CHECK-LIST LABORAL

DATE:

COMPANY:

COLLECTIVE AGREEMENT:

WORKPLACE: 

SS INSCRIPTION:			NIF:			Nº EMPLOYEES:

A.	LABOUR AUTHORITIES

1.-	previous inspections from the labor inspection:

2.-	previous requirements:

B.	CONTRACTS:

1.	Any shareholders working at the company?

a.	How many shares does he have?

2.	CEO contracts:

3.	manager contracts & employee contracts:

4.	stock options:

5.	sellers:

6.	foreign contracts

7.	Any verbal contract?

8.	Older than 45 and older than 55:

9.	Is there any outsourcing:

10.	Is there any personal cession:

11.	less than 18 years old:

12.	Disabled contracts: is achieved the legal %?

13.	expectant rights:

C.	SOCIAL SECURITY

1.	inscription documents

2.	salary sheets – are they the official ones:

3.	tc1 &tc2:

4.	Are there payments in kind?

5.	Are there extra hours hidden like diets?

D.	JOURNEY AND CALENDAR

1.-	done at the beginning of the year?

2.-	exhibited?

3.-	signed by employees representants?

E.	TIME OF WORK

1.	daily journey:

a.	is there any control for part-time journey?

2.	extra hours: (law and collective agreement maximums respected?)

3.	absenteeism:

4.	leaves: 

F.	EMPLOYEE REPRESENTANTS ORGANS

1.-	who? age? family situation? adress? antiquity? 

G.	ACCIDENT INSURANCE:

1.-	mutua? insurance? agreement contract? coverages? 

2.-	own medical service: (more than 100 employees)

3.-	medical recognitions: initial? periodically?

4.-	other insurance?

5.-	complementary coverage from collective agreement?

H.	LABOUR RISK PREVENTION:

1.	prevention documents:
a.	are legal obligations fulfilled?
b.	evaluation
c.	planed
d.	psyco riks
e.	formation
f.	information
g.	safe equipment
h.	medical revisions

2.	Given general and particular risks information?
a.	Written instructions for the use of the machines? 

3.	Specific measures for pregnant and lactation situations? 

4.	Labor risk prevention organs? 

5.	Cleanness workplace?

6.	Work dress? Subcontracting?

7.	Medical services indications? First aid kid?

8.	Emergency situations trials done?

9.	Are there possible professional illness?

I.	FAULTS AND SANCTIONS

1.	Instructions and previous written advices?

2.	Does it exist a faults and sanctions summary?

3.	Do they have a sanction letter model?

4.	Do they know how and when to open a contradictory file?

5.	Do they communicate to employee deputy  the imposed sanctions?

J.	COLLECTIVE AGREEMENT AND PROTOCOLS

1.	Particularities:

2.	Is it a sectorial or a company collective agreement?

3.	Is there any inapplicable proceeding?

4.	Are crisis objectivized?

5.	Is there company negotiation?

6.	Are there special conditions? Collective? “Ad personam” o individual for any reason?

7.	Are the minimums fullfiled?

8.	Does it gather any conciliation or mediation proceeding?

9.	Is there any protocol of gender equality?

10.	Is there any sexual or moral harassment?

11.	Is there any internet or tech protocol. 

K.	BRANCH OFFICE:

1.	Are there branch offices in other cities?

2.	Workplace where they are:

3.	How many employees there?

4.	Are they informed as legal workplaces?

5.	Which collective agreement are they applying?

L.	INSPECTIONS

1.	Are there open inspections done with requirements or sanctions?

2.	Detail other inspections actuations and motives:

M.	TRIALS:

1.	Previous trials and results: 

2.	Open trials? 

3.	Any company brought before?

N.	OPEN CLAIMINGS?

1.-	CEMAC / TIC

2.-	court

3.-	inspections / INSS

4.-	other jurisdictions

O.	I.R.P.F.:

1.-	Are correctly  done and paid all retentions?

P.	PROFESIONAL CLASIFICATION:

1.	Are there or are well applied all professional classifications?

2.	Is actual work checked with the professional classification?

3.	Is the in payroll sheet the correct classification? 

4.	Is cotization tariff well applicated in all cases? (accidents tariff)

Q.	SOCIAL LIABILITY

1.	Which are the social liabilities, direct or indirect possible claims? Is there any special benefit for the workers? Is there any detected possible contingency?

2.	Excel with total indemnification calculations.

R.	ACTIVES

1.-	real estate

2.-	furniture (machinery)

S.	SOCIAL ENVIROMENT

1.	Previous conflicts

2.	Trades?

3.	How many deputies?

4.	How often are the meetings with the deputy committee?

5.	Do they get the economic information or the company?

6.	Do they get the accident information and statistics?

7.	Do they get reduced copies of the contracts?

8.	Do they have a room place?

T.	OTHERS

1.-	Literacy?

2. -	ETT use and formalities in that case?

U.	CHECK LIST COLLECTIVE AGREEMENT

1.	Is the correct collective agreement

2.	Is it still in force?

3.	Do they follow absorption and compensation?

4.	Are there “ad personam” benefits?

5.	Are managers’ instructions for work organization followed?

6.	Are there specific obligations for the company in the agreement?

7.	Are there systems or methodologies to follow in the agreement?

8.	Is it applied the professional classification?

9.	Do they take notice of specific measures for employment promotion and social benefits for different types of contracts?

10.	Are there test periods?

11.	Are there promotions?.

12.	 Are there transfers?

13.	Are there exchanges?

14.	Do they follow the pre-notice period?

15.	Is there a correct and commons sense payroll structure and policy?

16.	Are there incentives? Are they according to collective agreement policies?

17.	Are there pluses of painful, toxic and dangerous work?

18.	Are there nocturne hours?

19.	Extra payrolls?

20.	Extra hours

21.	Journey & flexibility agreements?

22.	Vacations:
a.	How long?

b.	Do the employees enjoy it or are been paid twice?

23.	Do they observe extra rights for employee representatives?

24.	Are there paid leaves?

25.	Illness leave: is it covered to 100% salary?

26.	Medical leave? Are they justified? 

27.	Work accidents?

28.	Exceedances?

29.	Non paid licenses 

30.	Departures, diets, travel and currency losses.

31.	Work dress? is there subcontracting?

32.	Special retirements and relief contracts.

33.	Special conditions for disability and death?

34.	Is there bilingualism?

35.	Disciplinary rules? Special formalities?

36.	How works the non-application clause?

37.	Are real functions checked and contrasted with payroll and collective agreement?

38.	Are salary conditions tables applied?