Human resources in Brazil Prepare for opportunity

TM
Human resources in Brazil
Prepare for opportunity
A practical guide from the Economist Intelligence Unit
www.eiu.com
Human resources in Brazil
Prepare for opportunity
Overview
B
razil has a highly regulated and costly labour system for the formal sector, and there continues to
be a sizeable informal sector that employs many workers. The Economist Intelligence Unit expects
the country’s labour force to reach 104.3m by end-2011, up from 102.2m at end-2010. According to
the national statistics agency, the Brazilian Institute for Geography and Statistics (Instituto Brasileiro
de Geografia e Estatística—IBGE), the unemployment rate was 6.2% at end-June 2011; this compares
with 7.3% at end-June 2010 and 8.6% at end-June 2009. The IBGE’s methodology considers those not
holding full-time work but occupied for some portion of the day as being employed.
Qualified managers are available locally, though vigorous competition to hire executives spurs rapid
turnover. Management salaries have risen faster than inflation for years, and are nearing salary levels
in industrialised countries. There remains a lack of skilled technical workers and engineers.
Employment agencies and online services are widely used to fill technical, management and
temporary positions. Some of the world’s top employment companies have branches in Brazil.
Labourers are typically recruited through notices at plant sites and by word of mouth.
The Ministry of Labour and Employment (Ministério do Trabalho e Emprego) provides detailed
information on labour legislation and labour relations.
Labour law
L
abour relations in Brazil are governed by the Consolidated Labour Laws (Consolidação das Leis
do Trabalho) and numerous complementary laws and regulations. All of these are available
in Portuguese on the website of the Ministry of Labour and Employment (Ministério do Trabalho e
Emprego—MTE). Limited information is available in English and Spanish.
The administration of Fernando Henrique Cardoso (1995–2002) introduced more flexibility into
labour relations and better protection of workers’ rights. The 1988 federal constitution (Constituição
Federal) contains several important labour provisions. Among other measures, it legalises unions,
collective-bargaining negotiations and the right to strike in both the public and private sectors.
The constitution also sets overtime rates, provides a monthly minimum wage and regulates working
hours. It lists a variety of labour entitlements, including the following: maternity leave, annual leave,
worker’s compensation, social services, medical assistance and unemployment benefits.
Law 9601 of January 1998 liberalised the rules governing temporary employees, and Provisional
Measure 1709 of September 1998 liberalised the rules on part-time work. These regulations also let
employers pay less in mandatory social charges for such employees.
Industrial labour
A
single union represents all Brazilian workers of an industrial sector in a given geographical area.
The central body collects mandatory dues from all workers (equal to what is earned in one day of
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Human resources in Brazil
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work per year). The 1988 federal constitution grants ample freedom to strike, which is limited only by
a 1989 law mandating warning periods, protection of essential services (such as utilities and public
transport) and minimum quorums for strike votes.
The most recent legislation governing unions was passed in March 2008. Law 11648 grants unions
full legal recognition, allows unions to be present at any and all tripartite negotiations (for workers,
employers and the government) and gives the Ministry of Labour and Employment (Ministério do
Trabalho e Emprego—MTE) the obligation to distribute workers’ contributions to the unions based on a
more equitable distribution formula than that used by the prior, somewhat arbitrary, system. The MTE
is now also charged with collecting statistics on the labour market and registering all unions operating
in Brazil. According to the MTE, there were 14,034 registered unions in Brazil in August 2011, up from
13,346 in August 2010.
Three union federations account for the majority of the unionised workforce in Brazil, and the three
dominate domestic trade unions: Union Force (Força Sindical), the Central Workers’ Union (Central
Única dos Trabalhadores—CUT) and the General Confederation of Workers (Confederação Geral dos
Trabalhadores—CGT). Força Sindical is the main centrist federation and claims to be the largest of the
three federations. The CUT’s leadership comprises a mixture of ordinary trade unionists and Marxist
militants. The union is linked to the ruling government’s Workers’ Party (Partido dos Trabalhadores—
PT). The CGT is the least influential of the three.
Companies may hold discussions and negotiations with labour representatives to avoid or settle
strikes. If the two sides fail to reach a mutually agreeable compromise, labour unions may opt to strike.
