Como apurar Diferenças Salariais no PJECALC em 5 minutos?

Summary

This instructional video guides users through the process of calculating salary differences using PJE Calc. The tutorial focuses on scenarios where there is an increase in salary due to collective agreements, or when an employee is owed for discrepancies such as minimum wage violations or pay gaps with a comparable role. The step-by-step instructions explain how to input data, calculate due salary differences, and include reflections like FGTS, severance pay, and taxes. Viewers are encouraged to join a Telegram group for additional support and exercises, ensuring they can fully grasp the concepts demonstrated in the video.

Takeaways

• 😀 The video teaches how to calculate salary differences (diferença salarial) using the PJ Calc system, particularly when an employee has not received proper wage increases or is underpaid.
• 😀 The process starts by creating a new calculation in PJ Calc, where the user inputs client details, such as admission and dismissal dates.
• 😀 When entering salary details, it is essential to specify the 'salary received' and 'salary due' for the worker to calculate the difference between them.
• 😀 Salary history should include marking whether the social security contributions for the salary received have been paid by the employer.
• 😀 The system requires two historical entries: one for the salary received and another for the salary that the worker was entitled to receive, which will be used to compute the difference.
• 😀 Reflexes such as 13th salary, vacation pay, and notice pay should be added to ensure the total salary difference includes all applicable benefits.
• 😀 The calculation must also account for contributions like FGTS, income tax (IR), and other deductions, depending on the situation.
• 😀 For cases of unjust dismissal, the system allows the inclusion of a 40% FGTS penalty as part of the salary difference calculation.
• 😀 Once all salary history and reflexes are entered, the system automatically computes the salary difference and generates a detailed report showing all amounts, including contributions and taxes.
• 😀 The teacher emphasizes the importance of reviewing the calculation to ensure that all details are correctly accounted for, especially for reflexes like FGTS, tax contributions, and salary adjustments.
• 😀 Lastly, the video encourages users to join the Telegram group for further exercises and direct assistance, as well as to download the eBook for more in-depth guidance on using PJ Calc.

Q & A

What is the focus of the lesson in the transcript?

The lesson focuses on teaching how to calculate salary differences using the PJ Calc system, specifically in cases where there are salary discrepancies, such as not receiving an increase after a Collective Bargaining Agreement (CCT) or receiving less than the minimum wage.

What is the first step in launching a salary difference calculation in the PJ Calc system?

The first step is creating a new calculation, entering the relevant client details, including the state and municipality where the service was performed, and specifying the admission and termination dates.

Why is it important to set the date of the lawsuit when calculating salary differences?

Setting the date of the lawsuit is crucial because it helps determine the correct parameters for the calculation, especially if the exact lawsuit date is unknown. The system allows using today's date as an approximation.

What two types of salary history need to be entered in the system?

You need to enter two types of salary history: 'salary received' and 'salary owed.' These are used to calculate the difference by comparing what was paid to the employee versus what should have been paid.

Why is the 'salary received' marked with social contributions, while 'salary owed' is not?

The 'salary received' is marked with social contributions because it has already been accounted for in the employer's social security calculations. The 'salary owed,' however, is not marked with these contributions, as it will be calculated separately in the PJ Calc system.

What is the significance of using the 'salary owed' in the calculation?

The 'salary owed' is the amount the employee should have received, which is compared against the 'salary received' to calculate the difference. This helps in determining how much the employer still owes the employee for the salary discrepancy.

What are the reflexes of the salary difference that need to be considered in the calculation?

The reflexes of the salary difference include the 13th-month salary, vacation pay, termination notice, and the penalty for failing to pay severance (multa do 477), which are all based on the salary difference calculated.

How does the system handle proportional salary calculations for partial months worked?

The system proportionally calculates the salary difference for any partial months worked by applying the correct proportion based on the actual days worked, rather than calculating for the full month.

Why is it important to include the 40% FGTS fine in the calculation for employees dismissed without cause?

For employees dismissed without just cause, the FGTS fine of 40% is owed on the total amount accumulated in the FGTS account. This fine is added as a reflex of the salary difference and is important for the accurate calculation of the total amount due.

What does the system calculate after the salary difference and its reflexes are entered?

After entering the salary difference and its reflexes, the system calculates the total amount owed, including adjustments for FGTS, the 40% penalty, social security contributions, and any other required adjustments based on the employee's remuneration.