.
Assédio moral no teletrabalho:
o papel fundamental do
compliance laboral
𝘿𝙚𝙨𝙙𝙚 𝙤 𝙞𝙣𝙞́𝙘𝙞𝙤 𝙙𝙖 𝙥𝙖𝙣𝙙𝙚𝙢𝙞𝙖, 𝙚𝙢 𝙛𝙞𝙣𝙖𝙞𝙨 𝙙𝙚 𝟮𝟬𝟭𝟵/ 𝙞𝙣𝙞́𝙘𝙞𝙤𝙨 𝙙𝙚 𝟮𝟬𝟮𝟬, 𝙩𝙚𝙨𝙩𝙚𝙢𝙪𝙣𝙝𝙖́𝙢𝙤𝙨 𝙪𝙢 𝙘𝙧𝙚𝙨𝙘𝙞𝙢𝙚𝙣𝙩𝙤 𝙚𝙭𝙥𝙤𝙣𝙚𝙣𝙘𝙞𝙖𝙡 𝙙𝙖 𝙞𝙢𝙥𝙤𝙧𝙩𝙖̂𝙣𝙘𝙞𝙖 𝙙𝙤 𝙧𝙚𝙜𝙞𝙢𝙚 𝙙𝙚 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤 𝙣𝙖𝙨 𝙧𝙚𝙡𝙖𝙘̧𝙤̃𝙚𝙨 𝙡𝙖𝙗𝙤𝙧𝙖𝙞𝙨, 𝙖𝙥𝙚𝙨𝙖𝙧 𝙙𝙚 𝙚𝙨𝙩𝙚 𝙚𝙭𝙞𝙨𝙩𝙞𝙧 𝙣𝙤 𝙣𝙤𝙨𝙨𝙤 𝙤𝙧𝙙𝙚𝙣𝙖𝙢𝙚𝙣𝙩𝙤 𝙟𝙪𝙧𝙞́𝙙𝙞𝙘𝙤 𝙙𝙚𝙨𝙙𝙚 𝟮𝟬𝟬𝟯.
𝙉𝙖𝙩𝙪𝙧𝙖𝙡𝙢𝙚𝙣𝙩𝙚 𝙤 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤 𝙦𝙪𝙚 𝙖𝙥𝙧𝙚𝙨𝙚𝙣𝙩𝙖 𝙫𝙖𝙣𝙩𝙖𝙜𝙚𝙣𝙨, 𝙣𝙖̃𝙤 𝙨𝙤́ 𝙥𝙖𝙧𝙖 𝙖𝙨 𝙥𝙖𝙧𝙩𝙚𝙨 𝙙𝙖 𝙧𝙚𝙡𝙖𝙘̧𝙖̃𝙤 𝙡𝙖𝙗𝙤𝙧𝙖𝙡, 𝙘𝙤𝙢𝙤 𝙩𝙖𝙢𝙗𝙚́𝙢 𝙥𝙖𝙧𝙖 𝙖 𝙨𝙤𝙘𝙞𝙚𝙙𝙖𝙙𝙚.
𝘼𝙤 𝙚𝙢𝙥𝙧𝙚𝙜𝙖𝙙𝙤𝙧, 𝙜𝙖𝙧𝙖𝙣𝙩𝙚 𝙖 𝙙𝙞𝙢𝙞𝙣𝙪𝙞𝙘̧𝙖̃𝙤 𝙙𝙤𝙨 𝙘𝙪𝙨𝙩𝙤𝙨 𝙘𝙤𝙢 𝙞𝙣𝙨𝙩𝙖𝙡𝙖𝙘̧𝙤̃𝙚𝙨 𝙚 𝙚𝙣𝙚𝙧𝙜𝙞𝙖, 𝙗𝙚𝙢 𝙘𝙤𝙢𝙤 𝙖 𝙤𝙩𝙞𝙢𝙞𝙯𝙖𝙘̧𝙖̃𝙤 𝙙𝙤𝙨 𝙚𝙨𝙥𝙖𝙘̧𝙤𝙨 𝙙𝙞𝙨𝙥𝙤𝙣𝙞́𝙫𝙚𝙞𝙨.