Industrial action is then usually resolved in a renewed round of collective bargaining between labour
and management. If the parties fail to come to terms, the dispute is submitted to Labour Court of
Appeal’s (Tribunal Regional do Trabalho) decision. The Labour Court of Appeal is entitled to rule on the
legality of the strike.
According to the most recent figures available from the Inter-trade Union Department of Statistics
and Socio-Economic Studies (Departamento Intersindical de Estudos e Estatísticas Sócio-Econômicas),
there were 516 strikes in Brazil in 2009, up from 411 strikes in 2008.
Wages and other issues are often negotiated with representatives of industrial federations and
Labour market
(score; 10=good)
Latin America (av)
Brazil
10.0
8.0
6.0
4.0
2.0
0.0
2006
07
08
09
10
11
12
Source: Economist Intelligence Unit.
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Human resources in Brazil
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union confederations for entire sectors. Negotiations at the company level also are common, and a
settlement that encompasses a whole company (or a group within a company) is called a collective
agreement. The growth in labour-management negotiations has forced many companies to overhaul
their labour-relations departments and hire better-trained negotiators.
Wages and fringe benefits
L
abour costs in Brazil are high. This is mainly because of the many mandatory charges and taxes
attached to employment. Wages remain quite moderate, but account for at most two-thirds of the
total costs of hiring labour.
The government has increased Brazil’s minimum monthly wage over the past several years, to
adjust for increases in prices. The minimum monthly wage rose from R350 in 2006, to R380 in 2007,
R415 in 2008, R465 in 2009, R510 in January 2010 and R545 in January 2011. According to the
Brazilian Institute for Geography and Statistics (Instituto Brasileiro de Geografia e Estatística—IBGE),
the average monthly wage in June 2011 was R1,578.50, up from R1,407 one year earlier. The IGBE
estimated the average monthly wage for an undocumented worker was R1,190.10 in June 2011, up from
R967 one year earlier.
Annual negotiations normally set basic wage levels for industrial workers. Wages are typically
adjusted annually rather than monthly or semi-annually. The minimum wage is an important index
for salaries and even for fines in legal disputes. Industrial workers in São Paulo, for example, are paid
an average of six times the minimum wage. Since 2000, states have been free to raise the “minimum”
wage beyond the federal level if they prove they have the budgetary resources to do so. This is
primarily because the cost of living among Brazil’s many states varies widely. Salary adjustments are
determined through free negotiation between the parties. If the parties fail to reach an agreement,
they can refer the dispute to a labour court. Many companies (especially multinationals, which often
pay their employees more than their local counterparts do) offer bonuses or profit-sharing when
negotiating salary adjustments.
Compulsory benefits add 50–80% to base wages of full-time employees on permanent contracts.
Companies grant paid holiday leave of 30 calendar days after a full year of service with no more than
five absences. Employees have the right to work one-third of the holiday period, at double pay.
An additional one-third of one month’s base pay is payable at the time holiday leave is taken. An
employee’s paid absences include two days for the death of a relative and three days for marriage,
among others.
Employees receive full sick pay for the first 15 days of a documented illness. Female employees
receive mandatory maternity leave of four months and male employees receive paternity leave of five
days. A mandatory bonus of one month of pay (called the 13th salary) is traditionally paid at year-end.
Employers must make a mandatory contribution of 8% of wages to each worker’s deferred salary
account at the Length of Service Guarantee Fund (Fundo de Garantia por Tempo de Serviço—FGTS).
The FGTS requires employers to contribute 8% of payroll into blocked accounts for all workers. The
© The Economist Intelligence Unit Limited 2011
Human resources in Brazil
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accumulated balance is transferable when the worker changes jobs voluntarily and is payable in cash
on retirement or dismissal without cause. Employees may withdraw the balance on these accounts for
certain purposes, such as health emergencies or a down-payment for a real-property purchase.
Employers must also pay 20% of an employee’s salary as a social-security contribution to the
Social Security Administration (Instituto Nacional do Seguro Social—INSS), which is administrated
by the Secretariat of Federal Revenue (Receita Federal do Brasil). The social-security contribution is
payable on the 13th-month bonus but not on payments for waived holiday leave. Employees contribute
8–11%, depending on their salary categories. Social-security coverage includes medical and hospital
assistance; sick pay after 15 days of absence (at 70% of salary); maternity benefits of up to one month
of minimum wage; and retirement pay.
