 4 emails with the same comment. There has to be a means you are able to remove me from that service? Thank you!

  29. Hi, I do think this is an excellent blog. I stumbledupon it 😉 I’m going to revisit once again since i have saved as a favorite it. Money and freedom is the best way to change, may you be rich and continue to guide other people.

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  34. Oh my goodness! Awesome article dude! Thank you, However I am going through problems with your RSS. I don’t understand the reason why I cannot subscribe to it. Is there anyone else having identical RSS problems? Anybody who knows the answer can you kindly respond? Thanks!!

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  39. When I initially left a comment I appear to have clicked on the -Notify me when new comments are added- checkbox and now each time a comment is added I recieve four emails with the same comment. Is there an easy method you are able to remove me from that service? Appreciate it!

  40. May I simply just say what a comfort to find somebody that genuinely understands what they are discussing over the internet. You definitely realize how to bring a problem to light and make it important. More and more people really need to read this and understand this side of the story. I was surprised that you are not more popular since you certainly possess the gift.

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  56. Hello there! This blog post couldn’t be written any better! Looking through this article reminds me of my previous roommate! He continually kept preaching about this. I will send this post to him. Pretty sure he’s going to have a very good read. Many thanks for sharing!

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  74. When I originally commented I seem to have clicked the -Notify me when new comments are added- checkbox and now every time a comment is added I recieve 4 emails with the same comment. There has to be a means you can remove me from that service? Thank you!

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