Modificari Codul muncii 2013: Legea nr. 2 din 2013

In ce priveste cele mai noi modificari in Codul muncii actualizat 2013, mentionam ca Legea 2/2013 a adus modificari ale unor acte normative in materia conflictelor de munca si in materie de asigurari sociale. Va reamintim astfel ca in Monitorul Oficial nr. 89 din 12 februarie 2013 a fost publicata Legea 2/2013 privind unele masuri pentru degrevarea instantelor judecatoresti, precum si pentru pregatirea punerii in aplicare a Legii nr. 134/2010 privind Codul de procedura civila. Iata ce modificari au fost aduse in Codul muncii in 2013: Art. XX Alineatul (1) al articolului 269 din Legea nr. 53/2003 - Codul muncii (vezi forma actualizata 2013), republicata in Monitorul Oficial al Romaniei, Partea I, nr. 345 din 18 mai 2011, cu modificarile si completarile ulterioare, se modifica si va avea urmatorul cuprins: "Art. 269 (1) Judecarea conflictelor de munca este de competenta instantelor judecatoresti, stabilite potrivit legii." Art. XXI Legea dialogului social nr. 62/2011, republicata in Monitorul Oficial al Romaniei, Partea I, nr. 625 din 31 august 2012, se modifica dupa cum urmeaza: 1. Articolul 208 se modifica si va avea urmatorul cuprins: "Art. 208 Conflictele individuale de munca se solutioneaza in prima instanta de catre tribunal." 2. Articolul 209 se abroga. 3. Articolul 210 se modifica si va avea urmatorul cuprins: "Art. 210 Cererile referitoare la solutionarea conflictelor individuale de munca se adreseaza tribunalului in a carui circumscriptie isi are domiciliul sau locul de munca reclamantul." Art. XXII (1) Pentru personalul auxiliar de specialitate din cadrul instantelor judecatoresti si al parchetelor ale carui pensii de serviciu au fost recalculate potrivit Legii nr.119/2010 privind stabilirea unor masuri in domeniul pensiilor, sumele incasate in temeiul unor hotarari judecatoresti de acordare a pensiilor de serviciu in cuantumul anterior Legii nr.119/2010, desfiintate in caile de atac, nu se mai recupereaza. (2) Sumele deja recuperate pana la data intrarii in vigoare a prezentei legi nu se restituie. In 2013, aceste modificari in Codul muncii sunt printre cele mai importante. Data aparitiei: 12 Martie 2013

Noi schimbari in Codul Muncii. Dezbateri cu sindicatele

Guvernul dezbate din nou cu sindicatele modificarea legislatiei muncii in urma unei solicitari din partea marilor confederatii in ce priveste reintroducerea contractului colectiv de munca, acestea dorind sa revina in linia intai pentru a putea pune presiune asupra patronatelor. Daca modificarile cerute de sindicate sunt acceptate, Codul Muncii va vira iar spre stanga. Intre reprezentantii Guvernului si sindicate au inceput deja discutii legate de acest subiect, pana acum avand loc mai multe intrevederi la Ministerul Muncii. Institutia condusa de Mariana Campeanu a dezbatut impreuna cu liderii marilor confederatii modul in care se poate face schimbarea actualei legislatii a muncii. Informatia a fost facuta publica de catre Ion Pisc, prim-vicepresedinte BNS, care a declarat ca "impreuna cu executivul pregatim un pachet legislativ care sa cuprinda modificarea Legii Dialogului Social, a Codului Muncii, si a inca doua legi importante din domeniu". Si ministrul Muncii a sustinut aceasta idee, anuntand ca prevederile CM vor suferi modificari ce vor fi facute in toamna sau la inceputul anului viitor. Mariana Campeanu si-a argumentat pozitia spunand ca in perioada in care PD-L era la guvernare dialogul social a fost blocat in totalitate prin masuri administrative. Ce schimbari pot interveni Blocul National Sindical a elaborat deja un proiect de lege pentru modificarea Codului Muncii. Actul normativ poarta semnatura lui Alexandru Atanasiu. Schimbarile cele mai importante pe care le urmareste propunerea facuta de sindicate vizeaza institutii juridice fundamentale ale dreptului muncii, precum obiectivele de performanta, perioada de proba, contractul individual de munca pe perioada determinata, munca prin agent de munca temporara, durata maxima legala a timpului de munca si munca suplimentara. Despre obiectivele de performanta care acum constituie un drept exclusiv al angajatorului, sindicalistii sustin ca astfel de prevederi pot da nastere unor abuzuri din partea patronatelor. Din acest motiv, in proiectul elaborat de BNS, a aparut propunerea ca obiectivele de performanta sa faca obiectul negocierii colective, putand fi stabilite, pe categorii de salariati, prin contractul colectiv de munca sau prin regulamentul intern. O alta schimbare dorita in Codul Muncii tine de perioada de proba despre care specialistii sindicatelor sustin ca a fost marita substantial, fiind o masura injusta. In nota de fundamentare a proiectului BNS se arata ca "apreciem ca oportuna reglementarea unei durate mai scazute a perioadei de proba in cazul muncitorilor necalificati, luand in calcul faptul ca natura activitatii prestate de catre acestia nu prezinta un grad de complexitate ridicat". Varianta dorita de sindicate este ca durata perioadei de proba pentru muncitori necalificati sa nu poata depasi 10 zile lucratoare, iar in cazul persoanelor cu handicap aceasta sa fie de cel mult 45 de zile calendaristice. Sursa: finantistii.ro Data aparitiei: 25 Iunie 2012

Ministerul Muncii a anuntat Noul Cod al Muncii

Ministerul Muncii a pus in dezbatere publica proiectul Noului Cod al Muncii. Atentie insa: el va fi in dezbatere publica doar pana la 20 decembrie, ceea ce inseamna ca se doreste aprobarea lui pana la finalul anului sau cel tarziu debutul lui 2011.

79 de articole sau alineate modificate sunt propuse in total de Ministerul Muncii pentru Noul Cod al Muncii, sau Codul Muncii 2011. Cititi mai jos care sunt acestea, asa cum au fost ele evidentiate de Min Muncii.

Proiectul de lege privind modificarea si completarea Legii nr. 53/2003, Codul muncii propune urmatoarele modificari :

- revizuirea reglementarilor privind aplicarea clauzei de neconcurenta. Aplicarea clauzei de neconcurenta, in forma actuala, restrictioneaza dreptul la munca prin incalcarea prevederilor Constitutiei si ale principiilor fundamentale instituite chiar prin Codul muncii.

- revizuirea perioadelor de proba instituite pentru verificarea aptitudinilor salariatului, la incheierea contractului individual de munca.

- eliminarea interdictiei privind angajarea succesiva a mai mult de trei persoane pe perioade de proba pentru acelasi post.

- instituirea pentru angajator a dreptului de a stabili obiectivele de performanta individuala, precum si criteriile de evaluare a realizarii acestora. Propunerea creeaza posibilitatea pentru angajator, dupa consultarea cu organizatiile sindicale sau reprezentantii salariatilor, dupa caz, de a stabili obiective si criterii de performanta pentru salariatii proprii. Aceasta masura poate ajuta la cresterea competentei si la gradului de expertiza al salariatilor.

- modificarea conditiilor in care se poate dispune delegarea salariatului.

- revizuirea cazurilor de incetare de drept a contractului individual de munca pentru acoperirea anumitor situatii nereglementate in legislatia existenta.

- modificarea criteriilor in cazul concedierilor colective. Principalele criterii care vor fi avute in vedere in procedura concedierilor colective vor cele de performanta si de indeplinire a obiectivelor si in subsidiar, pentru departajare vor fi avute in vedere criteriile de natura sociala. Criteriile referitoare la evaluarea performantelor profesionale vor avea prevalenta.

- eliminarea interdictiei de a face angajari pentru angajatorul care a dispus concedieri colective pe locurile de munca ale salariatilor concediati timp de 9 luni de la data concedierii acestora. Interdictia de a face noi angajari reprezinta o limitare angajarilor in perspectiva, limitand atat posibilitatile de dezvoltare ale angajatorului si reducand numarul de locuri de munca disponibile pe piata muncii.

- modificarea termenului de preaviz.

- modificarea prevederilor care reglementeaza contractul individual de munca pe perioada determinata.

- modificarea prevederilor privind agentul de munca temporara in sensul eliminarii restrictiilor prevazute de art. 88 Codul Muncii reprezinta o consecinta a aplicarii art. 4 din Directiva 2008/104/CE privind munca prin agent de munca temporara, potrivit caruia statele membre trebuie sa revizuiasca orice restrictie sau interdictie privind utilizarea muncii temporare.

- modificarea prevederilor referitoare la timpul de lucru , in conformitate cu prevederile Directivei nr. 2003/88/CE privind anumite aspecte ale organizarii timpului de lucru.

- eliminarea anumitor neconcordante referitoare la reprezentantii salariatilor si ai organizatiilor sindicale.

- modificari ale jurisdictiei muncii in ceea ce priveste sarcina probei, in sensul revenirii la procedura consacrata in Codul de procedura civila.

- introducerea de noi sanctiuni contraventionale.

- reformularea unor texte de lege pentru o mai buna corelare intre ele.

Codul Muncii va fi modificat in luna noiembrie 2010

Cuvinte cheie: Codul muncii

„Angajatorul are OBLIGATIA de a asigura securitatea si sanatatea lucratorilor in toate aspectele legate de munca.” (art. 6 alin. (1) din Legea 319/2006)

......Citeste Continuarea Aici

Guvernul lucreaza acum la modificarea si completarea Codului Muncii, pentru a asigura flexibilizarea pietei muncii, a declarat joi (4 noiembrie 2010) consilierul primului ministru, Andreea Paul Vass, prezenta la Gala Topului 100 de Companii, citata de Financiarul.

‘In aceasta luna, o echipa de expertiza interinstitutionala si apolitica are deja discutii cu partenerii sociali. Printre noutatile versiunii revizuite a Codului Muncii se numara eliminarea clauzei de neconcurenta dupa incetarea contractului individual de munca, cresterea perioadelor de proba pentru verificarea aptitudinilor salariatilor, eliminarea interdictiei privind angajarea succesiva a mai mult de 3 persoane pe perioada de proba, pentru acelasi post”, a precizat Andreea Paul Vass.

Potrivit sursei citate, versiunea revizuita a Codului Muncii mai prevede si urmatoarele modificari

- instituirea pentru angajator a dreptului de a stabili obiectivele de performanta individuala,

- modificarea conditiilor in care se poate dispune delegarea salariatului pentru o perioada limitata,

- suplimentarea cazurilor de incetare de drept a contractelor individuale de munca,

- modificarea criteriilor concedierilor colective,

- eliminarea interdictiilor de a face angajari pentru angajatorul care a dispus concedieri colective pe o perioada determinata,

- cresterea termenului de preaviz, in concordanta cu legislatia europeana,

- sanctionarea refuzului angajatorului de a inregistra demisia salariatului,

- prelungirea valabilitatii contractului individual de munca,

- eliminarea unor restrictii privind agentul de munca,

- inclusiv introducerea de noi sanctiuni contraventionale.

Pe de alta parte, vicepresedintele Cartel Alfa, Petru Dandea, are o alta parere

“Patronii si Guvernul vor sa introduca in Codul Muncii ceea ce in SUA se numeste procedura libera de angajare si concediere, adica patronul te angajeaza si te da afara fara sa fie tras la raspundere pe acest motiv. Din pacate, patronii care sprijina punctul de vedere al introducerii a concedierii neconditionate nu se diferentiaza foarte mult de cei care erau numiti in secolul XIX promotorii capitalismului salbatic”, a declarat joi liderul sindical.

Petru Dandea sustine ca desi presedintele Traian Basescu spune ca in Romania Codul Muncii trebuie modificat, sindicatele se vor lupta ca acesta sa nu fie modificat.