Under the social-security reform passed in 1998, men exiting the labour force have to be at least 60
years old and have contributed for 35 years in order to retire; women have to be at least 55 years old
and have contributed for 30 years.
Industrial and commercial social services (Serviço Social da Indústria or SESI and Serviço Social
do Comércio or SESC, among others, make up the so-called “S” system), which provide cultural and
educational facilities and training for workers, are financed by a contribution collected by companies
at a rate of 1.5% on wages paid to its employees. Companies also make another contribution, at 1% on
wages, for industrial and commercial apprenticeship services (known as Senai/Senac).
With few exceptions, all companies subject to the social-security tax must also contribute 0.2%
of payroll to the National Institute of Colonisation and Agrarian Reform (Instituto Nacional de
Colonização e Reforma Agrária). An additional 0.6% wage tax is assessed to support the activities of
the Small Business and Entrepreneur Support Service (Serviço de Apoio ao Empreendedor e Pequeno
Empresário—Sebrae).
In addition, the Receita Federal is entitled to collect a monthly contribution at a rate of 2.5% on the
payroll that is afterwards released to the National Fund of Educational Development (Fundo Nacional
do Desenvolvimeto da Educação).
All employers must provide employees with a transport subsidy (vale transporte). Companies
must either provide their employees with transport to and from work or subsidise their mass-transit
expenses by paying all such costs exceeding 6% of an employee’s gross salary. Companies normally
deduct 6% from payrolls and use the funds to buy transit vouchers (vales), which are accepted by
mass-transit companies. Expenditures incurred by employers are entirely deductible from income tax.
A company may set up a voluntary profit-sharing scheme for its employees, called the Workers’
Individual Retirement Plan (Planos de Poupança e Investimentos—PAIT), as a type of unemployment/
retirement fund. All PAIT contributions made by companies are fully tax deductible. Employeecontributions also are tax deductible up to 30% of gross income. A company must enrol at least 50% of
its employees to start a PAIT fund.
Other voluntary benefits vary widely, but both local- and foreign-owned companies generally
provide medical services and in-plant dining rooms. Some larger companies offer child-care services,
gym facilities and food vouchers.
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Human resources in Brazil
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Availability of skilled labour
(score; 5=high)
Latin America (av)
Brazil
5.0
4.0
3.0
2.0
1.0
0.0
2006
07
08
09
10
11
12
Source: Economist Intelligence Unit.
Working hours
B
razil’s 1988 federal constitution (Constituição Federal) limits employees’ working hours to a
maximum of 44 hours per week and eight hours per day. Any work performed beyond those limits
is considered overtime work, which is subject to additional payment by the employer. Most foreign and
local companies have a workweek of five eight-hour days.
According to Brazilian labour law, overtime work must not exceed two hours per day. The
constitution sets the hourly overtime payment at 150% of the hourly base pay, but this may change
depending on provisions under a collective-bargaining agreement. The constitution requires that
round-the-clock operations have six-hour shifts, with overtime paid for work beyond six hours.
Minors aged 16–18 are prohibited from working during the night (from 10 pm to 5 am), in dangerous
or unhealthy conditions. Those aged 14–24 are allowed to work as interns or apprentices (aprendizes);
however, they may not work more than six hours per day.
Industry
Average monthly remuneration (R)
Public administration
2,240.30
Services
1,936.50
General working population
1,578.50
Other services (transport, personal services)
1,412.40
Construction
1,327.10
Commerce
1,285.70
*Average base monthly rate in January–June 2011. Benefits are not included. The calculations are based on
metropolitan areas of Belo Horizonte, Porto Alegre, Recife, Rio de Janeiro, Salvador and São Paulo.
Source: Instituto Brasileiro de Geografia e Estatística: Monthly Employment Study (Pesquisa Mensal de
Emprego).
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Part-time and temporary help
L
egislation passed in 1998 altered the rules governing the work of temporary and part-time
employees. Law 9601 of January 21st 1998 permitted new fixed-period labour contracts. The law
lets companies hire a limited number of employees on a temporary basis and assign them flexible work
hours.
