{"id":1376,"date":"2021-07-12T09:46:56","date_gmt":"2021-07-12T06:46:56","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=1376"},"modified":"2024-07-25T14:42:30","modified_gmt":"2024-07-25T11:42:30","slug":"codul-muncii-aspecte-importante-pentru-angajatori","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/codul-muncii-aspecte-importante-pentru-angajatori\/","title":{"rendered":"Codul Muncii \u2013 aspecte importante pentru angajatori"},"content":{"rendered":"\n<p>Conform <a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"http:\/\/www.parlament.md\/LinkClick.aspx?fileticket=sx77oQxNwU4%3D&amp;tabid=202&amp;language=ro-RO\" target=\"_blank\" rel=\"noreferrer noopener\">Raportului Avocatului Poporului<\/a>, dreptul la munc\u0103 \u0219i ocrotirea acestuia se afl\u0103 \u00een TOP-ul drepturilor pe care cet\u0103\u021benii Republicii Moldova le consider\u0103 cele mai importante. Astfel, \u00een calitate de angajator este primordial s\u0103 te asiguri c\u0103 entitatea ta \u00ee\u0219i desf\u0103\u0219oar\u0103 activitatea \u00een strict\u0103 conformitate cu toate prevederile legisla\u021biei \u00een vigoare. \u00cen acest sens, principalele aspecte \u0219i rapoarte juridice dintre angajat \u0219i angajator sunt stipulate \u00een <strong>Codul Muncii<\/strong>. Acesta este un act normativ complex care cuprinde toate aspectele care pot interveni \u00een rela\u021bia angajat-angajator. \u00cen acest articol ne-am propus s\u0103 descriem c\u00e2teva aspecte legale mai pu\u021bin cunoscute \u0219i aplicate \u00een r\u00e2ndul angajatorilor. Astfel, \u00een continuare g\u0103se\u0219ti c\u00e2teva puncte din <strong>Codul Muncii importante pentru angajatori<\/strong>.<\/p>\n\n\n\n<h1 class=\"wp-block-heading\">Informa\u021bii din Codul Muncii importante pentru angajatori<\/h1>\n\n\n\n<p>Pentru a evita orice probleme cu institu\u021biile statului, angajatorii trebuie s\u0103 respecte legea. S\u0103 angajeze legal, s\u0103-\u0219i \u00eendeplineasc\u0103 la timp obliga\u021biunile fa\u021b\u0103 de angaja\u021bi \u0219i s\u0103 le respecte drepturile acestora. Toate aceste aspecte sunt stipulate \u00cen codul Muncii.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Aspecte din Codul Muncii care conteaz\u0103 pentru angajatori<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Important pentru angajatori: Codul Muncii \u2013 munca peste program <\/strong><\/h3>\n\n\n\n<p>Angajatorii locali, deseori, sunt predispu\u0219i s\u0103 solicite de la angaja\u021bi munc\u0103 peste program. Totodat\u0103, deseori acest lucru nu este organizat conform procedurii legale. Iat\u0103 care sunt principalele aspecte pe care ar trebui s\u0103 le ai \u00een vedere atunci c\u00e2nd implici un angajat \u00een activit\u0103\u021bi care presupun lucru peste program:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>atragerea la munca suplimentar\u0103 se efectueaz\u0103 doar cu acordul scris al angajatului;<\/li>\n\n\n\n<li>angajatorul are obliga\u021bia de a asigura condi\u021bii decente de munc\u0103 chiar \u0219i \u00een timpul muncii peste program;<\/li>\n\n\n\n<li>nu pot fi atrase la munca peste program urm\u0103toarele categorii de angaja\u021bi:<\/li>\n\n\n\n<li>salaria\u0163ii \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 18 ani;<\/li>\n\n\n\n<li>femeile gravide;<\/li>\n\n\n\n<li>femeile aflate \u00een concediul postnatal;<\/li>\n\n\n\n<li>femeile care au copii \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 3 ani;<\/li>\n\n\n\n<li>persoanele c\u0103rora munca suplimentar\u0103 le este contraindicat\u0103 conform certificatului medical;<\/li>\n\n\n\n<li>Invalizii de gradul I \u015fi II;<\/li>\n\n\n\n<li>femeile care au copii \u00een v\u00e2rst\u0103 de la 3 la 6 ani (copii invalizi \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 16 ani);<\/li>\n\n\n\n<li>persoanele care \u00eembin\u0103 concediile pentru \u00eengrijirea copilului prev\u0103zute de art.126 \u015fi 127 alin.(2) cu activitatea de munc\u0103;<\/li>\n\n\n\n<li>salaria\u0163ii care \u00eengrijesc de un membru al familiei bolnav.<\/li>\n\n\n\n<li>Efectuarea muncii suplimentare nu poate avea ca efect majorarea duratei zilnice a timpului de munc\u0103 peste 12 ore.