{"id":1759,"date":"2022-03-02T11:04:00","date_gmt":"2022-03-02T08:04:00","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=1759"},"modified":"2024-07-23T15:52:15","modified_gmt":"2024-07-23T12:52:15","slug":"munca-suplimentara-cate-ore-in-plus-pot-lucra-salariatii","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/munca-suplimentara-cate-ore-in-plus-pot-lucra-salariatii\/","title":{"rendered":"Munc\u0103 suplimentar\u0103. C\u00e2te ore \u00een plus pot lucra salaria\u021bii"},"content":{"rendered":"\n<p>Munca peste program sau <strong>munc\u0103 suplimentar\u0103<\/strong> se practic\u0103 \u00een diverse sectoare de activitate din \u021bar\u0103 din diverse motive. Angajatorii atr\u0103g\u00e2nd salaria\u0163ii s\u0103 presteze <strong>munc\u0103 suplimentar\u0103<\/strong>, nu \u00eentotdeauna respect\u0103 prevederile Codului Muncii.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p>Oric\u00e2t de mult \u015fi-ar dori angajatorii s\u0103 atrag\u0103 salaria\u0163ii la <strong>munc\u0103 suplimentar\u0103<\/strong>, trebuie de \u015ftiut c\u0103 legea instituie anumite reguli care nu pot fi \u00eenc\u0103lcate nici m\u0103car atunci c\u00e2nd exist\u0103 acordul salariatului. Justificarea rezid\u0103 \u00een aceea c\u0103 salaria\u0163ii au nevoie de un timp de odihn\u0103 pentru refacerea capacita\u0163ii de munc\u0103, \u00een scopul evit\u0103rii epuiz\u0103rii \u015fi apari\u021biei de boli profesionale. A\u0219adar, dup\u0103 cum probabil se cunoa\u015fte, durata normal\u0103 a timpului de lucru este de 40 de ore pe s\u0103pt\u0103m\u00e2n\u0103.<\/p>\n\n\n\n<p>Efectuarea muncii suplimentare nu poate avea ca efect majorarea duratei zilnice a timpului de munc\u0103 peste 12 ore. Angajatorul este obligat s\u0103 \u0163in\u0103, \u00een modul stabilit, eviden\u0163a timpului de munc\u0103 prestat efectiv de fiecare salariat. Inclusiv a muncii suplimentare, a muncii prestate \u00een zilele de repaus \u015fi \u00een zilele de s\u0103rb\u0103toare nelucr\u0103toare.<\/p>\n\n\n\n<h1 class=\"wp-block-heading has-text-align-left\"><strong>Durata normal\u0103 a timpului de munc\u0103 vs munc\u0103 suplimentar\u0103<\/strong><\/h1>\n\n\n\n<p>Durata normal\u0103 a timpului de munc\u0103 al salaria\u0163ilor din unit\u0103\u0163ile din \u0163ar\u0103 se consider\u0103 durata ce nu va dep\u0103\u015fi 40 de ore pe s\u0103pt\u0103m\u00e2n\u0103 prev\u0103zut\u0103 de art. 95 alin. (2) din Codul muncii.<\/p>\n\n\n\n<p><strong>Munc\u0103 suplimentar\u0103 sau munca peste program<\/strong> este considerat\u0103 munca prestat\u0103 \u00een afara duratei normale a timpului de munc\u0103 s\u0103pt\u0103m\u00e2nal \u015fi\/sau zilnic stabilit \u00een Regulamentul intern al unit\u0103\u0163ii \u015fi \u00een contractul individual de munc\u0103.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/p>\n\n\n\n<p>Se consider\u0103 <strong>munc\u0103 suplimentar\u0103 <\/strong>munca prestat\u0103 \u00een afara duratei normale a timpului de munc\u0103 prev\u0103zut\u0103 la art. 95 alin. (2), la art. 96 alin. (2)\u2013(4), la art.&nbsp;98 alin.&nbsp;(3) \u015fi la art.&nbsp;99 alin.&nbsp;(1) din Codul muncii.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3 situa\u0163ii tratate distinct \u00een Codul Muncii ca munc\u0103 suplimentar\u0103<\/h2>\n\n\n\n<p>Sunt trei situa\u0163ii tratate distinct \u00een Codul muncii ca <strong>munc\u0103 suplimentar\u0103<\/strong>. Acestea au diferite proceduri de atragere a salariatului \u015fi de retribuire:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>munca suplimentar\u0103 \u00een zi normal\u0103 de lucru, peste durata programului indicat \u00een contractul individual de munc\u0103;<\/li>\n\n\n\n<li>munca \u00een zi de repaus s\u0103pt\u0103m\u00e2nal;<\/li>\n\n\n\n<li>munca \u00een zi de s\u0103rb\u0103toare nelucr\u0103toare conform art. 111 din Codul muncii.