Call-Up Notice for Intermittent Work (Convocação para Trabalho Intermitente)

CALL-UP NOTICE FOR INTERMITTENT WORK (CONVOCAÇÃO PARA TRABALHO INTERMITENTE)

Employer: ✓Employer name Employee: ✓Employee name Notice issued on: Call-up sent on

1. LEGAL BASIS AND MINIMUM NOTICE 1.1. Under Article 452-A, §1, of the CLT, the Employer must call up the Employee for a specific shift IN WRITING, at least 3 (three) CALENDAR DAYS before the shift begins. 1.2. ⚠️ This notice was issued Call-up sent on, for a shift starting Shift start date at Shift start time — verify the 3-calendar-day minimum before sending.

2. SHIFT DETAILS 2.1. Start: Shift start date Shift start time. End: Shift end date Shift end time. 2.2. Place of work: Place of work.

3. RESPONSE 3.1. The Employee has Deadline to respond to accept or decline (statutory: 1 business day). 3.2. ⚠️ SILENCE IS TREATED AS REFUSAL (recusa presumida). A refusal to accept a call-up — express or by silence — is NOT insubordination and may NEVER be used as grounds for disciplinary action. 3.3. Response recorded: Response recorded.

SIGNATURES (if a written acceptance is obtained) Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

NOTE: this document is designed to be generated automatically, per shift, in bulk.

— — — ⚠️ This is a boilerplate template, not legal advice. Brazilian labour, data-protection, consumer- protection and sanitary law (the Consolidação das Leis do Trabalho — CLT, Decreto-Lei 5.452/1943, as reformed by Lei 13.467/2017; the eSocial digital reporting system, under which the admission event must be filed no later than the day before work starts and the CTPS Digital record is updated automatically; Lei 12.506/2011 on proportional notice periods; Lei 13.352/2016, the Lei do Salão Parceiro; the LGPD — Lei 13.709/2018 — supervised by the ANPD, including the simplified regime for agentes de pequeno porte under Resolução CD/ANPD nº 2/2022; the Código de Defesa do Consumidor — CDC, Lei 8.078/1990 — and Decreto 7.962/2013 for e-commerce; and ANVISA's RDC 216/2004 on food-service good practices, as supplemented by state/municipal vigilância sanitária rules) is highly procedural, tied to fixed statutory deadlines (e.g. eSocial admission BEFORE the first working day, a 3-calendar-day minimum notice for each intermittent-work shift, a 10-day TRCT settlement deadline, a 30-day advance vacation notice) and to significant penalties for missed deadlines or missing documentation. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) NR-1/PGR — psychosocial risk factors (fatores de risco psicossociais, Portaria MTE 1.419/2024) became subject to PUNITIVE fiscalização from 26 May 2026 — confirm your current Programa de Gerenciamento de Riscos (PGR) status (MEI is exempt; low-risk ME/EPP may qualify for a simplified declaration at pgr.trabalho.gov.br); (2) the "pejotização" question (STF Tema 1389) — whether an "autônomo"/"PJ" services arrangement may be reclassified as employment — remained UNRESOLVED by the Supreme Court (STF) as of mid-2026; any PJ/autônomo arrangement carries this litigation risk; (3) NFC-e/NF-e/CF-e-SAT/MFE/NFS-e fiscal documents are issued through your accountant's (contador) authorised system and are OUT OF SCOPE for this template; (4) almost every small business in this segment operates under Simples Nacional (MEI/ME/EPP) — a contador is a de facto mandatory partner for payroll, tax and eSocial compliance. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Portuguese where required for validity/ enforceability, and adapted by a Brazilian labour/commercial lawyer (advogado) and accountant (contador) — and checked against current guidance from the Ministério do Trabalho e Emprego (MTE), ANPD, ANVISA, Procon and local vigilância sanitária — before use.