Litigiu privind anularea deciziei de concediere individuala in baza art. 65 din Codul muncii

Intrebare:
In cazul unui litigiu privind anularea deciziei de concediere individuala in baza art. 65 din Codul muncii, este necesara (in conformitate cu noile prevederi ale Codului muncii) si argumentarea, dovedirea cu date financiare (sau de alta natura) privind restructurarea/desfiintarea departamentului/ postului respectiv sau sunt suficiente numai hotararile AGA si organigramele respective?

Raspuns :
Potrivit art. 65 alin. (2) din Codul muncii asa cum a fost modificat prin Ordonanta de urgenta a Guvernului nr. 55/2006, desfiintarea locului de munca trebuie sa fie efectiva si sa aiba o cauza reala si serioasa.

Daca cauza nu este reala si serioasa, riscul sa pierdeti procesul este maxim.

De asemenea, speram ca in momentul in care ati luat hotararea concedierii v-ati asigurat ca postul salariatului vizat nu beneficiaza de protectie, si ca puteti dovedi ca nu ati urmarit inlaturarea salariatului ci desfiintarea postului.

Prin chiar definitia concedierii pentru motive care nu tin de persoana salariatului potrivit art. 65 alin. (1) intelegem incetarea contractului individual de munca determinata de desfiintarea locului de munca ocupat de salariat, din unul sau mai multe motive fara legatura cu persoana acestuia.

Motivele pentru care puteti desfiinta locul de munca le puteti sustine prin orice mijloace de proba potrivit art. 287 din Codul muncii.

Cum sarcina probei va revine in totalitate prezentati atat dovezi organizatorice cat si economice.

Atentie! Indiferent de motivele invocate, acestea nu trebuie sa fie legate de performantele pe care, in concret, le-a avut salariatul care ocupa locul respectiv de munca.

Munca zilierilor va fi impozitata cu 16%

Astazi, ora 10:50 Ioana Vlad
Activitatile cu caracter ocazional desfasurate de zilieri vor fi impozitate de stat cu 16%, potrivit unui proiect de lege aprobat de Executiv, miercuri, in scopul flexibilizarii pietei muncii. Astfel, muncitorii cu ziua vor avea un carnet special, eliberat de primarii.
Potrivit proiectului de lege aprobat, se pot presta activitati cu caracter ocazional in urmatoarele domenii: activitati gospodaresti, agricultura, vanatoare si pescuit, silvicultura si exploatari forestiere, piscicultura si acvacultura, pomicultura, spectacole, productii cinematografice si audiovizuale, activitati cu caracter cultural. Beneficiar al lucrarilor este, potrivit noilor reglementari, persoana juridica pentru care zilierul executa activitati cu caracter ocazional. Prin acordul partilor si beneficiarii persoane fizice pot conveni cu zilierii aplicarea prevederilor acestei legi.

Beneficiarul va tine evidenta zilierilor intr-un registru de evidenta, iar zilierul va avea un carnet, care va tine loc de contract. Eliberarea carnetului de zilier se va face de catre primaria in a carei circumscriptie teritoriala urmeaza sa se desfasoare activitatea sau in care isi are domiciliul, la solicitarea beneficiarului sau a zilierului. Beneficiarul lucrarii va avea obligatia sa achizitioneze de la primarie timbrul aferent remuneratiei convenite cu zilierul.

„Avem impozit de 16%, un impozit pe venit care se retine de beneficiarul activitatii. (...) Iar, ca noutate, introducerea unui timbru emis de Ministerul de Finante, timbru care contine in costul lui acest impozit de 16%”, a afirmat ministrul Muncii, Familiei si Protectiei Sociale.

Timbrul pentru activitati ocazionale reprezinta contravaloarea impozitului pe venit si poate fi de doua tipuri:

- Timbrul standard, echivalentul impozitului pe venit, calculat la durata de 8 ore a zilei de munca, inmultit cu cuantumul salariului minim orar, stabilit prin Hotarare de Guvern;

- Timbrul de completare, echivalent impozitului pe venit calculat la 10 lei.

Modalitatea de emitere a timbrelor pentru activitati ocazionale, precum si valoarea acestora, se stabilesc de catre Ministerul Finantelor Publice si se reglementeaza printr-un act normativ in termen de 60 de zile de la data intrarii in vigoare a acestei legi.

“Controlul privind aplicarea prevederilor incluse in acest proiect de lege se va face de catre inspectorii de munca din cadrul Inspectiei Muncii si Inspectoratelor Teritoriale de Munca si de catre Agentia Nationala de Administrare Fiscala”, a precizat ministrul Muncii, Familiei si Protectiei Sociale, Ioan Nelu-Botis.
Proiectul de lege va fi transmis spre dezbatere si adoptare Parlamentului.

Angajatul poate plati daune companiei

Clauza de neconcurenta poate fi regasita cu precadere in finante, banci, IT&C sau in industria de telecom.

De obicei aceasta clauza apare in contractele managerilor de departamente, ale managerilor de top sau in cazul angajatilor din pozitii-cheie. Insa, in momentul in care un angajat care a semnat o astfel de conditie isi da demisia, tactica abordata de companii este aceea de a plati cateva salarii pentru retentia angajatului sau pentru ca acesta sa nu plece imediat la o companie concurenta, potrivit lui Vilceanu. Acest tip de remuneratie poate sa fie sau nu stipulata in contractul de munca.

Datoria angajatului fata de firma la care a lucrat in cazul in care primul incalca prevederile de neconcurenta din contract se rezuma la restituirea valorii indemnizatiei si platirea unor daune, in cazul in care compania castiga un eventual proces, conform Codului Civil.

Insa, una dintre clauzele abuzive, si totusi practicate, se refera la cerinta companiei de a afla daca angajatul primeste oferta de munca din partea firmelor competitoare. In cazul in care un angajat din top-management primeste o astfel de solicitare si decide sa o onoreze, despagubirile pe care acesta le poate plati din buzunarul propriu sau din cel al companiei angajatoare variaza intre 10.000 si 100.000 de euro, potrivit Petrei Votiski, country manager al companiei de executive search Human Value International (HVI)..

30 septembrie 2010, termenul-limita de predare a carnetelor de munca

Pana la data de 30 septembrie 2010, persoanele fizice si juridice trebuie sa predea carnetele de munca catre Casele de pensii pentru preluarea datelor, nepredarea acestora fiind sanctionata cu o amenda cuprinsa intre 1.500 si 5.000 de lei, in cazul persoanelor juridice, si intre 300 si 600 de lei, in cazul persoanelor fizice.
Potrivit HG nr. 1456/2009 pentru modificarea alin. (6) al art. 2 din Hotararea Guvernului nr. 1.768/2005 privind preluarea din carnetele de munca a datelor referitoare la perioadele de stagiu de cotizare realizat in sistemul public de pensii anterior datei de 1 aprilie 2001, persoanele fizice si juridice care detin sau pastreaza carnete de munca sunt obligate sa puna aceste documente la dispozitia casei teritoriale de pensii pe a carei raza teritoriala isi au domiciliul sau sediul pana, cel tarziu, la data de 30 septembrie 2010. Dupa incheierea operatiunilor de inregistrare a datelor, carnetele de munca, in original, se predau detinatorilor de la care au fost preluate.

De asemenea, potrivit HG nr. 36/2008 pentru modificarea si completarea Hotararii Guvernului nr. 1.768/2005 privind preluarea din carnetele de munca a datelor referitoare la perioadele de stagiu de cotizare realizat in sistemul public de pensii anterior datei de 1 aprilie 2001, termenul de predare a carnetelor de munca, in vederea scanarii, este 30 noiembrie 2010.

Acelasi act normativ prevede drept contraventie nepredare carnetelor de munca, amenda fiind de la 300 la 600 lei, in cazul persoanelor fizice, si de la 1.500 la 5.000 lei, in cazul persoanelor juridice.

Carnetele de munca trebuie sa fie completate cu toate inscrierile pana la data de 1 aprilie 2001 si sa fie certificate de autoritatile abilitate, potrivit legii. Acestea vor fi insotite de copia actului de identitate al titularului, din care sa rezulte codul numeric personal.

HG nr. 1768/2005 prevede si modalitatea de preluare a carnetelor de munca pentru persoanele care nu mai au domiciliul in Romania, dar carora le va fi deschis dreptul la pensie pe baza perioadelor de vechime in munca realizate in tara. Astfel, in situatia fostilor asigurati ai sistemului public de pensii care nu au domiciliul sau resedinta in Romania, carnetele de munca transmise prin posta caselor teritoriale de pensii trebuie insotite de copia actului de identitate a titularului.

In acelasi timp, cei care opteaza pentru prezentarea carnetului de munca prin intermediul unei persoane, carnetul de munca va fi insotit de copia actului de identitate al persoanei desemnate de catre titular.

Preluarea datelor din carnetele de munca se realizeaza in scopul crearii unei baze de date la nivel national ce va cuprinde istoricul perioadelor de stagiu realizate in sistemul public de pensii anterior datei de 1 aprilie 2001, precum si a veniturilor salariale realizate, in scopul asigurarii unor proceduri mai sigure de stabilire a drepturilor de pensii.

Carnetul de munca reprezinta actul oficial prin care se dovedeste vechimea in munca, vechimea neintrerupta in munca, vechimea neintrerupta in aceeasi unitate, vechimea in functie, meserie sau specialitate, timpul lucrat in locuri de munca cu conditii deosebite, retributia tarifara de incadrare si alte drepturi ce se includ in aceasta. In carnetul de munca se inscriu datele cu privire la toate situatiile invocate mai sus, precum si cele privind starea civila, pregatirea scolara si pregatirea profesionala a titularului, recompensele si orice alte situatii care, potrivit dispozitiilor legale, se mentioneaza in carnetul de munca, pana la data de 31 decembrie 2010, fiind reglementat de Decretul nr. 92/1976 privind carnetul de munca. Insa, de la 1 ianuarie 2011, acest act normativ va fi abrogat.

sursa : CNPAS

ORDONANŢĂ DE URGENŢĂ nr. 148 din 4 noiembrie 2008 pentru modificarea Legii nr. 53/2003 - Codul muncii

Având în vedere că operaţiunea de predare-primire a carnetelor de muncă de către inspectoratele teritoriale de muncă la casele teritoriale de pensii în scopul preluării datelor din carnetele de muncă, precum şi de scanare a acestora este în curs de derulare, neputând fi finalizată până la data expirării termenelor prevăzute în cuprinsul art. 296 şi art. 298 alin. (3) din Legea nr. 53/2003 - Codul muncii, cu modificările şi completările ulterioare, referitoare la dovedirea vechimii în muncă pe baza înscrierilor în carnetele de muncă şi, respectiv, la data de la care urmează a se abroga Decretul nr. 92/1976 privind carnetul de muncă, cu modificările ulterioare, se impune adoptarea de măsuri imediate pentru prelungirea cu 2 ani a termenelor sus-menţionate.
Ţinând cont de faptul că elementele sus-menţionate se referă la o situaţie extraordinară, iar neadoptarea de măsuri imediate în sensul celor preconizate, prin utilizarea procedurii de legiferare prin ordonanţă de urgenţă, determină consecinţe negative, în sensul afectării unui interes public, respectiv al salariaţilor care, în situaţia în care angajatorul omite să depună declaraţiile privind contribuţiile de asigurări sociale prevăzute de lege, ar întâmpina obstacole majore pentru a face dovada perioadelor necesare stabilirii drepturilor cu caracter social,
În temeiul art. 115 alin. (4) din Constituţia României, republicată,
Guvernul României adoptă prezenta hotărâre.
Articol unic
Legea nr. 53/2003 - Codul muncii, publicată în Monitorul Oficial al României, Partea I, nr. 72 din 5 februarie 2003, cu modificările şi completările ulterioare, se modifică după cum urmează:
1.Articolul 296 va avea următorul cuprins:
"Art. 296
(1) Vechimea în muncă stabilită până la data de 31 decembrie 2010 se probează cu carnetul de muncă.
(2) După data abrogării Decretului nr. 92/1976 privind carnetul de muncă, cu modificările ulterioare, vechimea în muncă stabilită până la data de 31 decembrie 2010 se reconstituie, la cererea persoanei care nu posedă carnet de muncă, de către instanţa judecătorească competentă să soluţioneze conflictele de muncă, pe baza înscrisurilor sau a altor probe din care să rezulte existenţa raporturilor de muncă. Cererile de reconstituire formulate anterior datei abrogării Decretului nr. 92/1976, cu modificările ulterioare, se vor soluţiona potrivit dispoziţiilor acestui act normativ.
(3) Angajatorii care păstrează şi completează carnetele de muncă le vor elibera titularilor în mod eşalonat, până la data de 30 iunie 2011, pe bază de proces-verbal individual de predare-primire.
(4) Inspectoratele teritoriale de muncă ce deţin carnetele de muncă ale salariaţilor le vor elibera până la data prevăzută la alin. (3), în condiţiile stabilite prin ordin al ministrului muncii, familiei şi egalităţii de şanse."
2.La articolul 298, alineatul (3) va avea următorul cuprins:
"(3) Pe data de 1 ianuarie 2011 se abrogă dispoziţiile Decretului nr. 92/1976 privind carnetul de muncă, publicat în Buletinul Oficial, Partea I, nr. 37 din 26 aprilie 1976, cu modificările ulterioare."
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PRIM-MINISTRU
CĂLIN POPESCU-TĂRICEANU
Contrasemnează:
Ministrul muncii, familiei şi egalităţii de şanse,
Mariana Câmpeanu
Ministrul economiei şi finanţelor,
Varujan Vosganian
Publicat în Monitorul Oficial cu numărul 765 din data de 13 noiembrie 2008