Companies employing such workers enjoy tax relief via reduced labour-related corporate social
charges. The standard corporate contribution to the workers’ severance-pay system is reduced to the
equivalent of 2% of the workers’ monthly salary, from the equivalent of 8% for full-time employees.
The taxes that fund commercial and industrial social services and employee development-training
programmes (including those known in Brazil as Sesi, Sesc, Senai, Senac and Sebrae) are reduced to
half of those paid for permanent employees. Companies do not have to pay an indemnity to a part-time
or temporary employee dismissed without just cause, as they would do for a permanent employee.
The law also allows employers to use a “bank of hours” system in which employees work more hours
at regular pay in one day or period, and then work correspondingly fewer hours in another period or
day. Brazilian labour law, under the Superior Brazilian Labour Court (Tribunal Superior do Trabalho—
TST) Precedent (Súmula or Enunciado) No. 85 of 1978 (and amended in 2003 and 2005), provides that
the “bank of hours” system must be settled upon written agreement between employer and employee,
or in a collective bargaining agreement or a collective convention.
Furthermore, the Consolidated Labour Law (Consolidação das Leis do Trabalho) set maximum parttime work hours at 25 per week, established wage rates at a corresponding fraction of the full-time
wage, fixed mandatory holiday leave according to hours worked and permits employers to assign
workers flexible hours.
Companies may hire part-time employees for an indefinite period. A company engaging someone
in this or any capacity should sign a formal work contract with the employee, specifying rights and
obligations, and it should sign the employee’s work card. A work card is valid as proof of employment
only when signed by the employer. A self-employed worker may be legally engaged without signing a
card, but it is advisable to put employment terms and conditions in writing.
Termination of employment
A
worker contracted for a specific assignment or for a fixed period (maximum of two years) may be
dismissed at the end of a contract’s term without further liability for the employer. If a contract
is terminated by the employer earlier without cause, the employer must pay half the balance of the
remuneration due over the remaining term of the contract. However, if employees end labour contracts
early and unreasonably, the employer is not required to pay any remuneration over the remaining
contract term. The total amount of such indemnification must not exceed the amount that should be
due by the employer for dismissal of employees and termination of the labour contracts without cause.
If the labour contract is executed for an indefinite period, the employer must give prior notice (or
© The Economist Intelligence Unit Limited 2011
Human resources in Brazil
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equivalent compensation) of 30 days to terminate the labour contract without cause. An employee
who resigns must give the same grace period of prior notice. The company must pay any accumulated
annual-leave time when an employee leaves the company.
The Length of Service Guarantee Fund (Fundo de Garantia por Tempo de Serviço—FGTS) requires
employers to contribute 8% of payroll into blocked accounts for all workers. The accumulated balance
is transferable when the worker changes jobs voluntarily and is payable in cash on retirement or
dismissal without cause. Employees may also withdraw from the fund in special circumstances, such as
a health emergency or for a down payment on real property.
Employment of foreigners
E
mployers must obtain work cards for all employees from the local office of the Ministry of Labour
and Employment. In a company employing more than three people, two-thirds of all employees
must be Brazilian nationals, receiving two-thirds of the total payroll. Foreign specialists not available
locally are excluded from the calculations.
A permanent visa is required for anyone staying in Brazil for more than four years or working in
Brazil. Other types of visas include transit visas (valid for 30 days), tourist visas (each period must
not exceed 90 days) and temporary visas (two years and possibly longer). Business visas, valid for 180
days, are easy to obtain at any Brazilian consulate.
International companies that wish to employ foreign nationals must present the following
documentation to the immigration secretariat at the Ministry of Labour and Employment (Ministério
do Trabalho e Emprego): a formal request (requerimento) for entry into Brazil with a permanent or
temporary visa, providing the name and address of the company, the amount of registered capital, and
the number of Brazilian and expatriate workers employed at the company in Brazil; the reason for the
transfer of the foreign national; the name, address and passport number of the foreign national; the
monthly salary to be received in Brazil; and all fringe benefits involved.
Companies must also file a legal permission (autorização) permitting a company to represent the
foreign national in dealing with the ministry; the foreign national’s curriculum vitae and university
diploma, with the latter authenticated by a Brazilian consulate abroad and complete with official
translation; a labour contract between the foreign national and the employer, stating the type of work,
salary and length of stay; and a completed application form (obtainable from the ministry).