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Cine nu poate fi atras la munc\u0103 suplimentar\u0103<\/h3>\n\n\n\n<p>\u00cen plus, Codul muncii instituie interdic\u0163ia efectu\u0103rii de <strong>munc\u0103 suplimentar\u0103<\/strong> pentru anumite categorii de salaria\u0163i, precum:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tinerii \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 18 ani;<\/li>\n\n\n\n<li>femei gravide;<\/li>\n\n\n\n<li>persoane a c\u0103rora <strong>munc\u0103 suplimentar\u0103<\/strong> le este contraindicat\u0103 conform certificatului medical.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-left\">Care este procedura de atragere a salaria\u021bilor la munc\u0103 suplimentar\u0103<\/h3>\n\n\n\n<p><strong>Munca suplimentar\u0103<\/strong> nu poate fi efectuat\u0103 <strong><em>f\u0103r\u0103 acordul scris al salariatului<\/em><\/strong>, cu excep\u0163ia cazului de for\u0163\u0103 major\u0103 sau pentru lucr\u0103ri urgente destinate prevenirii producerii unor accidente ori \u00eenl\u0103tur\u0103rii a consecin\u0163elor unui accident \u00een condi\u0163iile men\u0163ionate \u00een art.&nbsp;104 alin. (2) din Codul muncii.<\/p>\n\n\n\n<p>Angajatorul este cel care solicit\u0103 salariatului efectuarea de <strong>munc\u0103 suplimentar\u0103<\/strong>, scris sau verbal, \u00eens\u0103 un aspect important este acela c\u0103 salariatul trebuie sa \u00ee\u015fi dea acordul pentru <strong>munca suplimentar\u0103<\/strong>, except\u00e2nd cazurile mentionate \u00een Codul muncii \u00een forma scrisa. \u00cen baza acceptului angajatului la prestarea muncii suplimentare angajatorul emite ordin care este adus la cuno\u015ftin\u0163a salariatului sub semn\u0103tur\u0103.<\/p>\n\n\n\n<p>\u00cen caz c\u00e2nd salariatul d\u0103 acord la <strong>munc\u0103 suplimentar\u0103<\/strong> \u00een forma verbal\u0103, angajatorul poate sa emit\u0103 ordinul f\u0103r\u0103 acordul \u00een forma scris\u0103, \u00eens\u0103 \u00een ordin salariatul va scri: \u201eAm luat cuno\u015ftin\u0163\u0103 cu con\u0163inutul ordinului \u015fi sunt de acord s\u0103 fiu atras la munc\u0103 suplimentar\u0103 pe data de 5 martie 2022\u201d pun\u00e2nd data \u015fi semn\u0103tura.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-left\">C\u00e2te ore suplimentare poate face un salariat \u00eentr-un an calendaristic<\/h3>\n\n\n\n<p>\u00cen ceea ce prive\u015fte num\u0103rul de ore suplimentare care pot fi efectuate de un salariat pe parcursul unui an exist\u0103 reguli strict stabilite prin legisla\u0163ia muncii.<\/p>\n\n\n\n<p>Mai exact, salariatul nu poate lucra mai mult de 120 ore \u00eentr-un an calendaristic. \u00cen cazuri excep\u0163ionale, aceast\u0103 limit\u0103, cu acordul reprezentan\u0163ilor salaria\u0163ilor, poate fi extins\u0103 p\u00e2n\u0103 la 240 de ore (art. 104 alin. (5) din Codul muncii).<\/p>\n\n\n\n<p>Pentru salaria\u0163ii care au prestat <strong>munc\u0103 suplimentar\u0103<\/strong> \u00een m\u0103rime de 120 ore \u00eentr-un an calendaristic angajatorul este obligat s\u0103 le asigure condi\u0163ii normale de munc\u0103, inclusiv cele privind securitatea \u015fi s\u0103n\u0103tatea \u00een munc\u0103 (art. 104 alin. (6) din Codul muncii).