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CONTRACT DE CONFIDENTIALITATE
incheiat astazi, ........................... intre



S.C. .........................., cu sediul/domiciliul in ......................................................................., str. ..................................................., nr. ......, sector/judet ...................................., inregistrata la Registrul Comertului/autoritatile administratiei publice din ...................... sub nr. J.../..../..., C.U.I. ............., telefon ........, reprezentata prin ......................, in calitate de angajator si

Dl (dna) .................................................., domiciliul (adresa completa) ............................... ............... .............................................., legitimat cu ............................................................,
CNP .............................................., in calitate de persoana selectata in vederea angajarii pe postul de..........................................

Art. 1. Dl (dna) se obliga sa pastreze confidentialitatea cu privire la informatiile ce i se vor furniza prealabil incheierii contractului de munca, prin informarea realizata potrivit art. 17 din Codul muncii, ca si pe parcursul interviului desfasurat la sediul angajatorului, privind urmatoarele domenii:

– drepturile banesti aferente postului;
– modalitatea de plata a salariului si periodicitatea acesteia;
– avantajele in natura aferente postului;
– riscurile specifice acestuia;
– durata concediului de odihna;
– clauza de neconcurenta si orice alte clauze speciale.

Art. 2. Incalcarea obligatiei prevazute in art. 1 atrage plata de despagubiri catre angajator in valoare de ............ lei.

Art. 3. Obligatia prevazuta in art. 1 inceteaza:

– prin acordul expres al angajatorului;
– dupa expirarea unui termen de ....................;
– la data la care informatiile respective au devenit publice pe alte cai.

Art. 4. Obligatia prevazuta in art. 1 nu inceteaza prin incheierea contractului individual de munca de catre candidat.

Prezentul contract s-a incheiat in 2 (doua) exemplare, cate unul pentru fiecare parte.



Angajator, Candidat la ocuparea postului de ...........................,
................................... ...................................................

Angajarea salariatelor gravide

Art. 10 din Legea nr. 202/2002, modificata prin Ordonanta Guvernului nr. 84/2004, privind egalitatea de sanse intre femei si barbati prevede ca m aternitatea nu poate constitui motiv de discriminare.

Mai mult, este interzis sa i se solicite unei candidate, in vederea angajarii, sa prezinte un test de graviditate. Dispozitia este reluata si de art. 27 alin. (5) din Codul muncii. Singura exceptie admisa de lege o constituie angajarea pe acele locuri de munca interzise femeilor gravide si/sau care alapteaza, datorita naturii ori conditiilor particulare de prestare a muncii. In cazul acestor categorii de locuri de munca, angajatorul are chiar obligatia de a se informa cu privire la eventuala stare de graviditate a candidatei, pentru a evita angajarea in coditii ce ar putea afecta starea de sanatate a acesteia.

Normele de protectie vizeaza trei categorii de salariate:

a) salariata gravida. Aceasta este femeia care anunta in scris angajatorul asupra starii sale fiziologice de graviditate si anexeaza un document medical eliberat de medicul de familie sau de medicul specialist care sa ii ateste aceasta stare. Daca nu o face, nu va putea invoca ulterior neacordarea unor drepturi speciale si neaplicarea unor norme de protectie;

b) salariata care a nascut recent. Aceasta este femeia care revine in unitate si isi reia activitatea dupa efectuarea concediului de maternitate, respectiv a concediului postnatal obligatoriu de 42 de zile, sau, dupa caz, a numarului total de 63 de zile ale concediului de lauzie prevazut in Legea nr. 19/2000, cu modificarile si completarile ulterioare;

c) salariata care alapteaza. Aceasta este femeia care, la reluarea activitatii dupa efectuarea concediului de lauzie, isi alapteaza copilul si anunta angajatorul in scris cu privire la inceputul si sfarsitul prezumat al perioadei de alaptare, anexand documente medicale eliberate de medicul de familie in acest sens.

Odata ce le-ati angajat, ce obligatii aveti, ca angajator, in raport cu salariatele gravide care au nascut recent sau care alapteaza?

- de a instiinta, in termen de 10 zile lucratoare de la data la care ati fost anuntat in scris de catre o salariata ca este gravida, lauza sau alapteaza, medicul de medicina a muncii, precum si inspectoratul teritorial de munca pe a carui raza isi desfasoara activitatea;

- de a pastra confidentialitatea asupra starii de graviditate a salariatei si de a nu

anunta alti angajati decat cu acordul scris al acesteia si doar in interesul bunei desfasurari a procesului de munca, cand starea de graviditate nu este vizibila;

- de a preveni expunerea acestor salariate la riscuri ce le pot afecta sanatatea si securitatea;

- de a nu permite salariatelor sa revina la locul de munca in cele 42 de zile de concediu postanatal obligatoriu;

- de a include in regulamentul intern prevederi privind igiena, protectia sanatatii si securitatea in munca a salariatelor gravide, lauze sau care alapteaza;

- de a afisa la loc vizibil, timp de 6 luni, prevederile Ordonantei de urgenta a

Guvernului nr. 96/2003, aprobate cu modificari prin Legea nr. 25/2004;

- de a acorda salariatelor care alapteaza, in cursul programului de lucru, doua pause pentru alaptare de cate o ora fiecare. In aceste pauze se include si timpul necesar deplasarii dus-intors de la locul in care se gaseste copilul.

La cererea mamei, pauzele pentru alaptare vor fi inlocuite cu reducerea duratei normale a timpului sau de munca cu doua ore zilnic.

Pauzele si reducerea duratei normale a timpului de munca, acordate pentru alaptare,se includ in timpul de munca, nu diminueaza drepturile salariale si nu diminueaza stagiul de cotizare necesar pentru acordarea prestatiilor din sistemul public de pensii si alte drepturi de asigurari sociale;

- de a modifica locul de munca, in cazul salariatelor gravide sau care alapteaza, astfel incat sa li se asigure, la intervale regulate de timp, pauze si amenajari pentru repaus in pozitie sezanda sau, respectiv, pentru miscare.

Medicul de medicina a muncii stabileste intervalele de timp la care este necesara

schimbarea pozitiei de lucru, perioadele de activitate, precum si durata perioadelor pentru repaus in pozitie sezanda sau, respectiv, pentru miscare. Daca amenajarea conditiilor de munca si/sau a programului de lucru nu este din punct de vedere tehnic si/sau obiectiv posibila sau nu poate fi ceruta din motive bine intemeiate, angajatorul va lua masurile necesare pentru a schimba locul de munca al salariatei respective.

Nerespectarea obligatiilor mentionate pana acum constituie contraventie si se

sanctioneaza cu amenda de la 2.500 lei la 5.000 lei;

- de a nu le impune efectuarea unei munci daunatoare sanatatii sau starii lor de graviditate ori copilului nou-nascut, dupa caz;

Exemplu

Salariatele gravide nu vor fi expuse la:

a) anumiti agenti fizici, cum ar fi activitatea in atmosfera hiperbarica, de exemplu in incinte presurizate si la scufundari subacvatice;

b) anumiti agenti biologici, ca: toxoplasma; virusul rubeolei, exceptand cazurile in care se dovedeste ca salariata gravida este suficient protejata fata de acesti agenti prin imunizare;

c) anumiti agenti chimici, cum ar fi plumbul si derivatii acestuia, in masura in care pot fi absorbiti de organismul uman.

Salariatelor gravide sau care alapteaza nu li se va impune desfasurarea de activitati subterane miniere.

- de a informa in scris salariatele asupra rezultatelor evaluarii privind riscurile la care pot fi supuse la locurile lor de munca, precum si asupra drepturilor care le revin.

Aceasta informare se va realiza de catre angajatori potrivit urmatorului model:

INFORMARE

Prin prezenta, in conformitate cu art. 6 alin. (2) din Ordonanta de urgenta a Guvernului nr. 96/2003 privind protectia maternitatii la locurile de munca, aprobata cu modificari si completari prin Legea nr. 25/2004, se aduce la cunostinta doamnei .........................................., nascuta la data de ............................,

avand CNP ................................, cu domiciliul in judetul .................................., localitatea ..............................,

str. .................................., nr. ......., avand profesia de .................................., angajata in unitatea noastra in functia de .................................. si care ocupa locul de munca .................................. din sectia (atelier, compartiment

etc.) ................................................... faptul ca in urma evaluarii locului sau de munca au fost constatate urmatoarele:

1. la locul dumneavoastra de munca, si anume ......................................, exista/nu exista riscuri pentru

sanatatea sau securitatea dumneavoastra in perioada de maternitate;

2. riscul este scazut/mediu/crescut, fiind reprezentat de:

– agenti fizici, biologici, chimici, procedee, conditii de munca .......................................................................

3. conform rezultatelor Raportului de evaluare nr. ................. din data de .................................., riscul existent poate/nu poate aduce prejudicii evolutiei sarcinii, sanatatii atului/copilului sau sanatatii salariatei gravide/care alapteaza;

4. perioada de sarcina in care supunerea la risc este total interzisa este:

– in primele saptamani ..................................

– in ultimele luni ............................................

– sau ................................................................

5. |n vederea protectiei sanatatii si securitatii dumneavoastra:

– au fost luate urmatoarele masuri suplimentare: ............................................................................................

.......................................................................................................................................................................................

(se vor enumera in ordinea prioritatii).

– dumneavoastra aveti obligatia de a indeplini urmatoarele: ........................................................................

.......................................................................................................................................................................................

(se vor enumera in ordinea prioritatii).

6. pentru protectia sanatatii si securitatii dumneavoastra la locul de munca in perioada de maternitate vi se vor modifica:

a) programul de munca: ..................................................;

b) conditiile de munca: ......................................................;

c) locul de munca, fiind repartizata la ..................................................;

7. mentionam ca nu este posibil ca pentru protectia sanatatii si securitatii sa fie efectuata nici o schimbare mentionata la pct. 6, din urmatoarele motive:

..................................................................................................................................................................................

8. avand in vedere cele mentionate la pct. 1-7, medicul de medicina a muncii recomanda/nu recomanda concediu de risc maternal pe o perioada de ................., pana la eliminarea riscului existent pentru evolutia sarcinii, sanatatii fatului/copilului sau sanatatii salariatei gravide/care alapteaza.

Semnatura angajatorului si stampila unitatii Semnatura si parafa medicului

.............................................. ..............................................

Data Data

....................... .......................

Am primit,

Semnatura salariatei ..............................................

Data .......................