Specific requirements may vary, depending on whether the company is a joint-stock corporation
(sociedade anônima) or a limited-liability partnership (sociedade limitada) and whether the candidate
is being contracted for a supervisory position or to render a technical service.
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Hiring of foreign nationals
(score; 5=easy)
Latin America (av)
Brazil
5.0
4.0
3.0
2.0
1.0
0.0
2006
07
08
09
10
11
12
Source: Economist Intelligence Unit.
© The Economist Intelligence Unit Limited 2011
Human resources in Brazil
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Key contacts
l Administrative Council for Economic Defence (Conselho Administrativo de Defesa Econômica—
CADE), Setor Comercial Norte, SCN-Quadra 2, Projeção C, 70712-902, Brasília, DF; Tel: (55.61) 3221–
8599; Internet: http://www.cade .gov.br (Portuguese only).
l Amazon Development Superintendency (Superintendencia de Desenvolvimento da Amazônia—
SUDAM), Avenida Almirante Barroso, 426, 66090-900, Belém, PA; Tel: (55.91) 4008–5442/5443; Fax:
(55.91) 4008–5456; Internet: http://www.sudam.gov.br (Portuguese only).
l Banco do Brasil, Setor Bancário Sul, Quadro 1, Bloco C, Edifício Sede 3, 70073-901, Brasília, DF; Tel:
(55.61) 3310–5920; Fax: (55.61) 3310–3735; Internet: http://www.bb.com.br. The bank operates an
Export Finance Programme (Programa de Financiamento às Exportações—Proex); Internet: http://
www.bb.com.br/.
l BM&FBovespa (formerly Bolsa de Valores de São Paulo—Bovespa), Praça Antonio Prado, 48, 01013001, São Paulo, SP; Tel: (55.11) 2565–4000; Internet: http://www.bovespa.com.br/.
l Brazilian Association of Listed Companies (Associação Brasileira das Companhias Abertas—
Abrasca), Rua Boa Vista 63, 01014-001, São Paulo, SP; Tel: (55.11) 3107–5557; Internet: http://www.
abrasca.org.br (Portuguese only).
l Brazilian Export Credit Insurer (Seguradora Brasileira de Crédito à Exportação—SBCE), Rua Senador
Dantas, No. 74, 20031-205, Rio de Janeiro, RJ; Tel: (55.21) 2510–5000; Fax: (55.21) 2262–8672;
Internet: http://www.sbce.com.br/ us/index.asp.
l Brazilian Foreign Trade Association (Associação de Comércio Exterior do Brasil—AEB), Avenida
General Justo, 335, 20021-130, Rio de Janeiro, RJ; Tel: (55.21) 2544–0048; Fax: (55.21) 2544–0577;
Internet: http://www.aeb.org.br/home.htm (Portuguese only).
l Brazilian Franchising Association (Associação Brasileira de Franchising—ABF), Avenida das
Nações Unidas, 10989, 04578-000, São Paulo, SP; Tel: (55.11) 3020–8800; Internet: http://www.
portaldofranchising.com.br (Portuguese only).
l Brazilian Small Enterprise Assistance Service (Serviço Brasileiro de Apoio ás Micro e Pequenas
Empresas—Sebrae), SEPN, Quadra 515, Bloco C, Loja 32, 70770-530, Brasília, DF; Tel: (55.61) 3348–
7128; Internet: http://www.sebrae. com.br/customizado/sebrae/institucional/sebrae-in-english.
l Central Bank of Brazil (Banco Central do Brasil), Edifício Sede Banco Central, Setor Bancário Sul,
Quadra 3, Bloco B, 70074-900, Brasília, DF; Tel: (55.61) 3414–2401 thru 2406; Fax: (55.61) 3414–2553;
Internet: http://www.bcb.gov.br/?english.
l Corrêa Meyer e Nastromagario Law Firm, Rua Fradique Coutinho, 1271, 05416-011, São Paulo; Tel:
(55.11) 3011–0700; Fax: (55.11) 3031–6261; Internet: http://www.cmnadvogados.com.
l Ernst & Young Terco São Paulo, Avenida Presidente Juscelino Kubitschek, 1.830, Floors 5–8, 04543
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900, São Paulo; Tel: (55.11) 2573-3000; Internet: http://www.ey.com.br.