𝘼𝙤 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧, 𝙥𝙤𝙨𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙖 𝙪𝙢𝙖 𝙢𝙚𝙡𝙝𝙤𝙧 𝙘𝙤𝙣𝙘𝙞𝙡𝙞𝙖𝙘̧𝙖̃𝙤 𝙚𝙣𝙩𝙧𝙚 𝙖 𝙫𝙞𝙙𝙖 𝙥𝙧𝙤𝙛𝙞𝙨𝙨𝙞𝙤𝙣𝙖𝙡 𝙚 𝙛𝙖𝙢𝙞𝙡𝙞𝙖𝙧 𝙚 𝙖 𝙧𝙚𝙙𝙪𝙘̧𝙖̃𝙤 𝙙𝙖𝙨 𝙙𝙚𝙨𝙥𝙚𝙨𝙖𝙨 (𝙚 𝙩𝙚𝙢𝙥𝙤) 𝙙𝙚 𝙩𝙧𝙖𝙣𝙨𝙥𝙤𝙧𝙩𝙚 𝙘𝙤𝙢 𝙙𝙚𝙨𝙡𝙤𝙘𝙖𝙘̧𝙤̃𝙚𝙨 𝙥𝙖𝙧𝙖 𝙤 𝙡𝙤𝙘𝙖𝙡 𝙙𝙚 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤.
𝙋𝙤𝙧 𝙨𝙚𝙪 𝙩𝙪𝙧𝙣𝙤, 𝙖 𝙨𝙤𝙘𝙞𝙚𝙙𝙖𝙙𝙚 𝙗𝙚𝙣𝙚𝙛𝙞𝙘𝙞𝙖, 𝙣𝙤𝙢𝙚𝙖𝙙𝙖𝙢𝙚𝙣𝙩𝙚, 𝙣𝙖 𝙧𝙚𝙙𝙪𝙘̧𝙖̃𝙤 𝙙𝙤𝙨 𝙣𝙞́𝙫𝙚𝙞𝙨 𝙙𝙚 𝙥𝙤𝙡𝙪𝙞𝙘̧𝙖̃𝙤 𝙚 𝙙𝙚𝙨𝙘𝙤𝙣𝙜𝙚𝙨𝙩𝙞𝙤𝙣𝙖𝙢𝙚𝙣𝙩𝙤 𝙙𝙤 𝙘𝙚𝙣𝙩𝙧𝙤 𝙙𝙖𝙨 𝙘𝙞𝙙𝙖𝙙𝙚𝙨.
𝙈𝙖𝙨 𝙤 𝙧𝙚𝙜𝙞𝙢𝙚 𝙙𝙚 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤 𝙣𝙖̃𝙤 𝙨𝙚 𝙡𝙞𝙢𝙞𝙩𝙖 𝙖 𝙫𝙖𝙣𝙩𝙖𝙜𝙚𝙣𝙨.
𝙀́ 𝙞𝙢𝙥𝙤𝙧𝙩𝙖𝙣𝙩𝙚 𝙣𝙖̃𝙤 𝙚𝙨𝙦𝙪𝙚𝙘𝙚𝙧 𝙦𝙪𝙚 𝙤 𝙢𝙤𝙗𝙗𝙞𝙣𝙜, 𝙘𝙤𝙢𝙤 𝙤 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤 𝙢𝙤𝙧𝙖𝙡 𝙦𝙪𝙚 𝙤𝙘𝙤𝙧𝙧𝙚 𝙣𝙤 𝙡𝙤𝙘𝙖𝙡 𝙙𝙚 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤, 𝙥𝙤𝙙𝙚 𝙩𝙖𝙢𝙗𝙚́𝙢 𝙫𝙚𝙧𝙞𝙛𝙞𝙘𝙖𝙧-𝙨𝙚 𝙣𝙤 𝙣𝙤𝙫𝙤 𝙡𝙤𝙘𝙖𝙡 𝙙𝙚 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤 𝙙𝙤 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧, 𝙣𝙤𝙧𝙢𝙖𝙡𝙢𝙚𝙣𝙩𝙚, 𝙤 𝙨𝙚𝙪 𝙙𝙤𝙢𝙞𝙘𝙞́𝙡𝙞𝙤.
