Novidades Fórum AT
- Eurogip – duas publicações exploram tema do reconhecimento da Covid-19 como doença relacionada ao trabalho / acidente de trabalho
https://eurogip.fr/quelle-reconnaissance-en-at-mp-du-covid-19-en-europe-en-2022/
EUROGIP publie un nouveau Focus sur les possibilités de reconnaître le Covid-19 en accident du travail et/ou maladie professionnelle (AT/MP) dans ces neuf pays : Allemagne, Belgique, Danemark, Espagne, Finlande, France, Italie, Luxembourg et Suède.
Ce Focus met donc à jour le document qu’EUROGIP avait publié en mai 2020, maintenant que les dispositifs sont stabilisés. Un tableau récapitule les dispositions, lesquelles sont ensuite présentées plus en détail par pays. Parmi les principaux constats, on notera que :
- la plupart des assureurs AT/MP ont intégré l’infection au SARS-COV-2 dans leur système de reconnaissance existant ;
- sept pays sur les neuf couverts proposent une reconnaissance du Covid-19 en tant que MP, voire également en AT selon des critères précis (Allemagne, Belgique, Danemark, Suède) ; la reconnaissance ne se fait qu’en AT en Espagne et en Italie ;
- le personnel soignant, dans un sens plus ou moins large en fonction du pays, bénéficie partout d’une présomption d’origine professionnelle légale ou de fait.
- aucun régime dérogatoire d’indemnisation n’a été créé.
Baixar a publicação Focus ()
https://eurogip.fr/espagne-reconnaissance-en-at-du-deces-lie-au-covid-dun-agent-dentretien/
Caso de óbito ligado à Covid 19 reconhecido como AT em trabalhador da limpeza em um hospital.
“En Espagne, le Covid-19 peut-être légalement reconnu comme accident du travail (AT) s’il est prouvé qu’il est “exclusivement causé par le travail”. Dans la pratique, une telle reconnaissance s’avère difficile pour les travailleurs non-soignants. Or le Tribunal social de Jerez (Xérès) vient de reconnaître le décès d’un agent de nettoyage de l’hôpital de la ville comme un accident du travail.
En effet, il a été prouvé qu’aucun proche du défunt n’avait contracté le coronavirus à cette période, alors qu’à l’hôpital de Jerez, l’ensemble du service ambulatoire de dermatologie – médecins, infirmières, assistants et secrétaires – était touché par la maladie.
Les faits remontent au tout début de la pandémie. Contaminée entre le 2 et le 11 mars 2020, la victime a été arrêtée le 18 mars en raison d’une rhinopharyngite aiguë. Le 22 mars, elle a été admise en soins intensifs pour une “infection due au coronavirus”. Elle est décédé le 19 avril.
Selon le tribunal, “le cadre temporel et chronologique ne peut être ignoré” puisque la pandémie “débutait et que les protocoles spéciaux de nettoyage et de protection n’avaient pas encore été activés; ils le seraient fin avril”. Il a ainsi été considéré que “les lésions subies par le travailleur pendant le temps et le lieu de travail ou l’aggravation de lésions préexistantes sont constitutives d’un accident du travail”.
- Decisão judicial que precisa ser estudada e explorada em suas potencialidades. “Dano moral indireto ou em ricochete”
“EMENTA: ACIDENTE DO TRABALHO. INDENIZAÇÃO POR DANO MORAL. DANO EM RICOCHETE. O dano moral indireto ou em ricochete ocorre quando a lesão transcende a vítima direta do sinistro, refletindo seus efeitos sobre outras pessoas a ela ligados, seja por vínculo de parentesco ou por afinidade. O dano em ricochete consiste, portanto, na possibilidade de os resultados danosos do ato ilícito praticado contra determinado indivíduo se expandirem, se irradiarem e alcançarem também terceiros, que com ele mantêm ou mantinham forte vínculo afetivo, e que igualmente são atingidas pelo sofrimento experimentado pela vítima ou decorrente da ausência daquele ente querido, se o acidente houver sido fatal.