l Federal Revenue Service of Brazil (Receita Federal do Brasil), Esplanada dos Ministérios, Ministério
da Fazenda, Edifício Sede, Bloco P, 70048-900, Brasília, DF; Tel: (55.61) 3412–2000/3000; Internet:
http://www.receita.fazenda.gov.br/ (Portuguese only).
l Investment Promotion and Technology Transfer System (Sistema de Promoção de Investimentos e
Transferência de Tecnologia para Empresas—Sipri), Ministry of External Relations, Trade Promotion
Dept, Esplanada dos Ministérios, Bloco H, Anexo I, Sala 528, 71070–900, Brasília, DF; Tel: (55.61)
3411–6392; Fax: (55.61) 3322–0827; Internet: http://www.brasilglobalnet.gov.br/Investimentos/P/
sipri.aspx.
l IRB-Brasil Resseguros, Avenida Marechal Câmara, 171, 20020-901, Rio de Janeiro, RJ; Tel:
(55.21) 2272–0200; Fax: (55.21) 2272–2800; Internet: http://www2.irb-brasilre.com.br/site/
(Portuguese only).
l Ministry of Agriculture, Livestock and Supply (Ministério da Agricultura, Pecuária e Abastecimento),
Esplanada dos Ministérios, Bloco D, 70043-900, Brasília, DF; Tel: (55.61) 3218–2828; Internet: http://
www.agricultura.gov.br (Portuguese only).
l Ministry of Development, Industry and Commerce (Ministério do Desenvolvimento Indústria e
Comércio Exterior—MDIC), Espl dos Ministérios, Bloco J, 70053-900, Brasília, DF; Tel: (55.61) 2109–
7000; Internet: http://www.mdic.gov.br/ (Portuguese only). This ministry houses the Foreign Trade
Chamber (Câmara de Comércio Exterior—Camex).
l Ministry of External Relations (Ministério das Relações Exteriores), Trade Promotion Dept, Esplanada
dos Ministérios, Bloco H, 70170-900, Brasília, DF; Tel: (55.61) 3411–6778/6313; Fax: (55.61) 3411–
6900; Internet: http://www.mre.gov.br/.
l Ministry of Finance (Ministério da Fazenda), Esplanada dos Ministérios, Bloco P, 70048-900,
Brasília, DF; Tel: (55.61) 3412–2000/3000; Fax: (55.61) 3226–9084; Internet: http://www.fazenda.
gov.br (Portuguese only).
l Ministry of Justice (Ministério da Justiça—MJ), Esplanada dos Ministérios, Bloco T, 70064-900,
Brasília, DF; Tel: (55.61) 2025–3587; Internet: http://www.mj.gov.br (Portuguese only).
l Ministry of Labour and Employment (Ministério do Trabalho e Emprego—MTE), Esplanada dos
Ministérios, Bloco F, 70059-900, Brasília, DF; Tel: (55.61) 3317–6000; Internet: http://www.mte.gov.
br/trab_estrang_ing/default.asp.
l Ministry of Mines and Energy (Ministério de Minas e Energia—MME), Esplanada dos Ministérios,
Bloco U, 70065-900, Brasília, DF; Tel: (55.61) 3319–5555; Internet: http://www.mme.gov.br
(Portuguese only).
l Ministry of Science and Technology (Ministério da Ciência e Tecnologia—MCT), Esplanada dos
Ministérios, Bloco E, 70067-900, Brasília, DF; Tel: (55.61) 3317–7500; Internet: http://www.mct.gov.
br (Portuguese only).
10
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l Ministry of the Environment (Ministério do Meio Ambiente—MMA), Esplanada dos Ministérios,
Bloco B, 70068-900, Brasília, DF; Tel: (55.61) 3317–1000; Internet: http://www.meioambiente.gov.
br/sitio/en/.
l National Association of Vehicle Manufacturers, (Associação Nacional dos Fabricantes de Veículos
Automotores—Anfavea), Avenida Indianópolis, 496, 04062-900, São Paulo, SP; Tel: (55.11) 2193–
7800; Fax: (55.11) 2193–7825; Internet: http://www.anfavea.com.br (Portuguese only).