𝙊 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤 𝙚𝙢 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤 𝙥𝙤𝙙𝙚 𝙤𝙘𝙤𝙧𝙧𝙚𝙧 "𝙚𝙢 𝙙𝙞𝙧𝙚𝙩𝙤" 𝙤𝙪 𝙚𝙢 𝙙𝙞𝙛𝙚𝙧𝙞𝙙𝙤, 𝙚𝙢 𝙧𝙚𝙪𝙣𝙞𝙖̃𝙤 𝙥𝙤𝙧 𝙫𝙞𝙙𝙚𝙤𝙘𝙝𝙖𝙢𝙖𝙙𝙖, 𝙢𝙚𝙙𝙞𝙖𝙣𝙩𝙚 𝙝𝙪𝙢𝙞𝙡𝙝𝙖𝙘̧𝙖̃𝙤 𝙙𝙤 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧 𝙤𝙪 𝙖𝙩𝙧𝙖𝙫𝙚́𝙨 𝙙𝙚 𝙪𝙢𝙖 "𝙘𝙝𝙖𝙢𝙖𝙙𝙖 𝙙𝙚 𝙖𝙩𝙚𝙣𝙘̧𝙖̃𝙤" 𝙥𝙪́𝙗𝙡𝙞𝙘𝙖. 𝙀𝙢 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤, 𝙚𝙨𝙩𝙖𝙨 𝙨𝙞𝙩𝙪𝙖𝙘̧𝙤̃𝙚𝙨 𝙖𝙘𝙤𝙣𝙩𝙚𝙘𝙚𝙢 𝙣𝙖̃𝙤 𝙨𝙤́ 𝙥𝙚𝙧𝙖𝙣𝙩𝙚 𝙤 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧 𝙚 𝙤𝙪𝙩𝙧𝙤𝙨 𝙚𝙡𝙚𝙢𝙚𝙣𝙩𝙤𝙨 𝙙𝙖 𝙚𝙢𝙥𝙧𝙚𝙨𝙖, 𝙢𝙖𝙨 𝙩𝙖𝙢𝙗𝙚́𝙢 𝙥𝙚𝙧𝙖𝙣𝙩𝙚 𝙛𝙖𝙢𝙞𝙡𝙞𝙖𝙧𝙚𝙨, 𝙩𝙚𝙣𝙙𝙤 𝙚𝙢 𝙘𝙤𝙣𝙩𝙖 𝙦𝙪𝙚 𝙣𝙚𝙢 𝙩𝙤𝙙𝙤𝙨 𝙤𝙨 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧𝙚𝙨 𝙩𝙚̂𝙢 𝙘𝙤𝙣𝙙𝙞𝙘̧𝙤̃𝙚𝙨 𝙥𝙖𝙧𝙖 𝙩𝙚𝙧 𝙪𝙢 𝙚𝙨𝙥𝙖𝙘̧𝙤 𝙥𝙧𝙤́𝙥𝙧𝙞𝙤 𝙥𝙖𝙧𝙖 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙧 𝙚𝙢 𝙘𝙖𝙨𝙖.
𝙋𝙖𝙧𝙖 𝙢𝙞𝙣𝙞𝙢𝙞𝙯𝙖𝙧 𝙚 𝙥𝙚𝙧𝙢𝙞𝙩𝙞𝙧, 𝙘𝙖𝙨𝙤 𝙖𝙘𝙤𝙣𝙩𝙚𝙘̧𝙖, 𝙖 𝙧𝙚𝙨𝙤𝙡𝙪𝙘̧𝙖̃𝙤 𝙧𝙖́𝙥𝙞𝙙𝙖 𝙙𝙚 𝙪𝙢𝙖 𝙨𝙞𝙩𝙪𝙖𝙘̧𝙖̃𝙤 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤 𝙚𝙢 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤, 𝙚́ 𝙞𝙢𝙥𝙤𝙧𝙩𝙖𝙣𝙩𝙚 𝙖𝙨 𝙚𝙢𝙥𝙧𝙚𝙨𝙖𝙨 𝙞𝙢𝙥𝙡𝙚𝙢𝙚𝙣𝙩𝙖𝙧𝙚𝙢 𝙞𝙣𝙨𝙩𝙧𝙪𝙢𝙚𝙣𝙩𝙤𝙨 𝙙𝙚 𝙘𝙤𝙢𝙥𝙡𝙞𝙖𝙣𝙘𝙚 𝙡𝙖𝙗𝙤𝙧𝙖𝙡, 𝙣𝙤𝙢𝙚𝙖𝙙𝙖𝙢𝙚𝙣𝙩𝙚 𝙪𝙢 𝘾𝙤́𝙙𝙞𝙜𝙤 𝙥𝙖𝙧𝙖 𝙖 𝙋𝙧𝙚𝙫𝙚𝙣𝙘̧𝙖̃𝙤 𝙚 𝘾𝙤𝙢𝙗𝙖𝙩𝙚 𝙖𝙤 𝘼𝙨𝙨𝙚́𝙙𝙞𝙤 𝙣𝙤 𝙏𝙧𝙖𝙗𝙖𝙡𝙝𝙤.
