Nicknames at work: when the joke goes beyond the limit "Sink rag. 8 am and it's already stinking", "Airplane horn. It's no use", "Basic basket. It has everything except meat", "Ninja Turtle. Turtle to arrive and ninja to leave". In short videos that go viral on social media, co-workers exchange this type of nickname to mock everyday behavior. It's an easy joke to understand, and the audience quickly recognizes someone who "fits" the description. ?? Do you have any reporting suggestions? Send it to g1 The profile of Cleitinho Ramalho and Maria das Neves went viral with a video in this style, which accumulated almost 300 million views on TikTok. In the comments, users join in the fun and create new labels, such as "Colic. No woman likes it", "Sensor. Only works when the boss shows up", among others. But what seems like a joke raises an important discussion: to what extent is nicknaming colleagues a joke and when does it cross the line? The subject is not new to the Labor Court. There are several cases in which nicknames gave rise to lawsuits, and not all of them had the same outcome. One of the best-known cases involves a worker from Belo Horizonte (MG), who worked as a commercial support analyst and was called a "pirate" by colleagues and managers, in reference to the fact that she was blind in one eye. Witnesses confirmed that the nickname was recurring and that the employee seemed uncomfortable. Still, the behavior continued. The Regional Labor Court (TRT) of Minas Gerais understood that the nickname constituted a direct offense to the worker's dignity as it highlighted a physical disability. The company was ordered to pay R$15,000 in moral damages. On the other hand, a trial by the TRT of the 15th Region, in Campinas (SP), analyzed the case of a machine operator who claimed to have been humiliated by being called a "hemorrhoid". The request was denied. The decision considered that the worker himself had given rise to the nickname when he showed a photo of his health condition to his colleagues. It was also proven that the employer did not use the surname nor encouraged the practice. Without the company's participation or omission, the court understood that there was no reason to hold it responsible. Therefore, it concluded that there was no unlawful act capable of causing compensable damage. There is no automatic rule. Similar situations can have different outcomes, depending on the context, evidence and interpretation of the impact, explain experts interviewed by g1. Below, delve deeper into the topic based on the following points: What defines a nickname as pejorative When it becomes moral harassment Everyone laughed The responsibility of companies And when will this end up on the networks? How to prove that there was abuse With the popularization of videos on social media, nicknames between colleagues have gained visibility and can also become evidence in labor proceedings. TikTok/ Reproduction What defines a nickname as pejorative In the workplace, nicknames are not prohibited. What makes them problematic is the content they carry and the way they are used. Lawyer Fernanda Garcez explains that the central issue is not the presence of humor, but the existence of embarrassing exposure, or "jokes" that reinforce stereotypes or personal weaknesses. "The criteria that matter most in the analysis are: does the nickname highlight a physical characteristic, a health condition, a disability or other personal vulnerability? Was it repeated over time? Did the person demonstrate discomfort, even without making a formal complaint? Who used the nickname, just colleagues or even superiors? The more 'yes' answers to these questions, the greater the likelihood of the case being classified as moral harassment. The jurisprudence is clear in this direction", explains the lawyer. Labor Law professor Platon Neto reinforces the same point: when the nickname affects a person's weakness, the tendency is for the Court to consider it pejorative, even if there was no such intention. When it becomes bullying Bullying occurs when someone is subjected to repeated situations that cause embarrassment or humiliation at work. Not every nickname automatically constitutes harassment. However, it can become configured when it is part of a broader dynamic. Some factors weigh in on this assessment: whether the nickname is used repeatedly, and not just punctually; a sensitive aspect of the person is exposed; if there is a demonstration of discomfort; whether leaders or managers participate in the practice. The more these elements appear together, the greater the chance that the situation will be considered harassment. Everyone laughed The videos that go viral on social media bring an element that can confuse this analysis: often, everyone seems to be having fun. But this reaction does not end the debate. Experts point out that, in the professional environment, laughter can be a form of adaptation. Many people avoid taking a stance to avoid generating conflict, compromising relationships or even for fear of harming their own job. Therefore, the Labor Court already recognizes that the absence of a formal complaint does not eliminate the possibility of harassment. Likewise, the fact that someone participates in the game does not necessarily mean that they are comfortable with it. On the other hand, when there is evidence that the worker himself encouraged the nickname or did not show any discomfort, this behavior can influence the decision, as occurred in the case of Campinas. The responsibility of companies Companies have a duty to guarantee a respectful work environment. This includes acting when faced with embarrassing situations. If the nickname circulates freely and there is no action, there may be an omission, which occurs when the company fails to act in the face of a problem it should resolve, explains Platon Neto. If bosses or managers use the nickname, the situation becomes even more serious, as the worker may feel pressured