\u00a0\u00a0\u00a0<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Munca peste prorgam f\u0103r\u0103 acordul angajatului<\/strong><\/h3>\n\n\n\n<p>Totodat\u0103, exist\u0103 situa\u021bii specifice, \u00een care angajatorul poate atrage angajatul la munc\u0103 suplimentar\u0103 f\u0103r\u0103 acordul acestuia. Asemenea situa\u021bii sunt stipulate \u00een Articolul 124 (2) din <strong>Codul Muncii<\/strong> care prevede c\u0103 angajatorul poate atrage angajatul la munc\u0103 suplimentar\u0103 f\u0103r\u0103 acordul acestuia \u00een urm\u0103toarele cazuri:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>pentru efectuarea lucr\u0103rilor necesare pentru ap\u0103rarea \u0163\u0103rii, pentru pre\u00eent\u00e2mpinarea unei avarii de produc\u0163ie ori pentru \u00eenl\u0103turarea consecin\u0163elor unei avarii de produc\u0163ie sau a unei calamit\u0103\u0163i naturale;<br><\/li>\n\n\n\n<li>pentru efectuarea lucr\u0103rilor necesare \u00eenl\u0103tur\u0103rii unor situa\u0163ii care ar putea periclita buna func\u0163ionare a serviciilor de aprovizionare cu ap\u0103 \u015fi energie electric\u0103, de canalizare, po\u015ftale, de telecomunica\u0163ii \u015fi informatic\u0103, a c\u0103ilor de comunica\u0163ie \u015fi a mijloacelor de transport \u00een comun, a instala\u0163iilor de distribuire a combustibilului, a unit\u0103\u0163ilor medico-sanitare.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Important pentru angajatori: Codul Muncii \u2013 despre perioada de prob\u0103<\/strong><\/h3>\n\n\n\n<p>Perioada de prob\u0103 reprezint\u0103 un instrument aplicat foarte des de angajatori deoarece \u00eei ajut\u0103 s\u0103 testeze capacit\u0103\u021bile unui candidat \u00een condi\u021bii reale de munc\u0103. Totodat\u0103, acest aspect, la fel, are anumite prevederi legale care, deseori, nu sunt respectate de angajatorii locali. \u00cen primul r\u00e2nd, exist\u0103 o stipulare clar\u0103 referitor la durata perioadei de prob\u0103:<\/p>\n\n\n\n<p>Pentru ca angajatorul s\u0103 se conving\u0103 de competen\u021ba angajatului \u00eei poate stabili o perioad\u0103 de prob\u0103 de cel mult 3 luni \u015fi, respectiv, de cel mult 6 luni \u2013 \u00een cazul conduc\u0103torului unit\u0103\u0163ii, adjunc\u0163ilor lui, contabilului-\u015fef \u015fi altor persoane cu func\u0163ie de r\u0103spundere. Pentru muncitorii necalifica\u0163i, perioada de prob\u0103 &nbsp;nu poate dep\u0103\u015fi 30 zile calendaristice.<\/p>\n\n\n\n<p>\u00cen cazul angaj\u0103rii \u00een baza contractului individual de munc\u0103 pe durat\u0103 determinat\u0103, perioada de prob\u0103 nu va dep\u0103\u0219i:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>15 zile calendaristice pentru o durat\u0103 a contractului individual de munc\u0103 cuprins\u0103 \u00eentre 3 \u015fi 6 luni;<\/li>\n\n\n\n<li>30 de zile calendaristice pentru o durat\u0103 a contractului individual de munc\u0103 mai mare de 6 luni.<\/li>\n<\/ul>\n\n\n\n<p>Totodat\u0103, este important s\u0103 cuno\u0219ti c\u0103 perioada de prob\u0103 cuprinde doar timpul efectiv lucrat. Astfel, dac\u0103 pe durata perioadei de prob\u0103 angajatul a absentat de la lucru din motive \u00eentemeiate, durata absen\u021bei nu se va include \u00een durata perioadei de prob\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>C\u00e2nd nu poate fi aplicat\u0103 perioada de prob\u0103<\/strong><\/h3>\n\n\n\n<p>Pe l\u00e2ng\u0103 durata perioadei de prob\u0103 ce poate fi aplicat\u0103, <strong>Codul Muncii <\/strong>mai stipuleaz\u0103 \u0219i anumite categorii de angaja\u021bi, c\u0103tre care nu poate fi aplicat\u0103 perioada de prob\u0103. Iat\u0103 care sunt ace\u0219ti angaja\u021bi:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tinerii speciali\u0219ti;<\/li>\n\n\n\n<li>persoanele \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 18 ani;<\/li>\n\n\n\n<li>persoanele angajate prin concurs;<\/li>\n\n\n\n<li>persoanele care au fost transferate de la o unitate la alta;<\/li>\n\n\n\n<li>femeile gravide;<\/li>\n\n\n\n<li>invalizii;<\/li>\n\n\n\n<li>persoanele alese \u00een func\u0163ii elective;<\/li>\n\n\n\n<li>persoanele angajate \u00een baza unui contract individual de munc\u0103 cu o durat\u0103 de p\u00e2n\u0103 la 3 luni.