{"id":2048,"date":"2022-05-26T11:57:06","date_gmt":"2022-05-26T08:57:06","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=2048"},"modified":"2024-07-22T13:06:19","modified_gmt":"2024-07-22T10:06:19","slug":"procedura-de-concediere-legal","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/procedura-de-concediere-legal\/","title":{"rendered":"Despre concediere. Cum s\u0103 concediezi legal un angajat"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Ai concediat vreodat\u0103 pe cineva? Dac\u0103 ai putea da timpul \u00eenapoi, ce ai schimba? Ast\u0103zi vorbim despre <strong>concediere<\/strong>, cum se face corect \u0219i ce spune legea.<\/p>\n\n\n\n<h1 class=\"wp-block-heading\"><strong>Ce trebuie s\u0103 \u0219tii despre concediere \u0219i cum se face legal<\/strong><\/h1>\n\n\n\n<p class=\"wp-block-paragraph\">De cele mai multe ori, concedierile las\u0103 un gust amar at\u00e2t angaja\u021bilor da\u021bi afar\u0103, c\u00e2t \u0219i patronilor nevoi\u021bi s\u0103 pun\u0103 cap\u0103t colabor\u0103rii. De ce? Pentru c\u0103, pe l\u00e2ng\u0103 faptul c\u0103 presupune mult\u0103, mult\u0103 birocra\u021bie, nu toat\u0103 lumea \u0219tie cum anume se face.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ca eliber\u0103rile din serviciu s\u0103 nu-\u021bi par\u0103 o misiune dificil\u0103 sau chiar imposibil\u0103, afl\u0103 din ce motive \u00ee\u021bi po\u021bi da afar\u0103 angaja\u021bii. Afl\u0103 c\u00e2nd NU ai voie s\u0103 faci asta, dar \u0219i ce ac\u021biuni concrete trebuie s\u0103 \u00eentreprinzi pentru ca procedura de <strong>concediere<\/strong> s\u0103 fie una legal\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Despre concediere: \u00een ce situa\u021bii \u00ee\u021bi po\u021bi concedia angaja\u021bii?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Indiferent de durata pentru care a fost \u00eencheiat contractul individual de munc\u0103, \u00een anumite situa\u021bii, tu, ca angajator, ai voie s\u0103 faci concedieri. Toate aceste situa\u021bii sunt men\u021bionate \u00een <a href=\"https:\/\/www.legis.md\/cautare\/getResults?doc_id=113032&amp;lang=ro\" target=\"_blank\" rel=\"noreferrer noopener\">Codul Muncii<\/a>, art. 86. Dac\u0103 \u00eens\u0103 e s\u0103 le rezum\u0103m, ai voie s\u0103 eliberezi din serviciu \u00een urm\u0103toarele situa\u021bii:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>un rezultat nesatisf\u0103c\u0103tor al perioadei de prob\u0103;<\/li>\n\n\n\n<li>lichidezi unitatea sau \u00ee\u021bi \u00eencetezi activitatea;<\/li>\n\n\n\n<li>\u00ee\u021bi reduci num\u0103rul sau statele de personal;<\/li>\n\n\n\n<li>angaja\u021bii nu corespund func\u021biei din cauza st\u0103rii de s\u0103n\u0103tate sau a calific\u0103rii insuficiente;<\/li>\n\n\n\n<li>pe parcursul unui an, angaja\u021bii \u00ee\u0219i \u00eencalc\u0103 \u00een mod repetat obliga\u021biunile de serviciu, chiar dac\u0103 anterior au fost aplicate sanc\u021biuni disciplinare;<\/li>\n\n\n\n<li>dac\u0103 angaja\u021bii lipsesc nemotivat de la lucru timp de 4 ore consecutive (f\u0103r\u0103 a \u021bine cont de pauza de mas\u0103) \u00een timpul zilei de munc\u0103;<\/li>\n\n\n\n<li>atunci c\u00e2nd salaria\u021bii se prezint\u0103 la munc\u0103 \u00een stare de ebrietate alcoolic\u0103, narcotic\u0103 sau toxic\u0103.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Totodat\u0103, un angajat poate fi concediat pentru c\u0103 a atins v\u00e2rsta de pensionare. Sau urmeaz\u0103 s\u0103 fie transferat \u00eentr-o alt\u0103 unitate. Ori dac\u0103 a prezentat, la angajare, acte false, a furat din patrimoniul firmei sau a comis alte fapte imorale, incompatibile cu jobul s\u0103u.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Care este procedura legal\u0103 de concediere?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Concedierea angaja\u021bilor \u00een leg\u0103tur\u0103 cu rezultatul nesatisf\u0103c\u0103tor al perioadei de prob\u0103<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cel mai simplu e s\u0103 dai afar\u0103 un angajat care \u00eenc\u0103 este la prob\u0103. Astfel, dac\u0103, la un moment dat, ajungi la concluzia c\u0103 nu v\u0103 potrivi\u021bi, p\u00e2n\u0103 la expirarea perioadei de prob\u0103, e\u0219ti liber s\u0103 emi\u021bi un ordin cu privire la <strong>concedierea<\/strong> salariatului respectiv.