Submitted by Ana Valéria de Jesus Moura (anavaleria_131@hotmail.com) on 2018-08-21T16:58:19Z No. of bitstreams: 1 DERMEVAL ROCHA DA SILVA FILHO.pdf: 1120309 bytes, checksum: 2d632a50755a473dd236b9981a3cf542 (MD5) / Approved for entry into archive by Ana Valéria de Jesus Moura (anavaleria_131@hotmail.com) on 2018-08-21T16:58:27Z (GMT) No. of bitstreams: 1 DERMEVAL ROCHA DA SILVA FILHO.pdf: 1120309 bytes, checksum: 2d632a50755a473dd236b9981a3cf542 (MD5) / Made available in DSpace on 2018-08-21T16:58:27Z (GMT). No. of bitstreams: 1 DERMEVAL ROCHA DA SILVA FILHO.pdf: 1120309 bytes, checksum: 2d632a50755a473dd236b9981a3cf542 (MD5) / O presente estudo ora entregue à sociedade abordará importantes questões relacionadas aos limites e restrições à liberdade profissional no âmbito da Administração Pública, tema, pelo que já se viu, de pouca pesquisa na academia e raso tratamento doutrinário em solo pátrio, e que por certo interessará àqueles que, direta ou indiretamente, estão envolvidos com o serviço público. A liberdade profissional goza de um histórico de proteção constitucional no país, a começar pela Carta imperial de 1824, constituindo direito fundamental atualmente previsto no art. 5º, XIII, da Constituição Federal de 1988. O escopo dessa pesquisa é investigar o alcance dessa liberdade, sua eficácia, seu âmbito de proteção sujeito a limites, restrições e conformações não só com base no inciso XIII aludido, que se apresentaria como regra e princípio ao mesmo tempo, mas também com fundamento em outras situações que, à luz da Constituição, serviriam como janelas para ensejar interferências no direito em apreço. Nessa perspectiva, e como fechamento do contributo do trabalho para a proteção desse direito fundamental, serão objeto de investigação alguns parâmetros propostos para aferir a constitucionalidade das afetações impostas pelo Poder Público. / This study, which has been presented to our society, will cover important questions concerning the limits and restrictions on professional freedom in the Public Administration, theme that there has been little researched in the academy and dealt with narrow doctrinal treatment throughout the country background. The study will certainly be interesting for those who are directly or indirectly involved in public service. The professional freedom has a history of legal constitutional protection in the country, beginning with the 1824 Imperial Letter, composing a fundamental right currently provided by in Article 5, Item XIII, from the 1988 Federal Constitution. The scope of this research aims to investigate the reach of this freedom, its effectiveness, its range of protection under limits, restrictions and conformations not only based on the Item XIII aforementioned, that presents itself both and simultaneously as a rule and a principle. In addition, it will appear grounded on other situations that, by the interpretation of the Constitution, would serve as windows to allow interference in the social right in question. In this perspective, and as closure of the study’s contribution to the protection of this fundamental right, some proposed parameters to assess the constitutionality of the stains imposed by the Public Power will be used as investigational objects.

Le droit de la mobilité professionnelle, s'il connaît de nombreuses définitions, suppose encore un travail de construction. Entre obligations de l’employeur et droits du salarié, la mobilité professionnelle oblige à concilier un épineux paradigme alliant flexibilité dans l’entreprise et sécurité du parcours professionnel. Cette complexité est révélatrice d’une ambiguïté originelle : la mobilité professionnelle s’inspire pour l’essentiel de la pratique d’entreprise, si bien qu’il existe aujourd’hui autant de régimes de mobilité que de situations impliquant des mobilités. Clause de mobilité professionnelle, reclassement du salarié, mise à disposition de personnel, mobilité volontaire sécurisée, accord de performance collective, ruptures négociées, cession de contrat, l’étude des dispositifs juridiques démontre que la mobilité est essentiellement envisagée à court terme, à l’initiative de l’employeur et construite sur un schéma de contrainte ne tenant pas compte de la liberté individuelle du salarié. Le manque d’efficacité de l’arsenal juridique et les dérives qui en résultent en pratique rendent incompatibles le droit positif avec l’objectif de développement de la mobilité positive, pierre angulaire du droit de la mobilité professionnelle. Les nombreuses interventions du législateur au soutien des formes de mobilités contraintes concourent à la défaillance de cette ambition. Alors que le droit à la mobilité est, formellement, une garantie fondamentale du statut des fonctionnaires et des agents publics, une telle équivalence n’existe pas en matière de droit privé. L’enjeu majeur réside dès lors dans la capacité du législateur à repenser la mobilité positive. / The professional mobility law, although it has many definitions, still requires construction work. Between the obligations of the employer and the rights of the employee, professional mobility requires reconciling the thorny paradigm between flexibility in the company and safety of the professional career. This complexity reveals an original ambiguity: professional mobility is essentially inspired by practice, so that today there are as many mobility schemes as there are situations involving mobility. Professional mobility clause, reclassification of the employee, personnel provision, secure voluntary mobility, performing agreement, negotiated breaks of contract, assignment of contract, the study of legal devices shows that mobility is mainly envisaged in the short term, at the initiative of the employer and built on a pattern of constraint not taking into account the individual freedom of the employee. The lack of efficiency of the legal framework and the resulting abuses in practice make positive law incompatible with the objective of developing positive mobility, which is the cornerstone professional mobility law. The many interventions of the legislator in support of the forms of constrained mobilities contribute to the failure of this ambition. While the right to mobility is, formally, a fundamental guarantee of the status of civil servants and public officials, such equivalence does not exist in private law. The major challenge therefore lies in the ability of the legislator to rethink positive mobility.

This is a qualitative study based on interviews with unit managers working by the entitlement law LSS, Act concerning Support and Service for Persons with Certain Functional Impairments. The purpose of this study is to get an understanding of how unit managers in the LSS area perceive, work with and have experience of user influence in their organizations. The implementation of previous research makes an easier understanding of what the professional role means for both the organization and the user of welfare services. The main result of the study shows that the unit managers have a significant role for the user influence and that user influence needs further development in their organizations. Unit managers work to equalize social differences and compensate for the user's care needs. User influence is therefore needed for users to be able to become as independent as possible.  The unit manager works according to organizational conditions and creates strategies while using their professional discretion. Which promotes participation and self-determination for the user and their way of life. The result fills a knowledge gap regarding the unit manager's professional role and work for and with user influence in practice within the law of LSS. The study's theoretical approach is based on the theories of human-treating organizations, social citizenship and a model that explains society views different levels of disability and the user's personal autonomy.