RESUMO NR 5 - CIPA COMISSÃO INTERNA DE PREVENÇÃO DE ACIDENTES

Summary

This video provides an essential overview of NR5, the regulatory standard for workplace accident prevention in Brazil, focusing on the Comissão Interna de Prevenção de Acidentes (CIPA). The video explains CIPA’s key functions, such as identifying workplace hazards, assessing risks, and implementing safety measures. It also covers the roles of both employers and employees, including the election and training of CIPA members, their legal protections, and their responsibilities. Special considerations for different types of companies and industries, such as construction and service providers, are also discussed. The video emphasizes the importance of CIPA in promoting workplace safety and preventing accidents.

Takeaways

• 😀 The NR5 (Regulatory Standard 5) focuses on the establishment of the Internal Accident Prevention Commission (CIPA), which aims to prevent work-related accidents and diseases, preserving workers' lives and promoting health.
• 😀 CIPA applies to public and private companies, including open, closed, or other businesses with employees governed by the CLT (Labor Code). It may also apply to other legal relationships if established by law.
• 😀 CIPA's key responsibilities include identifying and registering workplace hazards, assessing risks, and implementing preventive measures in collaboration with the employer.
• 😀 One specific CIPA task is requesting the employer to report workplace accidents through the CAT (Accident Communication Form) and promoting safety awareness annually.
• 😀 Companies are required to provide the minimum resources for CIPA to function effectively and allow employee participation in its activities, including access to documents like the CAT.
• 😀 CIPA is required at each company unit, and for seasonal companies, the number of employees for calculating CIPA requirements is based on the average number of workers over the last 12 months.
• 😀 CIPA members are chosen through elections, with the company appointing a president, while the elected members decide on other leadership positions like vice-president.
• 😀 Employees elected to CIPA gain job stability for 12 months during their term, and if re-elected, they receive up to 3 years of stability, protecting them from arbitrary dismissal or persecution.
• 😀 Employees under fixed-term contracts are not entitled to CIPA stability, and if the company does not meet the required number of employees, they must appoint a CIPA representative.
• 😀 The election process must be conducted at least 60 days before the end of the current mandate, with voting being secret and voluntary. If voter turnout is low, the election is extended until the necessary threshold is reached.

Q & A

What is the primary objective of NR5?

The primary objective of NR5 is to prevent workplace accidents and diseases, preserve life, and promote the health of workers.

Which companies are required to follow NR5?

NR5 applies to both public and private companies, including those with employees governed by the CLT (Consolidation of Labor Laws), and can also be extended to other work relationships as specified by law.

What are the main duties of CIPA according to NR5?

CIPA's main duties include identifying and documenting hazards in the workplace, evaluating risks, and implementing preventive measures in collaboration with the employer.

What is the employer's responsibility regarding CIPA?

The employer is responsible for providing the necessary resources for CIPA to function, allowing employee participation in CIPA activities, and providing information such as the CATE (Work Accident Communication).

How is CIPA structured in terms of leadership?

The company designates a President for CIPA, and the elected members choose a Vice-President, typically the one with the most votes, though this is not a fixed rule.

What is the stability benefit for employees elected to CIPA?

Employees elected to CIPA gain job stability during their mandate, which lasts for 12 months. This stability extends to 2 years for a second term, and up to 3 years if the employee is reelected twice.

Do all employees have the right to stability in CIPA?

No, employees with fixed-term contracts do not have the same job stability. Additionally, if the workplace does not meet the required number of employees, the stability conditions may not apply.

How should CIPA elections be conducted?

CIPA elections must be announced at least 60 days before the end of the current term, with a 15-day registration period. Voting is secret and optional, and if turnout is low, the election may be extended by one or two additional days.

What are the requirements for CIPA meetings?

CIPA meetings must occur regularly, at least monthly, with decisions being made by consensus when possible. In cases of serious incidents, extraordinary meetings may be called.

What kind of training is required for CIPA members?

CIPA members must undergo mandatory training before assuming their role. The training duration varies based on the company's risk group, with groups 1 to 4 requiring different hours of training ranging from 8 to 20 hours, and some training can be done remotely.