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen aceast\u0103 situa\u021bie, nu va trebui s\u0103 motivezi \u00een niciun fel decizia luat\u0103. \u0218i nici nu vei fi obligat s\u0103 achi\u021bi indemniza\u021bia de eliberare. Totu\u0219i, salariatul poate s\u0103 atace hot\u0103r\u00e2rea ta \u00een instan\u021ba de judecat\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Procedura de concediere \u00een cazul lichid\u0103rii unit\u0103\u021bii<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Concedierea angaja\u021bilor \u00een leg\u0103tur\u0103 cu lichidarea unit\u0103\u021bii ori \u00een leg\u0103tur\u0103 cu reducerea num\u0103rului sau a statelor de personal<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 eliberezi din serviciu un angajat \u00een leg\u0103tur\u0103 cu lichidarea unit\u0103\u021bii ori \u00een leg\u0103tur\u0103 cu reducerea num\u0103rului sau a statelor de personal la unitate, procedura trebuie s\u0103 aib\u0103 loc \u00een felul urm\u0103tor:<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Preavizarea angajatului<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">1. Emi\u021bi un ordin (dispozi\u021bie, decizie, hot\u0103r\u00e2re), motivat din punct de vedere juridic sau economic, cu privire la lichidarea unit\u0103\u021bii ori reducerea num\u0103rului sau a statelor de personal;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Emi\u021bi un ordin (dispozi\u021bie, decizie, hot\u0103r\u00e2re) cu privire la preavizarea, sub semn\u0103tur\u0103, a salaria\u021bilor cu 2 luni \u00eenainte de lichidarea unit\u0103\u021bii ori de reducerea num\u0103rului sau a statelor de personal.<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><tbody><tr><td><strong>!!! Dac\u0103 e vorba de reducerea num\u0103rului sau a statelor de personal, vei preaviza numai persoanele ale c\u0103ror locuri de munc\u0103 urmeaz\u0103 s\u0103 fie reduse;<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">3. O dat\u0103 cu preavizarea \u00een leg\u0103tur\u0103 cu reducerea num\u0103rului sau a statelor de personal, \u00eei vei propune \u00een scris salariatului preavizat un alt loc de munc\u0103 \u00een cadrul unit\u0103\u021bii respective. Asta dac\u0103 \u00een cadrul unit\u0103\u021bii exist\u0103 un astfel de loc de munc\u0103 \u0219i dac\u0103 salariatul preavizat corespunde acelei func\u021bii vacante;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Acordarea timpului pentru ca angajatul s\u0103-\u0219i caute un job<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">4. Vei acorda salariatului ce urmeaz\u0103 a fi concediat o zi lucr\u0103toare pe s\u0103pt\u0103m\u00e2n\u0103 cu men\u021binerea salariului mediu pentru c\u0103utarea unui alt loc de munc\u0103;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">5. Tot cu 2 luni \u00eenainte de <strong>concediere<\/strong>, vei prezenta agen\u021biei pentru ocuparea for\u021bei de munc\u0103 informa\u021biile privind persoanele ce urmeaz\u0103 a fi disponibilizate;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">6. Te vei adresa organului (organizatorului) sindical \u00een vederea ob\u021binerii opiniei consultative privind <strong>concedierea<\/strong> salariatului respectiv;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">7. Dup\u0103 2 luni, emi\u021bi ordinul de <strong>concediere<\/strong> a salariatului \u0219i \u00een aceea\u0219i zi \u00eei achi\u021bi toate drepturile salariale. Aici vorbim despre salarii restante, indemniza\u021bii, compensa\u021bii. \u0218i asta e tot.\u00a0\u00a0\u00a0<\/p>\n\n\n\n<figure class=\"wp-block-table is-style-stripes\"><table><tbody><tr><td><strong>!!! \u00cen termenul de preavizare nu se include perioada afl\u0103rii salariatului \u00een concediul anual de odihn\u0103, \u00een concediul de studii \u0219i \u00een concediul medical.<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Procedura de concediere a angaja\u021bilor care nu corespund func\u021biei<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 ai hot\u0103r\u00e2t s\u0103 concediezi un angajat, din cauza faptului c\u0103 nu e suficient de calificat, e nevoie s\u0103-l preavizezi cu o lun\u0103 \u00eenainte de ziua \u00een care urmeaz\u0103 s\u0103 fie desf\u0103cut contractul de munc\u0103. \u00cen rest, urmezi aceia\u0219i pa\u0219i.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Apropo, faptul c\u0103 nu e suficient de calificat trebuie s\u0103 fie confirmat de o comisie de atestare.