<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><strong><span style=\"color:#097d17\" class=\"has-inline-color\">Cite\u0219te \u0219i: <\/span><\/strong><a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"https:\/\/dad.md\/dad-human-capital\/cum-creezi-anunt-de-angajare-atractiv-in-2022\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Anun\u021b de angajare atractiv \u00een 2022?<\/strong><\/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\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2-1024x576.jpg\" alt=\"munc\u0103 suplimentar\u0103 fotografie simbol\" class=\"wp-image-1773\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/Munca-peste-program-zile-si-ore-suplimentare_DAD-Human-Capital-2.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-left\">Munca \u00een zilele de repaus \u015fi \u00een zilele de s\u0103rb\u0103toare nelucr\u0103toare<\/h3>\n\n\n\n<p>O situa\u0163ie special\u0103 este acordarea repausului s\u0103pt\u0103m\u00e2nal \u015fi repausului \u00een zilele de s\u0103rb\u0103toare nelucr\u0103toare specificate \u00een art. 111 al Codului muncii.<\/p>\n\n\n\n<p>Conform CM repartizarea timpului de munc\u0103 \u00een cadrul s\u0103pt\u0103m\u00e2nii este, de regul\u0103, uniform\u0103 \u015fi constituie 8 ore pe zi, timp de 5 zile, cu dou\u0103 zile de repaus, de regul\u0103, s\u00e2mb\u0103t\u0103 \u015fi duminic\u0103. \u00cens\u0103 diverse afaceri pot stabili prin regulamentul intern al entit\u0103\u021bii \u015fi prin contractul colectiv \u015fi\/sau prin contractele individuale de munc\u0103 alte tipuri al s\u0103pt\u0103m\u00e2nii de munc\u0103, regimul de munc\u0103 \u2013 durata programului de munc\u0103 (al schimbului), timpul \u00eenceperii \u015fi termin\u0103rii lucrului, \u00eentreruperile, alternarea zilelor lucr\u0103toare \u015fi nelucr\u0103toare \u00een conformitate cu prevederile art. 98 din Codul muncii.<\/p>\n\n\n\n<p>De\u015fi reglementarea tratamentului muncii prestate \u00een zilele de repaus s\u0103pt\u0103m\u00e2nal \u015fi \u00een zilele de s\u0103rb\u0103toare nelucr\u0103toare este mai degrab\u0103 neclar\u0103, credem c\u0103 se poate face distinc\u0163ie \u00eentre dou\u0103 situa\u0163ii care atrag obliga\u0163ii de plat\u0103 diferite pentru angajator.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Studiu de caz I<\/h4>\n\n\n\n<p>Munca prestat\u0103 \u00een mod normal \u00een zilele de s\u00e2mb\u0103t\u0103 \u015fi duminic\u0103 tratate \u00een principiu de Codul muncii ca fiind zile de repaus s\u0103pt\u0103m\u00e2nal, \u00eensemn\u00e2nd c\u0103 salaria\u0163ii presteaz\u0103 munc\u0103 \u00een limitele cele 40 de ore pe s\u0103pt\u0103m\u00e2n\u0103 conform unui regim special de munc\u0103 aprobat prin regulamentul intern al unit\u0103\u0163ii \u0163in\u00e2ndu-se cont de specificul muncii, (munca in schimburi, munca cu s\u0103pt\u0103m\u00e2na de 6 zile lucr\u0103toare sau s\u0103pt\u0103m\u00e2na de munc\u0103 comprimat\u0103) \u015fi stipul\u00e2ndu-se zilele \u00een care beneficiaz\u0103 ei \u00een mod normal de repaus s\u0103pt\u0103m\u00e2nal, indiferent c\u0103 aceasta se \u00eent\u00e2mpl\u0103 \u00een zilele de s\u00e2mb\u0103t\u0103 \u015fi duminic\u0103 sau \u00een alte zile ale s\u0103pt\u0103m\u00e2nii.<\/p>\n\n\n\n<p>Acest regim de munc\u0103 se practic\u0103 \u00een marea majoritate pentru unit\u0103\u0163ile ale c\u0103ror durat\u0103 a procesului de munc\u0103 dep\u0103\u015fe\u015fte durata admis\u0103 a zilei de munc\u0103, precum \u015fi \u00een scopul utiliz\u0103rii mai eficiente a utilajului, sporirii volumului de produc\u0163ie sau de servicii.