l National Bank for Economic and Social Development (Banco Nacional de Desenvolvimento
Econômico e Social—BNDES), Avenida República de Chile, 100, 20031-917, Rio de Janeiro, RJ; Tel:
(55.21) 2172–7447; Internet: http://www.bndes.gov.br/SiteBNDES/bndes/bndes_en/.
l National Confederation of Industry (Confederação Nacional da Indústria—CNI), Edifício Roberto
Simonsen, Setor Bancário Norte, Quadra 1, Bloco C, 70040-903, Brasília, DF; Tel: (55.61) 3317–
9989/9993; Fax: (55.61) 3317–9994; Internet: http://www.cni.org.br/ (Portuguese only).
l National Institute of Industrial Property (Instituto Nacional da Propiedade Industrial—INPI), Praça
Mauá, 7, 20081-240, Rio de Janeiro, RJ; Tel: (55.21) 2139–3000; Internet: http://www.inpi.gov.br/
(Portuguese only).
l National Petroleum, Natural Gas and Biofuels Agency (Agência Nacional do Petróleo, Gás Natural e
Biocombustíveis—ANP), Avenida Rio Branco, 65, 20090-004, Rio de Janeiro, RJ; Tel: (55.21) 2112–
8100; Fax: (55.21) 2112–8129/39/49; Internet: http://www.anp.gov.br/ (Portuguese only).
l National Telecommunications Agency (Agência Nacional de Telecomunicações—Anatel), SAUS,
Quadra 6, Blocos C, E, F and Bloco H, 70070-940, Brasília, DF; Tel: (55.61) 2312–2000; Fax: (55.61)
2312–2002; Internet: http://www.anatel.gov.br (Portuguese only).
l North-east Development Superintendency (Superintendencia de Desenvolvimento do
Nordeste—Sudene), Praça Ministro João Gonçalves de Souza, 50670-900, Recife, PE; Tel: (55.81)
2102–2830/2818/2114; Internet: http://www.sudene.gov.br/site/index.php?idioma=ptbr
(Portuguese only).
l São Paulo State Federation of Industry (Federação das Indústrias do Estado de São Paulo—FIESP),
Av Paulista, 1313, 01311-923, São Paulo, SP; Tel: (55.11) 3549–4499; Internet: http://www.fiesp.com.
br/ (Portuguese only).
l Secretariat of Economic Law (Secretaria de Direito Econômico—SDE), Ed Palácio da Justiça,
Esplanada dos Ministérios, Bloco T, 70064-900, Brasília, DF; Tel: (55.61) 3429–3112/3409; Internet:
http://www.mj.gov.br/sde (Portuguese only).
l Secretariat for Economic Monitoring (Secretaria de Acompanhamento Econômico—SEAE),
Esplanada dos Ministérios, Bloco P, 70048-900, Brasília, DF; Tel: (55.61) 3412–2360; Fax: (55.61)
3225–0971; Internet: http://www.seae.fazenda. gov.br/?set_language=en.
l Securities Commission (Comissão de Valores Mobiliários—CVM), Rua Sete de Setembro 111, 20050901, Rio de Janeiro, RJ; Tel: (55.21) 3554–8686; Internet: http://www.cvm.gov.br/ingl/indexing.asp.
11
© The Economist Intelligence Unit Limited 2011
Human resources in Brazil
Prepare for opportunity
l Superintendency of the Manaus Free-Trade Zone (Superintendência da Zona Franca de Manaus—
Suframa), Avenida Ministro Mario Andreazza, 1424, Distrito Industrial, 69075-830, Manaus,
AM; Tel: (55.92) 3321–7000; Fax: (55.92) 3237–6549; Internet: http://www.suframa.gov.br
(Portuguese only).
l US Foreign Commercial Service, US Consulate in Rio de Janeiro, Av Presidente Wilson, 147, 20030020, Rio de Janeiro, RJ; Tel: (55.21) 3823–2000; Fax: (55.21) 3823–2003; Internet: http://www.
embaixadaamericana.org.br. The commercial service in São Paulo is at Rua Thomas Deloney 381,
04710-110, São Paulo, SP; Tel: (55.11) 5186–7390; Fax: (55.11) 5186–7399; Internet: http://www.
focusbrazil.org.br/siteUSA/index.htm.
12
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