𝙊 𝙘𝙤́𝙙𝙞𝙜𝙤 𝙙𝙚 𝙘𝙤𝙣𝙙𝙪𝙩𝙖 𝙚́ 𝙪𝙢 𝙙𝙤𝙨 𝙞𝙣𝙨𝙩𝙧𝙪𝙢𝙚𝙣𝙩𝙤𝙨 𝙙𝙚 𝙘𝙤𝙢𝙥𝙡𝙞𝙖𝙣𝙘𝙚 𝙡𝙖𝙗𝙤𝙧𝙖𝙡 𝙤𝙗𝙧𝙞𝙜𝙖𝙩𝙤́𝙧𝙞𝙤 𝙥𝙖𝙧𝙖 𝙩𝙤𝙙𝙖𝙨 𝙖𝙨 𝙚𝙢𝙥𝙧𝙚𝙨𝙖𝙨, 𝙞𝙣𝙙𝙚𝙥𝙚𝙣𝙙𝙚𝙣𝙩𝙚𝙢𝙚𝙣𝙩𝙚 𝙙𝙖 𝙨𝙪𝙖 𝙣𝙖𝙩𝙪𝙧𝙚𝙯𝙖 𝙥𝙪́𝙗𝙡𝙞𝙘𝙖 𝙤𝙪 𝙥𝙧𝙞𝙫𝙖𝙙𝙖, 𝙘𝙤𝙢 𝙣𝙪́𝙢𝙚𝙧𝙤 𝙞𝙜𝙪𝙖𝙡 𝙖 𝙨𝙚𝙩𝙚 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧𝙚𝙨, 𝙚 𝙫𝙞𝙨𝙖 𝙙𝙖𝙧 𝙖 𝙘𝙤𝙣𝙝𝙚𝙘𝙚𝙧, 𝙚𝙫𝙞𝙩𝙖𝙧, 𝙞𝙙𝙚𝙣𝙩𝙞𝙛𝙞𝙘𝙖𝙧, 𝙚𝙡𝙞𝙢𝙞𝙣𝙖𝙧 𝙚 𝙥𝙪𝙣𝙞𝙧 𝙨𝙞𝙩𝙪𝙖𝙘̧𝙤̃𝙚𝙨 𝙚 𝙘𝙤𝙢𝙥𝙤𝙧𝙩𝙖𝙢𝙚𝙣𝙩𝙤𝙨 𝙨𝙪𝙨𝙘𝙚𝙩𝙞́𝙫𝙚𝙞𝙨 𝙙𝙚 𝙨𝙪𝙗𝙨𝙩𝙖𝙣𝙘𝙞𝙖𝙧 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤 𝙣𝙤 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤.
𝘿𝙚𝙫𝙚 𝙜𝙖𝙧𝙖𝙣𝙩𝙞𝙧 𝙦𝙪𝙚: (𝙖) 𝙤𝙨 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧𝙚𝙨 𝙚 𝙤𝙨 𝙤́𝙧𝙜𝙖̃𝙤𝙨 𝙙𝙚 𝙩𝙤𝙥𝙤 𝙨𝙖̃𝙤 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙖́𝙫𝙚𝙞𝙨 𝙥𝙚𝙡𝙤 𝙘𝙪𝙢𝙥𝙧𝙞𝙢𝙚𝙣𝙩𝙤 𝙙𝙚 𝙪𝙢𝙖 𝙥𝙤𝙡𝙞́𝙩𝙞𝙘𝙖 𝙙𝙚 𝙩𝙤𝙡𝙚𝙧𝙖̂𝙣𝙘𝙞𝙖 𝙯𝙚𝙧𝙤 𝙧𝙚𝙡𝙖𝙩𝙞𝙫𝙖𝙢𝙚𝙣𝙩𝙚 𝙖 𝙥𝙧𝙖́𝙩𝙞𝙘𝙖𝙨 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤; 𝙚 (𝙗) 𝙖 𝙀𝙣𝙩𝙞𝙙𝙖𝙙𝙚 𝙀𝙢𝙥𝙧𝙚𝙜𝙖𝙙𝙤𝙧𝙖 