The 1st Chamber of the Regional Labor Court of the 15th Region (TRT-15) upheld the termination for cause of a supermarket inspector who reported to work intoxicated and harassed co-workers. The court understood that the conduct constituted serious misconduct, sufficient to justify the immediate termination of the employment contract.
According to the decision, the employee’s behavior compromised the work environment, affecting relations among employees and violating basic duties of respect, discipline, and professional conduct. Evidence presented in the case showed that the episode occurred during working hours and caused discomfort among colleagues.
For business owners, the case reinforces the importance of maintaining clear policies on conduct and harassment prevention, as well as internal procedures for dealing with situations involving intoxication at work or inappropriate behavior. The decision shows that, when the seriousness of the conduct is properly proven, termination for cause may be considered legitimate by the Labor Court.
The ruling also highlights the role of companies in managing the organizational climate and preventing labor risks, reinforcing the need for training, reporting channels, and formal records of incidents to ensure greater legal security in potential disputes.