- de a nu mentine la locuri de munca cu caracter insalubru sau greu de suportat

salariate gravide, lauze sau care alapteaza;

Exemplu

Munci cu caracter insalubru sau greu de suportat sunt, spre exemplu:

– colectarea, transportul si depozitarea dejectiilor menajere, umane, animaliere;

– igienizarea grupurilor sanitare;

– sapatul santurilor;

– incarcatul sau descarcatul cu lopata al diverselor produse;

– ridicarea unor greutati mai mari de 10 kg;

– munca in conditii de temperaturi extreme, definite potrivit Ordonantei de urgenta a Guvernului nr. 99/2000 privind masurile ce pot fi aplicate in perioadele cu temperature extreme pentru protectia persoanelor incadrate in munca, aprobata prin Legea nr. 436/2001.

- de a nu obliga salariatele gravide, lauze sau care alapteaza la desfasurarea muncii de noapte.

In cazul in care sanatatea salariatelor este afectata de munca de noapte, angajatorul este obligat ca, pe baza solicitarii scrise a salariatei, sa o transfere la un loc de munca de zi, cu mentinerea salariului de baza brut lunar. Solicitarea salariatei se insoteste de un document medical care mentioneaza perioada in care sanatatea acesteia este afectata de munca de noapte;

- de a acorda dispensa pentru consultatii prenatale, in cazul in care investigatiile se pot efectua numai in timpul programului de lucru, fara diminuarea drepturilor salariale.

Dispensa pentru consultatii prenatale se defineste ca fiind un numar de maximum 16 ore libere platite salariatei de catre angajator, pe durata programului normal de lucru, pentru efectuarea consultatiilor si examenelor prenatale pe baza recomandarii medicului de familie sau a medicului specialist.

Dispensa se acorda doar in cazul in care investigatiile se pot efectua numai in timpul programului de lucru. Nerespectarea acestei obligatii constituie contraventie si se sanctioneaza cu amenda de la 5.000 lei la 10.000 lei;

- de a reduce cu 1/4 durata normala de munca, cu mentinerea drepturilor salariale, in cazul salariatelor gravide care nu pot indeplini durata normala de munca, din motive de sanatate, a sa sau a copilului.

De remarcat ca angajatorul suporta din propriul fond de salarii aceasta reducere a duratei de munca. Nu este avuta in vedere ipoteza concediului medical, in cazul caruia indemnizatia este platita de la bugetul de stat. Salariata nu se afla propriu-zis in incapacitate temporara de munca, dar programul normal de lucru ar suprasolicita-o;

- de a evalua anual natura, gradul si durata expunerii salariatelor la agentii, procedeele si conditiile de munca susceptibile sa prezinte un risc specific in cazul

femeilor gravide, lauze sau care alapteaza. |n termen de 5 zile lucratoare de la data intocmirii acestui raport, angajatorul are obligatia de a inmana o copie a acestuia sindicatului sau reprezentantilor salariatilor.

Nerespectarea acestei obligatii constituie contraventie si se sanctioneaza cu amenda de la 2.500 lei la 5.000 lei.

Evaluarea anuala a riscurilor pe care le comporta agentii cu risc de expunere se

efectueaza de catre angajator, cu participarea obligatorie a medicului de medicina a muncii, iar rezultatele lor se consemneaza in rapoarte scrise.

In cazul in care o salariata gravida, lauza sau care alapteaza desfasoara la locul de munca o activitate care prezinta riscuri pentru sanatatea sau securitatea sa ori cu repercusiuni asupra sarcinii si alaptarii, angajatorul este obligat sa ii modifice in mod corespunzator conditiile si/sau orarul de munca ori, daca nu este posibil, sa o repartizeze la alt loc de munca fara riscuri pentru sanatatea sau securitatea sa, conform recomandarii medicului de medicina a muncii sau a medicului de familie, cu mentinerea veniturilor salariale.

Aceasta prevedere trebuie corelata si cu dispozitia mai generala cuprinsa in art. 48 din Codul muncii, potrivit careia angajatorul poate modifica temporar locul si felul muncii, fara consimtamantul salariatului, intre altele ca masura de protectie a salariatului.

Nerespectarea acestei obligatii constituie contraventie si se sanctioneaza cu amenda de la 5.000 lei la 10.000 lei.

In cazul in care angajatorul, din motive justificate in mod obiectiv, nu poate sa indeplineasca aceasta obligatie, salariata gravida, lauza sau care alapteaza are dreptul la concediu de risc maternal.

Concediul de risc maternal se acorda si in cazul in care, angajatorul, din motive obiective, nu poate transfera la un loc de munca de zi o salariata gravida, lauza sau care alapteaza, a carei sanatate este afectata de munca de noapte.

Concediul de risc maternal nu se confunda nici cu concediul de maternitate, nici cu concediul pentru cresterea si ingrijirea copilului. Rolul lui nu este acela de a-i permite salariatei gravide sau mame sa beneficieze de timp liber. Acest concediu reprezinta o modalitate de protectie menita sa evite continuarea lucrului in conditii improprii starii de graviditate sau lauzie.

Ca urmare, concediul de risc maternal inceteaza automat daca salariata intra in concediu de maternitate sau in concediu pentru incapacitate temporara de munca, sau daca solicita concediu pentru cresterea si ingrijirea copilului.

Pe durata concediului de risc maternal, salariata beneficiaza de indemnizatie de risc maternal, care se suporta din bugetul asigurarilor sociale de stat. Deci angajatorul nu va suporta din fonduri proprii aceasta indemnizatie. Dar calculul si plata indemnizatiei de risc maternal se fac lunar de catre angajator, cel mai tarziu o data cu lichidarea drepturilor salariale pe luna in care se acorda concediul de risc maternal.

Cuantumul acestei indemnizatii este de 75% din media veniturilor lunare realizate in cele 6 luni anterioare primei zile inscrise in certificatul medical, pentru care s-a achitat contributia individuala de asigurari sociale.

ATENTIE!

Concediul de risc maternal nu se poate cumula cu alte concedii prevazute de legislatia privind sistemul public de pensii si alte drepturi de asigurari sociale.

De observat ca pentru indemnizatia de risc maternal nu se datoreaza contributia de asigurari sociale de stat. Durata concediului de risc maternal reprezinta perioada asimilata stagiului de cotizare.

In plus, aceasta categorie de salariate se afla sub imperiul unor norme speciale de protectie si in ceea ce priveste incetarea contractului individual de munca.

Astfel, potrivit art. 60 alin. (1) lit. d), e), f) din Codul muncii si art. 21 alin. (1) din

Ordonanta de urgenta a Guvernului nr. 96/2003, concedierea salariatilor nu poate fi dispusa:

– pe durata concediului de maternitate;

– pe durata concediului pentru cresterea si ingrijirea copilului in varsta de pana la 2 ani sau, in cazul copilului cu handicap, pana la implinirea varstei de 3 ani;

– pe durata concediului pentru ingrijirea copilului bolnav in varsta de pana la 7 ani sau, in cazul copilului cu handicap, pentru afectiuni intercurente, pana la implinirea varstei de 18 ani;

– pe durata concediului de risc maternal.

Singura exceptie o constituie cazul concedierii pentru motive ce intervin ca urmare a reorganizarii judiciare sau a falimentului angajatorului.

Interdictia concedierii femeii aflate in concediu de risc maternal, de maternitate sau pentru ingrijirea copilului se extinde o singura data cu pana la 6 luni, dupa revenirea salariatei in unitate.

Angajatorul care a incetat raportul de munca sau de serviciu cu o salariata gravida, lauza sau care alapteaza are obligatia ca, in termen de 7 zile de la data comunicarii acestei decizii in scris catre salariata, sa transmita o copie a acestui document sindicatului sau reprezentantilor salariatilor din unitate, precum si inspectoratului teritorial de munca.

Copia deciziei se insoteste de copiile documentelor justificative pentru masura luata.

Salariatele gravide, lauze sau care alapteaza, ale caror raporturi de munca sau raporturi de serviciu au incetat din motive pe care le considera ca fiind legate de starea lor, au dreptul sa conteste decizia angajatorului la instanta judecatoreasca competenta, in termen de 30 de zile de la data comunicarii acesteia, conform legii. Ca de obicei, sarcina probei revine angajatorului.

Angajatorul care nu a respectat interdictia privind concedierea salariatelor gravide, lauze sau care alapteaza se va putea vedea in situatia de a reintegra persoana respectiva, cu plata de despagubiri echivaland drepturile banesti de care aceasta a fost lipsita. Dar, mai mult decat atat, Ordonanta de urgenta a Guvernului nr. 96/2003, aprobata cu modificari prin Legea nr. 25/2004, prevede ca fapta in sine constituie contraventie si se pedepseste cu amenda de la 5.000 la 10.000 lei.

Modificarile la Codul Muncii: cine castiga si cine pierde? 23/09/2010

nuntul guvernantilor, cum ca vor sa modifice, pana in octombrie, legea de baza care reglementeaza relatiile de munca din Romania, a impartit societatea in doua. Pe de o parte, angajatorii, care sustin ca actuala legislatie din domeniu este rigida si ofera prea multe drepturi si privilegii salariatilor, pe de alta parte, angajatii, care se vad, dintr-o data, lipsiti de protectie si de posibilitatea de a-si negocia salariile si timpul de lucru. Cel mai intens dezbatute sunt propunerile de eliminare a contractului colectiv de munca la nivel national si conferirea unei puteri mai mari contractelor pe perioada determinata.

Desi in societatea romaneasca disputa pe modificarile la Codul Muncii i-a ridicat, din nou, pe angajati impotriva angajatorilor, reprezentantii Guvernului tac malc cand vine vorba despre un document de lucru pe care sa-l puna in dezbatere publica.
Premierul Emil Boc anunta recent ca Executivul intentioneaza sa-si asume, din nou, raspunderea in Parlament, in octombrie, pe doua legi importante, si anume Codul Social si Codul Muncii. Pana in prezent, insa, nu a fost elaborat un proiect care sa fie adus la cunostinta partenerilor sociali.


Codul muncii interpretat pentru angajatori! Detalii aici >>>


Desi acestia au negocieri continue cu Guvernul pe alte subiecte de extrema importanta, cum ar fi legea salarizarii bugetarilor sau concedierile de la stat, si cum pana in octombrie a mai ramas mai putin de o luna, sindicatele suspecteaza Executivul ca modifica legea in secret si ca se vor trezi cu ea in Parlament, fara dezabtere publica.

CE PROPUN PATRONATELE? Nemultumirile patronilor la adresa actualului Cod al Muncii nu sunt noi. Inca de la apartitie, in 2003, angajatorii s-au plans in continuu de rigiditatea acestuia si de faptul ca actul confera mult prea multe drepturi salariatilor (poate si pentru ca legea a fost elaborata in timpul mandatului ministrului Marian Sarbu, social-democrat desprins din randurile sindicatelor).

In conditiile in care, sustin patronii, un salariat care e lenes sau care greseste este foarte greu de dat afara, iar un proces depaseste frecvent un an si de cele mai multe ori angajatul are castig de cauza, angajatorii propun o serie de modificari care sa flexibilizeze relatiile de munca.

De exemplu, acestia cer eliminarea contractului colectiv de munca la nivel national sau chiar si al celui la nivel de ramura, negocierea urmand a se face la nivel de intreprindere sau pe regiune.

„Negocierea la nivel de intreprindere sau pe regiune ar fi mult mai realista. De ce sa existe un contract la nivel national care sa se aplice tuturor, in orice conditii? Nu poti sa dai acelasi salariu si la Vaslui si la Bucuresti, pentru ca cele doua regiuni nu sunt comparabile”, explica secretarul general al Asociatiei Oamenilor de Afaceri, Cristian Parvan.

O alta propunere care a infuriat angajatii este extinderea termenului in care se pot incheia contracte pe perioada determinata. Acestia considera ca, in acest fel, vor fi la bunul plac al patronului, care ii poate da afara cand are chef, motiv pentru care, de teama, salariatii se vor transforma in scalvi si vor accepta toate conditiile impuse de patron.