𝙙𝙚𝙛𝙞𝙣𝙚 𝙪𝙢𝙖 𝙥𝙤𝙡𝙞́𝙩𝙞𝙘𝙖 𝙞𝙣𝙩𝙚𝙧𝙣𝙖 𝙙𝙚 𝙩𝙤𝙡𝙚𝙧𝙖̂𝙣𝙘𝙞𝙖 𝙯𝙚𝙧𝙤, 𝙦𝙪𝙚 𝙘𝙤𝙣𝙨𝙖𝙜𝙧𝙚, 𝙣𝙤𝙢𝙚𝙖𝙙𝙖𝙢𝙚𝙣𝙩𝙚: (𝙞) 𝙤 𝙧𝙚𝙥𝙧𝙚𝙨𝙚𝙣𝙩𝙖𝙣𝙩𝙚 𝙙𝙖 𝙚𝙢𝙥𝙧𝙚𝙨𝙖 𝙦𝙪𝙚 𝙤 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧 𝙙𝙚𝙫𝙚 𝙘𝙤𝙣𝙩𝙖𝙘𝙩𝙖𝙧, (𝙞𝙞) 𝙤 𝙙𝙚𝙫𝙚𝙧 𝙙𝙚 𝙦𝙪𝙖𝙡𝙦𝙪𝙚𝙧 𝙥𝙚𝙨𝙨𝙤𝙖 𝙙𝙚𝙣𝙪𝙣𝙘𝙞𝙖𝙧 𝙪𝙢 𝙞𝙣𝙘𝙞𝙙𝙚𝙣𝙩𝙚 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤; (𝙞𝙞𝙞) 𝙖 𝙥𝙧𝙤𝙩𝙚𝙘̧𝙖̃𝙤 𝙙𝙤𝙨 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧𝙚𝙨 𝙦𝙪𝙚 𝙙𝙚𝙣𝙪𝙣𝙘𝙞𝙚𝙢 𝙪𝙢𝙖 𝙨𝙞𝙩𝙪𝙖𝙘̧𝙖̃𝙤 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤, 𝙧𝙚𝙡𝙖𝙩𝙞𝙫𝙖𝙢𝙚𝙣𝙩𝙚 𝙖 𝙛𝙤𝙧𝙢𝙖𝙨 𝙙𝙚 𝙧𝙚𝙩𝙖𝙡𝙞𝙖𝙘̧𝙖̃𝙤; (𝙞𝙫) 𝙖 𝙙𝙚𝙛𝙞𝙣𝙞𝙘̧𝙖̃𝙤 𝙙𝙚 𝙪𝙢 𝙥𝙧𝙤𝙘𝙚𝙨𝙨𝙤 𝙙𝙚 𝙖𝙫𝙚𝙧𝙞𝙜𝙪𝙖𝙘̧𝙖̃𝙤 𝙚 𝙧𝙚𝙨𝙤𝙡𝙪𝙘̧𝙖̃𝙤 𝙘𝙤𝙣𝙙𝙪𝙯𝙞𝙙𝙤 𝙥𝙤𝙧 𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙖𝙙𝙤𝙧𝙚𝙨 𝙘𝙤𝙢 𝙘𝙤𝙣𝙝𝙚𝙘𝙞𝙢𝙚𝙣𝙩𝙤𝙨 𝙚𝙨𝙥𝙚𝙘𝙞𝙖𝙡𝙞𝙯𝙖𝙙𝙤𝙨 𝙣𝙖 𝙥𝙧𝙖́𝙩𝙞𝙘𝙖 𝙙𝙖 𝙥𝙧𝙚𝙫𝙚𝙣𝙘̧𝙖̃𝙤 𝙚 𝙧𝙚𝙨𝙤𝙡𝙪𝙘̧𝙖̃𝙤 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤; (𝙫) 𝙖𝙨 𝙨𝙖𝙣𝙘̧𝙤̃𝙚𝙨 𝙖 𝙖𝙥𝙡𝙞𝙘𝙖𝙧.