<\/p>\n\n\n\n<p>\u00cen situa\u0163ia dat\u0103 regimul de munc\u0103 este stabilit prin regulamentul intern al unit\u0103\u0163ii \u015fi specificat \u00een contractul individual de munc\u0103. Programul de munc\u0103 \u00een schimburi se elaboreaz\u0103 \u015fi se aduce la cuno\u015ftin\u0163a salaria\u0163ilor cu cel pu\u0163in o lun\u0103 \u00eenainte de punerea lui \u00een aplicare.<\/p>\n\n\n\n<p>Pentru anumite genuri de activitate se poate stabili conform Conven\u0163iei colective <strong>(nivel na\u0163ional) nr. 2\/2004<\/strong>, o durat\u0103 zilnic\u0103 a timpului de munc\u0103 de 12 ore, urmat\u0103 de o perioad\u0103 de repaus de cel pu\u0163in 24 de ore.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Studiu de caz II<\/h4>\n\n\n\n<p><strong>Munca suplimentar\u0103<\/strong> prestat\u0103 \u00een zilele de repaus s\u0103pt\u0103m\u00e2nal \u015fi \u00een zilele de s\u0103rb\u0103toare nelucr\u0103toare, \u00eensemn\u00e2nd c\u0103 salaria\u0163ii presteaz\u0103 munc\u0103 peste cele 40 de ore pe s\u0103pt\u0103m\u00e2n\u0103 \u00een zilele \u00een care beneficiaz\u0103 \u00een mod normal de repaus s\u0103pt\u0103m\u00e2nal, indiferent c\u0103 aceasta se \u00eent\u00e2mpl\u0103 \u00een zilele de s\u00e2mb\u0103t\u0103 \u015fi duminic\u0103 sau \u00een alte dou\u0103 zile consecutive ale s\u0103pt\u0103m\u00e2nii.<\/p>\n\n\n\n<p>\u00cen situa\u0163ia dat\u0103 salariatul poate fi atras la munc\u0103 numai cu acordul lui \u00een form\u0103 scris\u0103 \u015fi emiterea de c\u0103tre angajator a ordinului adus la cuno\u015ftin\u0163a salariatului sub semn\u0103tur\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-left\">Ce risc\u0103 afacerile care nu recompenseaz\u0103 legal munca suplimentar\u0103<\/h3>\n\n\n\n<p>Angajatorii care atrag salaria\u0163ii la lucru peste program f\u0103r\u0103 acordul lor \u015fi f\u0103r\u0103 recompense conform legisla\u0163iei \u00een vigoare, risc\u0103 amenzi conform art. 55 din Codul contraven\u0163ional.<\/p>\n\n\n\n<p>Amenda poate ajunge p\u00e2n\u0103 la:<\/p>\n\n\n\n<p>&#8211; 3000 lei pentru persoanei fizice,<\/p>\n\n\n\n<p>&#8211; 6000 lei pentru persoanei cu func\u0163ie de r\u0103spundere,<\/p>\n\n\n\n<p>&#8211; 12000 lei pentru persoane juridice.<\/p>\n\n\n\n<p>Durata normal\u0103 a timpului de lucru este un drept statornicit prin legisla\u0163ia muncii. Iar salaria\u0163ii nu pot renun\u0163a la drepturile ce le sunt recunoscute prin Codul muncii.<\/p>\n\n\n\n<p><strong><em>Orice \u00een\u0163elegere prin care se urm\u0103re\u015fte renun\u0163area salariatului la drepturile sale de munc\u0103 sau limitarea acestora este nul\u0103.<\/em><\/strong><\/p>\n\n\n\n<p>Pentru mai multe informa\u021bii despre serviciile noastre, <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">contacteaz\u0103-ne<\/a>!<\/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\/2022\/03\/munca-suplimentara-anunt-1024x576.jpg\" alt=\"munc\u0103 suplimentar\u0103 ghid bonus\" class=\"wp-image-3510\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/03\/munca-suplimentara-anunt-1024x576.jpg 1024w, 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Angajatorii atr\u0103g\u00e2nd&#8230;<\/p>\n","protected":false},"author":1,"featured_media":1775,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1759","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-categorie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Munc\u0103 suplimentar\u0103. 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