If the employee commits lack of gravity such that he compromises the confidence between the parties, making it undesirable the continuation of the work relationship, is appropriate to apply the just cause by the employer.

In this sense, it was the judgment of the 2nd Barbacena-MG rod, in which this situation was characterized and maintained the just cause applied by the employer. The employee asked for the reversal of his dispensation, claiming to have been a victim of bullying, because the employer wanted to resign. Thus, when presenting a medical certificate, he would have been unfairly dismissed by just cause.

However, in analyzing the proof of the process, that judgment found that the employer was dismissed from the burden of proving a serious lack imputed to the employee. This is because the employer found that in the medical certificate presented by the employee to justify their faults to work on July 12 and 13, 2013, the last date was added in the clear objective of the employee to have their lack abonished. After diligence with the physician who issued the certificate, the judgment found that there was a tamper in the document.

Thus, it concluded the judgment that, by presenting an adulterated medical attestation to the employer, with the objective of gaining advantage, the employee practiced the act of impropriety, breaking the trust between the parties, which authorizes the rupture of the employment contract Just cause, judging the requests of the worker unfounded. There was no appeal for the decision.