Codul muncii interpretat pentru angajatori! Detalii aici >>>


Patronatele au, insa, explicatii pentru propunerea lor. “Piata muncii este in continua transformare, apar meserii noi cu atributii noi. De ce sa nu pot angaja cati oameni am nevoie pentru cat timp am nevoie? Aceasta modalitate ar fi si in beneficiul salariatului, pentru ca un program de lucru flexibil i-ar da posibilitatea sa-si gaseasca si alt loc de munca si sa castige mai mult”, spune Cristian Parvan.

Patronatele mai au in vedere si prelungirea perioadei de proba, aplicarea contractelor pe ramura doar partilor implicate in negociere, simplificarea procedurilor de concediere in cazul angajatilor care nu-si fac treaba sau flexibilizarea timpului de lucru.

CE SPUN SINDICATELE? Reprezentantii salariatilor au reactionat dur la propunerile mediului de afaceri referitoare la modificarea Codului Muncii si-i suspecteaza pe acestia ca nu vor decat sa-si transforme angajatii in oameni timorati, care sa se multumeasca cu salarii mici si care sa poata fi dati afara oricand.

“Patronii vor eliminarea a doua concepte care definesc relatiile dintre angajati si angajatori – contractul colectiv de munca si contractele pe perioada nedeterminata. Ceea ce ne duce cu gandul ca vor sa aiba salariati prost platiti si pe care sa-i poata concedia cum vor si cand vor. Contractul colectiv de munca fixeaza niste standarde minime, legate de salariul minim si de timpul sau conditiile de lucru, peste care niciun angajator din tara asta nu poate trece. De ce ar vrea eliminarea acestor standarde minime, daca n-ar vrea sa nu mai aiba nicio conditie impusa in stabilirea salariilor si a conditiilor de munca”, este de parere presedintele Blocului National Sindical, Dumitru Costin.

Extinderea contractelor pe perioada determinata este, de asemenea, in opinia sindicatelor, o modalitate de a exploata angajatii.


Codul muncii interpretat pentru angajatori! Detalii aici >>>


“In prezent, Codul Muncii impune o perioada maxima de doi ani in care se poate incheia un astfel de contract in cazul unui salariat. Majorarea acestei perioade n-ar face decat ca patronul sa-si impuna propriile conditii legate de salariu sau conditiile de munca, iar salariatul sa le accepte din teama de a nu fi concediat, mai ales cand stie ca nu are unde sa-si gaseasca un alt loc de munca”, precizeaza Costin.

CE SPUNE GUVERNUL? Deocamdata reprezentantii Executivului nu spun nimic, ceea ce-i duce pe sindicalisti cu gandul la o conspiratie intre acestia si patroni. In opinia partenerilor sociali, propunerile facute de patronate “au fost aruncate in piata”, pentru a vedea reactiile si pentru a stabili cat de departe se poate merge.

Sindicatele sustin ca oficialii Ministerului Muncii i-au asigurat ca modificarile nu vor fi majore si ca va fi elaborata o lege adiacenta care sa reglementeze doar raporturile de munca in cazul zilierilor din agricultura, lege care le va fi prezentata in curand.

Pana in prezent, toate intalnirile pe marginea modificarilor la Codul Muncii nu s-au concretizat intr-un document scris, totul ramanad la stadiul de discutii “de principiu”.

clauza de timp liber

Clauza de restrictie a timpului liber
22 Septembrie 2009Autor: drd. Ana Cioriciu Stefanescu


" Potrivit art. 20 alin. (2) din Codul muncii[1], sunt considerate clauze specifice, fara ca enumerarea sa fie limitativa, urmatoarele: "


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a) clauza cu privire la formarea profesionala;
b) clauza de neconcurenta;
c) clauza de mobilitate;
d) clauza de confidentialitate.

Prin urmare, partile pot introduce alte clauze in contractul individual de munca. Una dintre acestea este clauza de restrictie a timpului liber.
Prin intermediul acestei clauze, salariatul se obliga ca in timpul sau liber, o anumita perioada, sa raspunda operativ convocarii si sa se prezinte la locul de munca in termenul convenit pentru a indeplini o anumita sarcina de serviciu. In schimbul acestei obligatii, angajatorul poate plati un spor la salariu sau compensa perioada respectiva cu timp liber corespunzator etc.
In mod normal, salariatului ii revine obligatia mentionata, fie pe o perioada indelungata, fie intr-o anumita perioada, caz in care trebuie anuntat din timp (de catre angajator). In cadrul clauzei trebuie precizata clar modalitatea in care salariatul va fi convocat - prin telefon, email etc. – si termenul maxim in care trebuie sa se prezinte la locul de munca, neprezentarea putand fi sanctionata disciplinar chiar, in conditiile legii.
Pentru ca poate fi chemat la lucru oricand, salariatul dispune de un salariu majorat, un anumit spor. Evident, sunt posibile si alte modalitati de cointeresare a salariatului. Acordarea salariului majorat sau a sporului la salariu nu este incompatibila cu plata orelor suplimentare!
In practica, o astfel de clauza este cuprinsa, indeosebi, in contractele individuale de munca ale unor salariati a caror pregatire de inalta calificare permite interventia lor eficienta in situatii deosebite (avarii, incendii, calamitati s.a.).2



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1 Legea nr. 53/2003 - Codul muncii (publicata in Monitorul Oficial al Romaniei, Partea I, nr. 72 din 5 februarie 2003), modificata si completata ulterior.
2 Ion Traian Stefanescu, Tratat de dreptul muncii, Editura Wolters Kluwer, Bucuresti, 2007, p. 291.

Codul Muncii tradus

:!: LAW No. 53 of 24 January 2003
Labour Code
EMITTER: THE PARLIAMENT OF ROMANIA
PUBLISHED IN: THE OFFICIAL GAZETTE OF ROMANIA No. 72 of 5 February 2003

It must be specified that the only text which shall produce legal effects is the text in the Romanian language.

TITLE I
General provisions

CHAPTER I
Scope of application

ART. 1
(1) The present code regulates all the individual and collective labour relations, the manner in which the control of the implementation of labour relations regulations takes place, as well as labour jurisdiction.
(2) The present code also applies to the labour relations regulated by special laws, only in so far as the latter do not contain derogatory specific provisions.
ART. 2
The provisions contained in the present code apply to:
a) Romanian citizens who are employed under an individual labour contract and who work in Romania;
B) Romanian citizens employed under an individual labour contract abroad, based on contracts concluded with a Romanian employer, except when the legislation of the state on the territory of which the individual labour contract is performed is more favourable;
c) foreign or stateless citizens employed under an individual labour contract, who work for a Romanian employer on the territory of Romania;
d) persons who have acquired the refugee status and are employed under an individual labour contract on the territory of Romania, according to the law;
e) apprentices who work based on an on-the-job apprenticeship contract;
f) employers who are natural or legal entities;
g) trade unions or employers' organisations.

CHAPTER II
Fundamental principles

ART. 3
(1) The freedom to work is guaranteed by the Constitution. The right to work shall not be restricted.
(2) All persons shall be free to choose their work place and profession, trade, or activity to carry out.
(3) No one can be obliged to work or not to work in a certain work place or profession, whatever these might be.
(4) Any labour contract concluded in violation of the provisions of paragraphs (1) - (3) shall be null de jure.
ART. 4
(1) Forced labour shall be prohibited.
(2) The term forced labour designates any work or service imposed on a person under threat or for which the person in question has not given his/her free consent.
(3) The work or activity imposed by the public authorities shall not be seen as forced labour:
a) in compliance with the law concerning the mandatory military service;
B) in the discharge of the civic obligations set up by the law;
c) in accordance with a final judicial decision of conviction;
d) in case of absolute necessity, i.e. in the event of a war, catastrophe or risk of catastrophe such as: fires, floods, earthquakes, violent epidemics or epizootics, invasions of animals or insects, and, in general, under all circumstances jeopardising life or the normal living conditions of most of the population or of part of it.
ART. 5
(1) Within the framework of work relations, the principle of the equality of treatment for all employees and employers shall apply.
(2) Any direct or indirect discrimination against an employee, based on criteria such as sex, sexual orientation, genetic characteristics, age, national origin, race, colour, ethnic origin, religion, political options, social origin, disability, family conditions or responsibilities, union membership or activity, shall be prohibited.
(3) A direct discrimination shall be represented by actions and facts of exclusion, differentiation, restriction, or preference, based on one or several of the criteria stipulated under paragraph (2), the purpose or effect of which is the failure to grant, the restriction or rejection of the recognition, use, or exercise of the rights stipulated in the labour legislation.
(4) An indirect discrimination shall be represented by actions and facts apparently based on other criteria than those stipulated under paragraph (2), but which cause the effects of a direct discrimination to take place.
ART. 6
(1) Any employee who performs a work shall benefit from adequate work conditions for the activity carried out, social security, labour safety and health, as well as the observance of his/her dignity and conscience, without any discrimination.
(2) All employees who perform a work shall have recognised their right to equal payment for equal work, their right to collective negotiations, their right to personal data protection, as well as their right to protection from unlawful dismissals.
ART. 7
Employees and employers can associate freely for the defence of their rights and the promotion of their vocational, economic, and social interests.
ART. 8
(1) Labour relations are based on the principle of consensus and good faith.
(2) To ensure a proper progress of labour relations the participants in labour relations shall inform and consult one another, in compliance with the law and the collective labour contracts.
ART. 9
The Romanian citizens are free to be employed in member countries of the European Union, as well as in any other state, provided they comply with the norms of international labour law and the bilateral treaties Romania is a party to.