SOBRINHA E TIO - RELAÇÃO DE FILIAÇÃO POR SOCIOAFETIVIDADE. No caso presente, foi reconhecida a relação de filiação por socioafetividade entre a Reclamante e o de cujus. Consoante parecer exarado pela Procuradora do Trabalho, Profª. Drª ANA CLÁUDIA NASCIMENTO GOMES: "De fato, as provas produzidas (Laudo Psicológico de Id. 3e48d55, fls. 43; fotos juntadas aos autos; fato incontroverso nos autos de que a Autora- Recorrente ter perdido prematuramente o seu pai biológico - Sr. Edson Barbosa da Silva e, especialmente, a prova oral produzida na Audiência de Instrução) indicam a existência de uma FORTE RELAÇÃO SOCIOAFETIVA entre a Autora-Recorrente e o de cujus. Se não era a Autora-Recorrente tratada de forma idêntica como filha (já que não residia com o de cujus e ele não supria todos os encargos psicológicos e financeiros dela), É CERTO TAMBÉM NÃO MANTINHAM UMA COMUM RELAÇÃO ENTRE SOBRINHA E TIO, na medida em que este representava e ocupava para ela uma como uma figura paterna e uma referência nesse sentido. Aliás, tanto o STF, quanto o STJ têm inúmeras decisões sobre o conceito alargado de "família" e o fato de que não é possível estabelecer tratamento diverso para pais socioafetivos."
Acesse o texto original aqui.
- Nos EUA auxiliar de cozinha demitida após adoecer (Covid 19) recorre ao Departamento do Trabalho e recebe proteção legal para tratamento e recebimento de salários
She Was Fired After Getting COVID. Then She Called the Department of Labor. (https://blog.dol.gov/2022/06/15/she-was-fired-after-getting-covid-then-she-called-the-department-of-labor)
Anna Friar had worked more than seven years as a kitchen assistant manager and cook at Willowbrook Assisted Living in Lake City, Florida, when she became seriously ill from COVID-19. Her husband, Billy, also tested positive, and between her own illness and caring for him, Anna was unable to work for more than six weeks.She notified her employer immediately and provided regular updates on their condition.
Within five days of her COVID-19 diagnosis, Anna’s administrator called to say she was no longer “a good fit” for the facility and terminated her employment. After seven years of positive performance reviews and loyalty to the company, the termination stunned Anna, who contacted the Wage and Hour Division once she recovered from her illness.
We launched an investigation into the company’s failure to offer job-protected leave and found Anna should have been offered unpaid leave and job protection for the time she dealt with COVID. The Family and Medical Leave Act requires covered employers to offer eligible employees up to 12 weeks of unpaid leave to seek treatment and recover from a serious health condition. With more than 50 employees at its two Lake City facilities, Willowbrook Assisted Living is a covered employer, and Anna was entitled to FMLA leave because she had worked at least 1,250 hours at Willowbrook in the 12 months before her COVID-19 diagnosis and received continuing treatment from a health-care provider.
Investigators also reviewed Willowbrook’s pay practices to determine compliance with the Fair Labor Standards Act and determined the company had not paid Anna and another employee their rightful overtime pay, in violation of the FLSA.
In addition to overtime wages, the Wage and Hour Division recovered the wages Anna would have earned if she had been restored to her position after her family and medical leave, as required by the FMLA.
Anna received $7,233 in back wages at a time when life had decided to give her family a more difficult trial.
“We were able to help our grandchildren after suddenly losing our son in a car accident,” Anna said. “This money helped us get caught back up and get our lives back in order. The investigator was very knowledgeable, compassionate and willing to help.”
Anna had already begun working at another care facility by the time the investigation concluded, but thanks to her willingness to step forward, future workers will find an updated FMLA policy at Willowbrook Assisted Living, and the company has agreed to comply with FMLA and FLSA requirements in the future.
For more information about the protections of the FMLA and FLSA, workers and employers can visit our website or call us confidentially. We can speak with callers in more than 200 languages through the agency’s toll-free helpline at 866-4US-WAGE (487-9243).
Robert Vaden is a community outreach and resource planning specialist for the U.S. Department of Labor’s Wage and Hour Division..
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