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong><span style=\"color:#0b5b0c\" class=\"has-inline-color\">Cite\u0219te \u0219i: <\/span><\/strong><a href=\"https:\/\/dad.md\/dad-human-capital\/ce-beneficii-extrasalariale-ieftine-le-poti-oferi-angajatilor\/\" target=\"_blank\" rel=\"noreferrer noopener\">Ce beneficii extrasalariale ieftine le po\u021bi oferi angaja\u021bilor<\/a><\/p>\n<\/blockquote>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2-1024x576.jpg\" alt=\"codul muncii angajatori fotografie simbol\" class=\"wp-image-1382\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/DAD-Human-Capital-Aspecte-importante-din-codul-muncii-2.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Important pentru angajatori: Codul Muncii \u2013 despre munca la distan\u021b\u0103<\/strong><\/h3>\n\n\n\n<p>\u00cen circumstan\u021bele pandemice, munca la distan\u021b\u0103 a devenit o op\u021biune popular\u0103 \u00een r\u00e2ndul angajatorilor. Totodat\u0103, acest tip de munc\u0103 este stipulat \u0219i din punct de vedere legal. Astfel, conform legisla\u021biei \u00een vigoare, angajatul care va presta munc\u0103 la distan\u021b\u0103 va semna contract de munc\u0103 \u00een care, pe l\u00e2ng\u0103 clauzele de baz\u0103, vor fi men\u021bionate \u0219i clauzele care stipuleaz\u0103 munca la distan\u021b\u0103. Iat\u0103 care sunt aceste prevederi:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>condi\u021biile de prestare a muncii la distan\u021b\u0103;<\/li>\n\n\n\n<li>programul \u00een cadrul c\u0103ruia angajatorul este \u00een drept s\u0103 verifice activitatea salariatului \u0219i modalitatea de realizare a controlului;<\/li>\n\n\n\n<li>modalitatea de eviden\u021b\u0103 a orelor de munc\u0103 prestate de salariatul cu munca la distan\u021b\u0103;<\/li>\n\n\n\n<li>condi\u021biile privind suportarea cheltuielilor aferente activit\u0103\u021bii \u00een regim de munc\u0103 la distan\u021b\u0103;<\/li>\n\n\n\n<li>alte prevederi agreate de p\u0103r\u021bi.<\/li>\n<\/ul>\n\n\n\n<p>Astfel, modul \u0219i condi\u021biile de desf\u0103\u0219urare a muncii la distan\u021b\u0103 trebuie incluse \u0219i stipulate \u00een contractul individual de munc\u0103. \u00cen a\u0219a mod, at\u00e2t angajatorul, c\u00e2t \u0219i angajatul, vor fi asigura\u021bi c\u0103 raportul juridic dintre ace\u0219tia se exercit\u0103 \u00eentr-un mod transparent \u0219i corect din punct de vedere legal.<\/p>\n\n\n\n<p>Acestea sunt c\u00e2teva aspecte importante din <strong>Codul Muncii<\/strong> importante pentru <strong>angajatori<\/strong> \u00een 2021. Lu\u00e2nd \u00een considera\u021bie aceste prevederi legale vei putea asigura o activitate transparent\u0103 din punct de vedere legal a companiei tale.<\/p>\n\n\n\n<p>Dac\u0103 ai nevoie de suport referitor la careva din aceste aspecte sau alte oricare aspecte ce \u021bin de Legisla\u021bia Muncii, nu ezita s\u0103 contactezi echipa de exper\u021bi DAD Human Capital. Gra\u021bie experien\u021bei vaste, vom reu\u0219i s\u0103 g\u0103sim solu\u021bii personalizate anume pentru tine! <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">Contacteaz\u0103-ne <\/a>acum!<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/recrutare.dad.md\/jobdescription\/\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/codul-muncii-angajatori-anunt-1024x576.jpg\" alt=\"codul muncii angajatori ghid bonus\" class=\"wp-image-3570\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/codul-muncii-angajatori-anunt-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/codul-muncii-angajatori-anunt-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/07\/codul-muncii-angajatori-anunt-768x432.jpg 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Moldova&#8230;<\/p>\n","protected":false},"author":1,"featured_media":1383,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14,12],"tags":[],"class_list":["post-1376","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-evidenta-documentatiei-hr","category-hr-advisory"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Codul Muncii \u2013 aspecte importante pentru angajatori<\/title>\n<meta name=\"description\" content=\"Afl\u0103 care sunt cele mai importante aspecte din Codul muncii pentru angajatori. 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