TITLE II
Individual labour contract

CHAPTER I
Conclusion of the individual labour contract

ART. 10
An individual labour contract is a contract based on which a natural entity, called employee, undertakes to perform work for and under the authority of an employer, who is a natural or legal entity, in return for a remuneration, called wages.
ART. 11
The clauses of the individual labour contract cannot contain contrary provisions or rights below the minimum level set up by laws or collective labour contracts.
ART. 12
(1) An individual labour contract shall be concluded for an indefinite term.
(2) As an exception, an individual labour contract can also be concluded for a definite term, under the conditions expressly stipulated by the law.
ART. 13
(1) A natural entity shall be allowed to work after having turned 16 years of age.
(2) A legal entity can also conclude a labour contract, as an employee, after turning 15 years of age, based on his/her parents' or legal representatives' consent, for activities in accordance with his/her physical development, aptitudes and knowledge, unless this places under risk his/her health, development, and vocational training.
(3) Employment of persons under the age of 15 is prohibited.
(4) Employment of persons placed under court interdiction is prohibited.
(5) Employment in difficult, harmful, or dangerous work places shall only take place after the person has turned 18 years of age; such work places shall be established in a Government decision.
ART. 14
(1) For the purposes of this code, employer means a natural or legal entity who can employ, according to the law, labour force based on an individual labour contract.
(2) A legal entity can conclude individual labour contracts, as an employer, after having acquired that legal status.
(3) A natural entity can conclude individual labour contracts, as an employer, after having acquired the capacity to exercise.
ART. 15
It is prohibited, under penalty of absolute nullity, to conclude an individual labour contract for the purpose of performing an illicit or immoral work or activity.
ART. 16
(1) An individual labour contract shall be concluded based on the parties' consent, in written form, in Romanian. The employer has the obligation to conclude the individual labour contract in written form.
(2) If the individual labour contract has not been concluded in written form, the presumption is that it has been concluded for an indefinite term, and the parties can give proof of contract provisions and work performed through any other elements of proof.
(3) The work performed based on an individual labour contract gives the employee length of service.
ART. 17
(1) Prior to the conclusion or amendment of an individual labour contract, the employer must inform the person applying for employment or the employee, as the case may be, about the general clauses he intends to include in the contract or to amend.
(2) The information stipulated under paragraph (1) shall comprise, as the case may be, the following elements at least:
a) the identity of the parties;
B) the work place or, in the absence of a stable work place, the possibility that the employee may work in various places;
c) the employer's head office/or, as the case may be, residence;
d) the duties of the job;
e) the typical risks of the job;
f) the date from which the contract is to take effect;
g) in the event of a labour contract for a definite term or a temporary labour contract, the duration thereof;
h) the duration of the annual leave the employee is entitled to;
i) the conditions under which the contracting parties can give notice and the duration thereof;
j) the basic wages, other elements of the earned income, as well as the periodicity of the payment of wages the employee is entitled to;
k) the normal work period expressed in hours per day and hours per week;
l) the mention of the collective labour contract regulating the work conditions for the employee;
m) the length of the trial period.
(3) The elements in the information stipulated under paragraph (2) shall also be found in the contents of the individual labour contract.
(4) Any change in any of the elements stipulated under paragraph (2) during the performance of the individual labour contract shall require the conclusion of a rider to the contract, within 15 days from the employee being notified in writing, except for circumstances when such a change is made possible by the law or the applicable collective labour contract.
(5) As regards the information provided to the employee, prior to the conclusion of the individual labour contract, the parties can enter into a confidentiality agreement.
ART. 18
(1) If the employee is to carry out his/her activity abroad, the employer shall provide him/her, in due time, with the information stipulated under Article 17 (2), including information regarding:
a) the duration of the work period to be performed abroad;
B) the currency in which his/her wages are to be paid, as well as the methods of payment;
c) the payments in money and/or in kind related to the activity carried out abroad;
d) the climate conditions;
e) the main regulations in that country's labour legislation;
f) the local customs the non-observance of which might endanger the employee's life, freedom, or personal safety.
(2) Special laws regulating the typical work conditions abroad shall complement the provisions of paragraph (1).
ART. 19
If the employer does not comply with his obligation to inform the employee within 15 days from the time of launching the offer for the termination or amendment of the individual labour contract, or, as the case may be, of the performance of the activity abroad, the employee shall be entitled to notify, within 30 days, the competent court of law and ask for compensation corresponding to the damage caused to him/her as a result of the non-fulfilment by the employer of his obligation to inform him/her.
ART. 20
(1) Besides the general clauses stipulated under Article 17, the parties can also negotiate and include other specific clauses in the individual labour contract.
(2) The following are regarded as specific clauses, the enumeration thereof not being restrictive:
a) the clause on vocational formation;
B) the non-competition clause;
c) the mobility clause;
d) the confidentiality clause.
ART. 21
(1) The non-competition clause shall force the employee not to perform, for his/her own interest or that of a third party, an activity which is competing with the one performed for his/her employer, or an activity for the benefit of a third party which is in competition with his/her employer and forces the employer to pay a monthly allowance to the employee.
(2) The non-competition clause shall only take effect if the individual labour contract clearly stipulates the activities the employee is prohibited from performing for the duration of the contract.
(3) The allowance due to the employee shall be negotiated and shall be at least 25% of the wages. The allowance must be paid in full and in time.
(4) The non-competition clause shall not operate during the trial period.
ART. 22
(1) The non-competition clause shall no longer operate on the date of termination of the individual labour contract.
(2) As an exception to the provisions of paragraph (1), the non-competition clause can also apply after the termination of the individual labour contract, for a period of 6 months at the most, when executive positions are involved, and 2 years at the most, for those having been in management positions, if such a period has been expressly agreed upon in the individual labour contract.
(3) The provisions of paragraph (2) shall not apply when the termination of the individual labour contract has taken place de jure or based on the initiative of the employer, for reasons which cannot be imputed to the employee.
ART. 23
(1) The non-competition clause cannot have as effect the employee's absolutely prohibition from exercising his/her profession or specialty.
(2) Based on a notification by the employee or the territorial factory inspectorate, the competent court of law can diminish the effects of the non-competition clause.
ART. 24
In the event of the employee having wrongly violated the non-competition clause, he/she can be obliged to return the allowance and, as the case may be, pay damages corresponding to the loss caused by him/her to the employer.
ART. 25
In the mobility clause, the parties in the individual labour contract stipulate that, considering the typical features of the work, the performance of the job duties by the employee shall not take place in a stable work place. In this case, the employee shall benefit from additional cash payments or payments in kind.
ART. 26
(1) In the confidentiality clause, the parties shall agree that, throughout the duration of the performance of the individual labour contract and after the termination thereof, they shall not transmit data or information they have learnt during the performance of the contract, under the terms set by the company's rules and regulations, in collective labour contracts or individual labour contracts.
(2) The non-compliance with this clause by either of the parties entails the obligation of the party at fault to pay damages.
ART. 27
(1) A person shall only be employed based on a medical certificate, which finds that the person in question is fit to perform that work.
(2) The failure to comply with the provisions of paragraph (1) causes the individual labour contract to become null.
(3) If the employee submits the medical certificate after the time of conclusion of the individual labour contract, and the contents of the certificate prove the person in question is fit for work, the contract thus concluded remains valid.
(4) The competence for and the procedure of issuing the medical certificate, as well as the sanctions applicable to the employer for employing or changing the work place or type of work without a medical certificate shall be stipulated by special laws.
(5) It is prohibited to require pregnancy tests on hiring a person.
(6) When employing a person in the fields of health, public catering, education, and other fields stipulated by the laws, typical medical tests may be required.
ART. 28
A medical certificate is also compulsory under the following circumstances:
a) when restarting work after an interruption exceeding 6 months, for jobs with exposure to occupational noxious factors, and one year, in the other cases;
B) in the event of a secondment or transfer to another work place or activity;
c) when beginning the assignment, in the case of employees hired under a temporary labour contract;
d) in the case of apprentices, probationers, and school or college students, if they are to be trained per trades and professions, as well as when changing trade during the training;
e) periodically, in the case of persons who work under exposure to occupational noxious factors, according to the regulations of the Ministry of Health and Family;
f) periodically, in the case of persons who perform activities showing a risk of transmitting diseases and who work in the food and animal-breeding sectors, in drinking water supply units, in children's collectivities, or in medical institutions, according to the regulations of the Ministry of Health and Family;
g) periodically, in the case of persons who work in institutions without risk factors, by means of medical examinations differentiated per age, gender, and health condition, according to the regulations in the collective labour contracts.
ART. 29
(1) The individual labour contract shall be concluded after a preliminary check of the professional and personal abilities of the person applying for the job.
(2) The ways in which the check stipulated under paragraph (1) is to take place shall be set up in the applicable collective labour contract, in the personnel status (professional or disciplinary), and in the company's rules and regulations, unless the law stipulates otherwise.
(3) The purpose of the information requested, under any form, by the employer from the person applying for a job on the occasion of the preliminary check of abilities can only be for assessing his/her capacity to be in that position, as well as his/her professional abilities.
(4) The employer can request information about the person applying for a job from his/her former employers, but only as regards the duties carried out and the length of that employment, and provided the person in question has been informed in advance.
ART. 30
(1) In public institutions and authorities, and other budgetary institutions, personnel employment can only take place based on a contest or examination, as the case may be.
(2) Vacancies existing in the list of positions shall be opened to contest, depending on the needs of each institution stipulated under paragraph (1).
(3) If, for the contest organised for filling a vacancy, several candidates have not entered the contest, the employment shall be decided by an examination.
(4) The terms for organising a contest/examination and the manner in which it takes place shall be set by the regulations approved in a Government decision.
ART. 31
(1) To check the abilities of the employee, on the conclusion of the individual labour contract, a trial period of 30 calendar days at the most may be established for executive positions, and 90 calendar days at the most for management positions.
(2) The check of professional abilities when employing disabled persons shall be based only on a trial period of 30 calendar days at the most.
(3) As far as unskilled workers are concerned, the trial period shall be exceptional and shall not exceed 5 working days.
(4) Graduates of education institutions shall be employed, at the beginning of the employment in their profession, based on a trial period of 3 to 6 months.
(5) During the trial period, the employee enjoys all the rights and has all the obligations stipulated in the labour legislation, the applicable collective labour contract, the company's rules and regulations, as well as the individual labour contract.
ART. 32
(1) During the performance of an individual labour contract, there can be only one trial period.
(2) As an exception, an employee can be subjected to a new trial period if he/she starts a new position or profession with the same employer, or is to perform his/her activity in a work place under difficult, harmful, or dangerous conditions.
(3) The failure to inform the employee, before the conclusion or amendment of the individual labour contract, about the trial period, within the term set under Article 17 (4), causes the employer to be disqualified from checking the employee's abilities by such means.
(4) The trial period shall represent length of service.
ART. 33
It is prohibited to successively employ more than three persons for trial periods for the same position.
ART. 34
(1) Each employer must establish a general book of the employees.
(2) The general book of the employees shall be first registered with the competent public authority, according to the law, which has jurisdiction over the employer's residence or head office, respectively, after which date it becomes an official document.
(3) The general book of the employees shall be filled out in order of employment and shall comprise the identification elements of all employees, the elements characterising their labour contracts, as well as all situations which occur during the performance of work relations in connection with the execution, amendment, suspension or termination of the individual labour contract.
(4) The general book of the employees shall be kept at the employer's residence or head office, respectively, and it shall be placed at the disposal of the factory inspector or any other authority requesting it, according to the law.
(5) At the employee's request, the employer must issue a document attesting the former's activity, length of service in his/her trade and specialty.
(6) In case of termination of the employer's activity, the general book of the employees shall be deposited with the competent public authority, according to the law, which has jurisdiction over the employer's residence or head office, respectively, as the case may be.
(7) The methodology for preparing the general book of the employees, the recordings to be made, as well as any other elements related to making them shall be stipulated in a Government decision.
ART. 35
(1) Any employee shall be entitled to hold concurrently several positions, based on individual labour contracts, with the adequate wages for each of them.
(2) Exceptions to the provisions of paragraph (1) shall be the cases when the law stipulates incompatibilities for holding concurrently some positions.
(3) Employees who hold concurrently several positions shall have to declare to each employer the place where he/she exercises the position he/she deems as basic.
ART. 36
Foreign and stateless citizens can be employed under an individual labour contract based on the work permit issued according to the law.

CHAPTER II
Execution of the individual labour contract

ART. 37
The rights and obligations concerning the work relations between the employer and the employee shall be established according to the law, by negotiation, within the collective labour contracts and individual labour contracts.
ART. 38
Employees cannot give up their rights recognised by the law. Any transaction whose aim is to give up the rights recognised by the law to employees or to limit such rights shall be rendered void.
ART. 39
(1) The employee's main rights are as follows:
a) the right to receive wages for the work performed;
B) the right to a daily and weekly rest;
c) the right to an annual holiday;
d) the right to equal chances and treatment;
e) the right to dignity of labour;
f) the right to labour safety and health;
g) the right of access to vocational training;
h) the right to information and consultation;
i) the right to take part in the determination and improvement of the work conditions and environment;
j) the right to protection as far as dismissal is concerned;
k) the right to collective and individual negotiation;
l) the right to participate in collective actions;
m) the right to establish or join a trade union.
(2) The employee's main obligations are as follows:
a) the obligation to accomplish his/her work load or, as the case may be, to meet his/her duties according to the job description;
B) the obligation to observe work discipline;
c) the obligation to observe the provisions of the company's rules and regulations, of the applicable collective labour contract, as well as of the individual labour contract;
d) the obligation of fidelity to the employer in performing his/her job duties;
e) the obligation to observe labour safety and health in the company;
f) the obligation to observe the professional secrecy.
ART. 40
(1) The employer's main rights are as follows:
a) to set up the organisation and operation of the company;
B) to establish the duties of each employee, according to the law;
c) to issue mandatory orders to the employee, provided these are legal;
d) to exert control over the way in which the job duties are carried out;
e) to find whether departures from discipline have taken place and to inflict the adequate sanctions, according to the law, the applicable collective labour contract, and the company's rules and regulations.
(2) The employer's main obligations are as follows:
a) to inform the employees on the work conditions and elements regarding the progress of work relations;
B) to provide permanently the technical and organisational conditions envisaged when the work loads had been devised, and the adequate work conditions;
c) to grant the employees all the rights deriving from the law, the applicable collective labour contract, and the individual labour contracts;
d) to inform periodically the employees about the company's economic and financial position;
e) to consult with the trade union or, as the case may be, the employees' representatives on the decisions likely to affect substantially their rights and interests;
f) to pay all the contributions and taxes which fall upon him, as well as to withhold and transfer the contributions and taxes due by the employees, according to the law;
g) to establish the general book of the employees and make the recordings stipulated by the law;
h) to issue, on request, all the documents attesting the petitioner's employee status;
i) to make sure the employees' personal data are confidential.