𝘼𝙨 𝙚𝙢𝙥𝙧𝙚𝙨𝙖𝙨 𝙣𝙖̃𝙤 𝙙𝙚𝙫𝙚𝙢, 𝙥𝙤𝙧 𝙞𝙨𝙨𝙤, 𝙥𝙧𝙚𝙤𝙘𝙪𝙥𝙖𝙧-𝙨𝙚 𝙖𝙥𝙚𝙣𝙖𝙨 𝙚𝙢 𝙩𝙚𝙧 𝙪𝙢 𝙙𝙤𝙘𝙪𝙢𝙚𝙣𝙩𝙤 𝙚𝙨𝙘𝙧𝙞𝙩𝙤 𝙦𝙪𝙚 𝙘𝙪𝙢𝙥𝙧𝙖 𝙛𝙤𝙧𝙢𝙖𝙡𝙢𝙚𝙣𝙩𝙚 𝙘𝙤𝙢 𝙖 𝙤𝙗𝙧𝙞𝙜𝙖𝙘̧𝙖̃𝙤 𝙡𝙚𝙜𝙖𝙡. 𝙀́ 𝙚𝙭𝙞𝙜𝙞́𝙫𝙚𝙡 𝙖 𝙖𝙙𝙤𝙘̧𝙖̃𝙤 𝙙𝙚 𝙢𝙚𝙙𝙞𝙙𝙖𝙨 𝙘𝙤𝙣𝙘𝙧𝙚𝙩𝙖𝙨 𝙚 𝙧𝙚𝙜𝙪𝙡𝙖𝙧𝙚𝙨 𝙦𝙪𝙚 𝙥𝙚𝙧𝙢𝙞𝙩𝙖𝙢 𝙖 𝙨𝙪𝙖 𝙚𝙛𝙚𝙩𝙞𝙫𝙖𝙘̧𝙖̃𝙤, 𝙣𝙤𝙢𝙚𝙖𝙙𝙖𝙢𝙚𝙣𝙩𝙚 𝙖𝙤 𝙣𝙞́𝙫𝙚𝙡 𝙙𝙤 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤. 𝘼𝙥𝙚𝙣𝙖𝙨 𝙖𝙙𝙤𝙩𝙖𝙣𝙙𝙤 𝙪𝙢 𝙘𝙤́𝙙𝙞𝙜𝙤 𝙨𝙞𝙢𝙥𝙡𝙚𝙨, 𝙙𝙚 𝙛𝙖́𝙘𝙞𝙡 𝙥𝙚𝙧𝙘𝙚𝙘̧𝙖̃𝙤 𝙚 𝙦𝙪𝙚 𝙘𝙪𝙢𝙥𝙧𝙖 𝙘𝙤𝙢 𝙖𝙨 𝙤𝙧𝙞𝙚𝙣𝙩𝙖𝙘̧𝙤̃𝙚𝙨 𝙙𝙖𝙨 𝙚𝙣𝙩𝙞𝙙𝙖𝙙𝙚𝙨 𝙘𝙤𝙢𝙥𝙚𝙩𝙚𝙣𝙩𝙚𝙨, 𝙖𝙨 𝙚𝙢𝙥𝙧𝙚𝙨𝙖𝙨 𝙘𝙤𝙣𝙨𝙚𝙜𝙪𝙞𝙧𝙖̃𝙤 𝙖𝙡𝙘𝙖𝙣𝙘̧𝙖𝙧 𝙤 𝙩𝙖̃𝙤 𝙙𝙚𝙨𝙚𝙟𝙖𝙙𝙤 𝙤𝙗𝙟𝙚𝙩𝙞𝙫𝙤: 𝙚𝙫𝙞𝙩𝙖𝙧 𝙚 𝙙𝙚𝙣𝙪𝙣𝙘𝙞𝙖𝙧 𝙨𝙞𝙩𝙪𝙖𝙘̧𝙤̃𝙚𝙨 𝙙𝙚 𝙖𝙨𝙨𝙚́𝙙𝙞𝙤 𝙡𝙖𝙗𝙤𝙧𝙖𝙡, 𝙚𝙢 𝙜𝙚𝙧𝙖𝙡, 𝙚 𝙣𝙤 𝙘𝙤𝙣𝙩𝙚𝙭𝙩𝙤 𝙙𝙚 𝙩𝙚𝙡𝙚𝙩𝙧𝙖𝙗𝙖𝙡𝙝𝙤, 𝙚𝙢 𝙥𝙖𝙧𝙩𝙞𝙘𝙪𝙡𝙖𝙧.
* Jurista, associada da MACEDO VITORINO
IN "DINHEIRO VIVO" - 03/05/22 .
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