CHAPTER III
Amendments to the individual labour contract

ART. 41
(1) The individual labour contract can only be amended based on the parties' consent.
(2) As an exception, the unilateral amendment of the individual labour contract shall only be possible in the cases and under the conditions stipulated by the present code.
(3) Amendments to the individual labour contract shall refer to any of the following elements:
a) length of the contract;
B) work place;
c) kind of work;
d) work conditions;
e) wages;
f) working time and rest time.
ART. 42
(1) The work place can be modified unilaterally by the employer by delegating or temporarily seconding the employee to a work place other than the one stipulated in the individual labour contract.
(2) During the delegation or secondment, respectively, the employee shall preserve his/her position and all the other rights stipulated in the individual labour contract.
ART. 43
The delegation represents the temporary exercise by the employee, based on the employer's order, of works or assignments corresponding to the job duties, outside his/her work place.
ART. 44
(1) The delegation can be ordered for a period not exceeding 60 days, and can be extended, based on the employee's consent, by 60 days at the most.
(2) The delegated employee shall be entitled to the payment of travelling and accommodation expenses, as well as of a delegation allowance, under the terms of the law or of the applicable collective labour contract.
ART. 45
The secondment is the action whereby a temporary change in the work place is provided for, based on the employer's order, with another employer, for the purpose of performing some works in the latter's interest. In this exceptional case, a secondment can also mean a change in the kind of work, but only based on the employee's written consent.
ART. 46
(1) A secondment can be ordered for a period not exceeding one year.
(2) In this exceptional case, the period of the secondment can be extended for objective reasons requiring the employee's presence with the employer who ordered the secondment, based on both parties' consent, every six months.
(3) The employee can decline the secondment ordered by his/her employer only in exceptional cases, and for good personal grounds.
(4) The seconded employee shall be entitled to the payment of travelling and accommodation expenses, as well as of a secondment allowance, under the terms of the law or of the applicable collective labour contract.
ART. 47
(1) The employer with whom the secondment has been ordered shall grant the rights due to the seconded employee.
(2) For the duration of the secondment, the employee shall enjoy the more favourable rights, either those coming from the employer who ordered the secondment, or those coming from the employer to whom he was seconded.
(3) The employer ordering the secondment shall be under on obligation to take the necessary steps so that the employer to whom the secondment has been ordered meets all the obligations to the seconded employee fully and in due time.
(4) If the employer to whom the secondment has been ordered does not meet all the obligations to the seconded employee fully and in due time, such obligations shall be met by the employer having ordered the secondment.
(5) If there is disagreement between the two employers or if none of them meets his obligations according to the provisions of paragraphs (1) and (2), the seconded employee is entitled to return to his/her work place with the employer having seconded him/her, to take action against either of the two employers, and to ask for the enforced fulfilment of the obligations.
ART. 48
The employer can temporarily change the place and kind of work, without the employee's consent, also in case of absolute necessity, as a disciplinary sanction, or as a measure for protecting the employee, in the cases and under the terms stipulated by the present code.

CHAPTER IV
Suspension of the individual labour contract

ART. 49
(1) The suspension of the individual labour contract can take place de jure, based on the parties' consent, or through the unilateral action of one of the parties.
(2) The suspension of the individual labour contract has as an effect the suspension of the performance of work by the employee and of the payment of the wage entitlements by the employer.
(3) Throughout the suspension, other parties' rights and obligations than those stipulated under paragraph (2) can go on existing unless otherwise stipulated by special laws, the applicable collective labour contract, individual labour contracts, or the company's rules and regulations.
(4) In the event of the individual labour contract being suspended because of a fact imputable to the employee, throughout the suspension the latter shall not enjoy any of the rights deriving from his/her position as employee.
ART. 50
The individual labour contract shall be suspended de jure under the following circumstances:
a) maternity leave;
B) leave for temporary industrial disablement;
c) quarantine;
d) compulsory military service;
e) exercise of managerial functions within an executive, legislative, or court authority, throughout the term of office;
f) holding a paid management position in a trade union;
g) case of absolute necessity;
h) if the employee is taken into preventive custody according to the rules of criminal procedure;
i) in other cases expressly stipulated by the law.
ART. 51
The individual labour contract can be suspended on the employee's initiative, under the following circumstances:
a) leave for raising a child up to the age of 2, or, in case of a disabled child, up to the age of 3;
B) leave for looking after a sick child up to the age of 7 or, in case of a disabled child, for intercurrent diseases, up to the age of 18;
c) paternal leave;
d) vocational training leave;
e) exercise of elected positions within vocational bodies established at the central or local level, for the entire term of office;
f) participation in a strike;
g) absences without leave.
ART. 52
(1) The individual labour contract can be suspended on the employer's initiative under the following circumstances:
a) during a preliminary disciplinary inquiry, according to the law;
B) as a disciplinary sanction;
c) if the employer has lodged a penal complaint against the employee or the latter has been sent to trial for criminal actions inconsistent with his/her position, until a final judgment is delivered;
d) in the event of a temporary discontinuance of business, without the termination of the labour relationship, especially for economic, technological, structural reasons and the like;
e) for the duration of the secondment.
(2) As far as the cases stipulated under paragraph (1) c) are concerned, if the person in question is proved innocent, the employee shall resume his/her previous activity and an indemnity shall be paid to him/her equal to the wages and other entitlements he/she was deprived of during the contract suspension.
ART. 53
(1) For the duration of the temporary discontinuance of the employer's business, the employees shall benefit from an allowance, paid from the wage fund, which cannot be less than 75% of the basic wage corresponding to that work place.
(2) For the duration of the temporary discontinuance stipulated under paragraph (1), the employees shall be at the disposal of the employer, who can, at any time, order the activity to be resumed.
ART. 54
The individual labour contract can be suspended, based on the parties' consent, in case of unpaid leaves for studies or for personal interests.

CHAPTER V
Termination of the individual labour contract

ART. 55
The individual labour contract can be terminated as follows:
a) de jure;
B) based on the parties' consent, on the date agreed upon;
c) as a result of the unilateral will of one of the parties, in the cases and under the terms limitedly stipulated by the law.

Section 1
De jure termination of the individual labour contract

ART. 56
The individual labour contract is de jure terminated:
a) on the date of the death of the employee or employer, if he/she is a natural entity;
B) on the date a final judgment is delivered, declaring the death or placing under interdiction of the employee or of the employer, if he/she is a natural entity, and if this causes the business liquidation;
c) as a result of the dissolution of the employer, if this is a legal entity, from the date the legal entity ceases to exist;
d) on the date the standard age conditions and the minimum period of contribution for retirement are cumulatively met, or, as the case may be, on the date the decision of retirement for age limit or disability of the employee is communicated, according to the law;
e) as a result of finding the absolute nullity of the individual labour contract, from the date the nullity was found based on the parties' consent, or a final judgment;
f) as a result of the admittance of the petition for reinstating in the position occupied by the employee a person dismissed unlawfully or for ill-founded grounds, from the date the final judgment for reinstating is delivered;
g) as a result of a criminal sentence to be served on the job, from the date of issuance of the serving warrant;
h) from the date of withdrawal, by the competent authorities or bodies, of the approvals, authorisations, or certifications necessary for exercising one's profession;
i) as a result of the interdiction to exercise a profession or an office, as a safety measure or complementary punishment, from the date the final judgment ordering the interdiction was delivered;
j) on the expiry of the deadline of the individual labour contract concluded for a definite term;
k) from the date of withdrawal of the parents' or legal representatives' consent, for employees whose ages range between 15 and 16 years.
ART. 57
(1) The failure to comply with any of the necessary lawful conditions for the valid conclusion of the individual labour contract entails its nullity.
(2) The finding of the nullity of the individual labour contract shall have effects in the future.
(3) The nullity of the individual labour contract can be annulled by the subsequent observance of the conditions imposed by the law.
(4) If a clause is vitiated by nullity, since it establishes rights or obligations for the employees, which contravene to some imperative lawful norms or applicable collective labour contracts this shall be replaced de jure by the applicable lawful or conventional provisions, and the employee shall be entitled to indemnities.
(5) A person who has worked within a null individual labour contract is entitled to its payment in relation to the way in which job assignments have been accomplished.
(6) The finding of nullity and the setting up, according to the law, of the effects thereof can be done by consent of the parties.
(7) If the parties do not come to an agreement, the nullity shall be delivered by the judicial authority.

Section 2
Dismissal

ART. 58
(1) The dismissal represents the termination of the individual labour contract on the employer's initiative.
(2) The dismissal can be ordered for reasons related to the employee's person or for reasons which are not related to the employee's person.
ART. 59
It shall be prohibited to dismiss employees:
a) based on criteria such as gender, sexual orientation, genetic characteristics, age, national origin, race, colour, ethnic origin, religion, political option, social origin, disability, family status or responsibility, trade union membership or activity;
B) for the exercise, under the terms of the law, of their right to strike and trade union rights.
ART. 60
(1) Employees' dismissal shall not be ordered:
a) for the duration of the temporary industrial disablement, as established in a medical certificate according to the law;
B) for the duration of the quarantine leave;
c) for the duration an employed woman is pregnant, if the employer learnt about this fact prior to the issuance of the dismissal decision;
d) for the duration of the maternity leave;
e) for the duration of the leave for raising a child up to the age of 2, or, in case of a disabled child, up to the age of 3;
f) leave for looking after a sick child up to the age of 7 or, in case of a disabled child, for intercurrent diseases, up to the age of 18;
g) for the duration of the military service;
h) for the duration of the exercise of an elected position in a trade union body, except when the dismissal is ordered for a serious infraction of discipline or for repeated infractions of discipline perpetrated by that employee;
i) for the duration of the leave.
(2) The provisions of paragraph (1) shall not apply in cases of dismissal for reasons due to the employer's judicial reorganisation or bankruptcy, according to the law.

Section 3
Dismissal for reasons related to the employee's person

ART. 61
The employer can order the dismissal for reasons related to the employee's person under the following circumstances:
a) if the employee has perpetrated a serious infraction or repeated infractions of the work discipline regulations or those set by the individual labour contract, the applicable collective labour contract, or the company's rules and regulations, as a disciplinary sanction;
B) if the employee is taken into preventive custody for a period exceeding 60 days, under the rules of criminal procedure;
c) if, following a decision of the competent medical investigation authorities, it is established the physical unfitness and/or mental incapacity of the employee, which prevents the latter from accomplishing the duties related to his/her work place;
d) if the employee is not professionally fit for his/her job.
ART. 62
(1) If the dismissal takes place for one of the reasons stipulated under Article 61 B) - d), the employer shall issue the dismissal within 30 calendar days from the date of establishing the dismissal cause.
(2) The decision shall be issued in writing and, under penalty of being declared void, it must be motivated de facto and de jure and comprise details about the period within which it can be contested and the court where the complaint is lodged.
ART. 63
(1) The dismissal for a serious infraction or repeated infraction of the work discipline regulations can only be ordered after the employer has completed a preliminary disciplinary inquiry, and within the periods set by the present code.
(2) The procedure of the preliminary inquiry is also mandatory in cases of dismissal due to the employee being professionally unfit. The terms and periods of the preliminary inquiry are those stipulated for the disciplinary inquiry.
ART. 64
(1) If the dismissal is ordered for the reasons stipulated under Article 61 c) and d), as well as if the individual labour contract has ceased de jure under Article 56 f), the employer must suggest to the employee other vacant positions in the company, consistent with his/her professional training or, as the case may be, his/her work capability assessed by the factory doctor.
(2) If the employer has no vacant positions according to paragraph (1), he shall ask the territorial employment agency for support in the redeployment of the employee according to his/her professional training or, as the case may be, to his/her work capability assessed by the factory doctor, and shall subsequently inform the employee about the solutions proposed by the agency.
(3) The employee shall have at his/her disposal a period of 3 working days from the employer's communication according to the provisions of paragraphs (1) and (2) to state expressly his/her consent concerning the new job offered.
(4) If the employee does not state expressly his/her consent within the period stipulated under paragraph (3), as well as if the territorial employment agency cannot meet its obligation stipulated under paragraph (2), the employer can order the employee's dismissal.
(5) In the case of a dismissal for the reason stipulated under Article 61 c), the employee shall benefit from a compensation, under the terms set in the applicable collective labour contract or in the individual labour contract, as the case may be.

Section 4
Dismissal for reasons not related to the employee's person

ART. 65
(1) The dismissal for reasons not related to the employee's person shall represent the termination of the individual labour contract, caused by the suppression of that employee's position due to economic difficulties, technological changes, or activity reorganisation.
(2) The suppression of a position must be effective and have an actual serious cause, one of those stipulated under paragraph (1).
ART. 66
The dismissal for reasons not related to the employee's person can be individual or collective.
ART. 67
The employees dismissed for reasons which are not related to their persons shall benefit from active measures to control unemployment and can benefit from compensations under the terms stipulated by the law and the applicable collective labour contract.

Section 5
Collective dismissal

ART. 68
Collective dismissal means the dismissal, within 30 calendar days, ordered for one or more reasons of those stipulated under Article 65 (1), of:
a) at least 5 employees, if the employer who is dismissing them has more than 20 employees and less than 100 employees;
B) at least 10% of the employees, if the employer who is dismissing them has at least 100 employees but less than 300 employees;
c) at least 30 employees, if the employer who is dismissing them has at least 300 employees.
ART. 69
As far as collective dismissals are concerned, the employer has the following obligations:
a) to draw up a plan of social measures or of another type stipulated by the law or the applicable collective labour contracts, after having consulted the trade union or the employees representatives;
B) to propose vocational training programmes to the employees;
c) to place at the disposal of the trade union which has members in that company or, as the case may be, to the employees' representatives all the relevant information about the collective dismissal, with a view to receiving proposals from them;
d) with a view to reaching a common point of view, to start in due time consultations with the trade union or, as the case may be, the employees' representatives, concerning the methods and means for avoiding collective dismissals or diminishing the number of employees affected and mitigating the consequences.
ART. 70
(1) The employer shall notify in writing the trade union or, as the case may be, the employees' representatives of his intent of collective dismissal, at least 45 calendar days before the issuance of the dismissal decisions.
(2) The notification of the collective dismissal intent shall take the form of a collective dismissal project, which shall comprise:
a) the total number and categories of employees;
B) the reasons for the dismissal;
c) the number and categories of employees to be affected by the dismissal;
d) the criteria envisaged, according to the law and/or collective labour contracts, for establishing the dismissal priority sequence;
e) the steps considered for limiting the number of dismissals;
f) the steps for mitigating the consequences of the dismissal and the compensations to be granted to the employees dismissed, according to the provisions of the law and the applicable collective labour contract;
g) the date on which or the period during which the dismissals shall take place;
h) the period in which the trade union or, as the case may be, the employees' representatives can make proposals for avoiding dismissals or diminishing the number of employees dismissed.
(3) The employer shall notify the dismissal project to the territorial labour inspectorate and the territorial employment agency on the same date the notification was sent to the trade union or, as the case may be, to the employees' representatives.
ART. 71
(1) The trade union or, as the case may be, the employees' representatives may propose to the employer steps for avoiding the dismissals or diminishing the number of employees dismissed, within 20 calendar days of the date of receipt of the dismissal project.
(2) The employer shall reply, in writing and stating good reasons, to the proposals formulated according to the provisions of paragraph (1), within 10 days of their receipt.
(3) If the aspects related to the collective dismissal under consideration cannot be solved within 45 days, as stipulated under article 70 (1), at the request of either party, the territorial factory inspectorate may order the extension by 15 calendar days at the most.
ART. 72
(1) The employer who ordered collective dismissals cannot employ new people for the positions of the employees dismissed for a period of 12 months from the date of their dismissal.
(2) If, during this period, the employer resumes the activities the termination of which had led to collective dismissals, the employees having been dismissed shall have the right to be re-employed in the positions they had had previously, without an examination, contest, or trial period.
(3) If the employees being entitled to be re-employed according to paragraph (2) do not apply for re-employment, the employer shall be entitled to employ new people for the vacant positions.

Section 6
Right to notice

ART. 73
(1) The persons dismissed based on Article 61 c) and d), and Articles 65 and 66 shall benefit from the right to a notice which cannot be less than 15 working days.
(2) The exception to the provisions of paragraph (1) is represented by the persons dismissed based on Article 61 d), who are on a trial period.
ART. 74
(1) The dismissal decision shall be communicated to the employee in writing and shall compulsorily contain:
a) the reasons for the dismissal;
B) the term of notice;
c) the criteria for establishing the priority sequence, according to Article 70 (2) d);
d) the list of all available positions in the company and the period in which the employees must choose for taking a vacant position, under Article 64.
(2) If, during the notice period, the individual labour contract is suspended, the term of notice shall be suspended accordingly.
ART. 75
The dismissal decision shall take effects from the date it is notified to the employee.

Section 7
Control and sanction of unlawful dismissals

ART. 76
The dismissal ordered in non-compliance with the procedure stipulated by the law shall be rendered void.
ART. 77
In the event of an industrial conflict, the employer cannot put forward in court other de facto or de jure reasons than the ones stated in the dismissal decision.
ART. 78
(1) If the dismissal was not well-grounded or was unfair, the court shall rule its cancellation and force the employer to pay an indemnity equal to the indexed, increased or updated wages and the other entitlements the employee would have otherwise benefited from.
(2) At the employee's request, the court which ruled the cancellation of the dismissal shall restore the parties to their status prior to the issuance of the dismissal document.

Section 8
Resignation

ART. 79
(1) Resignation means the unilateral act of will of the employee who, by means of a written notification, shall inform the employer about the termination of the individual labour contract, after the term of notice has elapsed.
(2) The employer's refusal to register the resignation shall give the employee the right to prove it by any elements of proof.
(3) An employee shall have the right not to motivate his/her resignation.
(4) The term of notice shall be the one agreed upon by the parties in the individual labour contract or, as the case may be, the one stipulated in the applicable collective labour contracts, and shall not exceed 15 calendar days for employees in executive positions, or 30 calendar days for employees in management positions, respectively.
(5) For the duration of the notice the individual labour contract shall continue to take full effects.
(6) If, during the notice, the individual labour contract is suspended, the term of notice shall be suspended accordingly.
(7) The individual labour contract shall terminate on the date of expiry of the term of notice or on the date the employer gives up that term entirely or partially.
(8) An employee can resign without notice if the employer has not met his obligations according to the individual labour contract.

CHAPTER VI
Individual labour contract for a definite term

ART. 80
(1) As an exception to the rule stipulated under Article 12 (1), the employers are allowed to employ, for the purpose and under the terms of the present code, personnel under individual labour contracts for a definite term.
(2) An individual labour contract for a definite term can only be concluded in a written form, expressly stating the term for which it is concluded.
(3) An individual labour contract for a definite term can be extended even after the expiry of the initial term, based on the parties' written consent, but only within the term stipulated under Article 82 and two consecutive times at the most.
ART. 81
An individual labour contract for a definite term can only be concluded in the following instances:
a) replacement of an employee in the event his/her labour contract is suspended, except when that employee participates in a strike;
B) a temporary increase in the employer's activity;
c) seasonal activities;
d) if it is concluded based on lawful provisions made with a view to temporarily favouring certain categories of unemployed persons;
e) in other instances expressly stipulated by special laws.
ART. 82
(1) The individual labour contract for a definite term cannot be concluded for a period exceeding 18 months.
(2) If the individual labour contract for a definite term is concluded with a view to replacing an employee whose individual labour contract has been suspended, the term of the contract shall expire when the reasons having caused the suspension of the individual labour contract of the tenured employee have ceased to exist.
ART. 83
An employee hired under an individual labour contract for a definite term can be subjected to a trial period, which shall not exceed:
a) 5 working days, for a term of the individual labour contract less than 3 months;
B) 15 working days, for a term of the individual labour contract between 3 and 6 months;
c) 30 working days, for a term of the individual labour contract exceeding 6 months;
d) 45 working days, in the case of employees holding management positions, for a term of the individual labour contract exceeding 6 months.
ART. 84
(1) On the expiry of the individual labour contract for a definite term, an employee shall be hired for that position under an individual labour contract for an indefinite term.
(2) The provisions of paragraph (1) shall not apply:
a) if the individual labour contract for a definite term is concluded with a view to temporarily replacing a missing employee, if a new cause for suspending his/her contract occurs;
B) if a new individual labour contract for a definite term is concluded with a view to doing some urgent, exceptional works;
c) if the conclusion of a new individual labour contract for a definite term proves necessary for the reasons stipulated under Article 81 e);
d) if the individual labour contract for a definite term has been terminated on the employee's initiative or the employer's initiative, for a serious misconduct or repeated misconduct by the employee.
ART. 85
The employers shall inform the employees employed under individual labour contracts for a definite term about the vacant positions or those to become vacant, which are in compliance with their vocational training, and shall grant them access to such positions under equal terms as the employees employed under individual labour contracts for an indefinite term. This information shall be made public in an announcement posted at the employer's head office.
ART. 86
Unless otherwise stipulated in the present code, the provisions of the law, as well as those of the collective labour contracts applicable to employees employed under individual labour contracts for an indefinite term shall equally apply to employees employed under individual labour contracts for a definite term.

CHAPTER VII
Work through a temporary labour agent

ART. 87
(1) Work through a temporary labour agent, hereinafter called temporary work, is the work performed by a temporary employee who, by order of the temporary labour agent, performs work in favour of a user.
(2) A temporary employee is a person employed by an employer who is a temporary labour agent, and placed at the disposal of a user for the duration necessary for carrying out certain precise and temporary duties.
(3) A temporary labour agent is a trading company authorised by the Ministry of Labour and Social Solidarity, which temporarily places at the disposal of a user the skilled and/or unskilled personnel employed and paid to that effect. The terms for the temporary labour agent's establishment and operation, as well as the authorisation procedure, shall be set by Government decision.
(4) A user is an employer at whose disposal the temporary labour agent places a temporary employee in view of carrying out certain precise and temporary duties.
ART. 88
A user can call on the temporary labour agents only for carrying out a precise and temporary duty, called temporary work assignment, and only in the following instances:
a) to replace an employee whose individual labour contract has been suspended, for the duration of the suspension;
B) to perform some seasonal activities;
c) to perform some specialised or occasional activities.
ART. 89
(1) A temporary work assignment shall be established for a period which cannot exceed 12 months.
(2) The duration of a temporary work assignment can be extended only once for a period which, added to the initial duration of the assignment, cannot exceed 18 months.
(3) The terms under which the duration of a temporary work assignment can be extended are stipulated in the temporary labour contract or can make the subject of a rider to that contract.
ART. 90
(1) The temporary labour agent shall place at the user's disposal an employee employed under a temporary labour contract, on the basis of an availability contract concluded in writing.
(2) The availability contract shall comprise:
a) the reason why the use of a temporary employee is necessary;
B) the term of the assignment and, if the case arises, provisions for amending the term of the assignment;
c) the typical characteristics of the position, especially the necessary skills, the place where the assignment shall be carried out, and the work schedule;
d) the actual work conditions;
e) the individual protective and work equipment the temporary employee must use;
f) any other services and facilities for the benefit of the temporary employee;
g) the value of the contract the temporary labour agent benefits from, as well as the wages the employee is entitled to.
(3) Any clause that prohibits the user from hiring the temporary employee after the assignment has been completed is null and void.
ART. 91
(1) Temporary employees shall have access to all the services and facilities provided by the user, under the same terms as the latter's other employees.
(2) The user shall provide the temporary employee with individual protective and work equipment except when, based on the