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Procedura de concediere a angaja\u021bilor din cauza \u00eenc\u0103lc\u0103rilor acestora<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">La \u00eencetarea CIM ca urmare a \u00eenc\u0103lc\u0103rii de c\u0103tre salariat a obliga\u021biilor sale de munc\u0103, preavizarea nu este obligatorie. Totu\u0219i, po\u021bi recurge la <strong>concediere<\/strong> abia dup\u0103 aplicarea urm\u0103toarelor sanc\u021biuni disciplinare:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>avertisment;<\/li>\n\n\n\n<li>mustrare;<\/li>\n\n\n\n<li>mustrare aspr\u0103.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 concediezi un salariat pentru c\u0103 a venit la munc\u0103 \u00een stare de ebrietate, a furat sau a comis alte fapte imorale, nu e neap\u0103rat s\u0103 aplici sanc\u021biunile disciplinare de mai sus, \u00eens\u0103 trebuie s\u0103 ai dovezi care s\u0103 demonstreze c\u0103 angajatul \u00eentr-adev\u0103r e vinovat.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Concedierea \u00een leg\u0103tur\u0103 cu transferul angaja\u021bilor \u00eentr-o alt\u0103 unitate<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">S\u0103 lu\u0103m un alt scenariu. S\u0103 admitem c\u0103 vrei s\u0103 concediezi un angajat \u00een leg\u0103tur\u0103 cu transferul lui \u00eentr-o alt\u0103 unitate. Procedura e urm\u0103toarea:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>A\u0219tep\u021bi un demers \u00een scris din partea unui alt angajator prin care se solicit\u0103 <strong>concedierea<\/strong> prin transfer a unui anumit salariat, cu indicarea locului de munc\u0103 ce i se propune la unitatea nou\u0103;<\/li>\n\n\n\n<li>Solici\u021bi (\u00een scris) de la salariatul care urmeaz\u0103 s\u0103 fie transferat, acordul lui pentru <strong>concediere<\/strong> (tot scris);\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/li>\n\n\n\n<li>Apoi, \u00een ziua eliber\u0103rii din serviciu,\u00a0\u00eei vei achita salariatului concediat toate sumele ce i se cuvin de la unitate. Aici includem: salariul, compensa\u021bia pentru concediile nefolosite etc.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Procedura de concediere \u00een cazul pensionarilor<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Concedierea unui angajat \u00een leg\u0103tur\u0103 cu de\u021binerea de c\u0103tre salariat a statutului de pensionar pentru limit\u0103 de v\u00e2rst\u0103<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Procedura e aceea\u0219i, doar c\u0103 preavizarea trebuie s-o faci cu 14 zile \u00eenainte de <strong>concedierea<\/strong> propriu-zis\u0103.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ce pl\u0103\u021bi le datorezi angaja\u021bilor t\u0103i la concediere?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen ziua concedieri, e\u0219ti obligat s\u0103-i achi\u021bi angajatului care pleac\u0103 toate drepturile salariale. \u00cen unele cazuri, va trebui s\u0103-i pl\u0103te\u0219ti \u0219i o <a href=\"https:\/\/dad.md\/dad-accountant\/ce-tipuri-de-indemnizatii-exista-si-cine-le-achita\/\" target=\"_blank\" rel=\"noreferrer noopener\">indemniza\u021bie de eliberare din serviciu<\/a>.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#097d17\" class=\"has-inline-color\">Cite\u0219te \u0219i: <\/mark><\/strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#097d17\" class=\"has-inline-color\"><strong><a href=\"https:\/\/dad.md\/dad-human-capital\/echipa-de-succes\/\" target=\"_blank\" rel=\"noreferrer noopener\">Cum se formeaz\u0103 o echip\u0103 de succes?<\/a><\/strong><\/mark><\/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\/05\/Concediere_DAD-Human-Capital-2-1024x576.jpg\" alt=\"concediere fotografie simbol\" class=\"wp-image-2061\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-2-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-2-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-2-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-2-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-2.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Angaja\u021bii \u201ecu imunitate\u201d la concediere sau pe cine nu po\u021bi concedia<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Exist\u0103 \u00eens\u0103 \u0219i anumite categorii de angaja\u021bi pe care, indiferent de dorin\u021ba ta, nu ai voie s\u0103-i concediezi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se interzice <strong>concedierea<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>femeilor gravide, a femeilor care au copii \u00een v\u00e2rst\u0103 de p\u00e2n\u0103 la 4 ani \u0219i a persoanelor care folosesc concediile pentru \u00eengrijirea copilului prev\u0103zute la art.124, 126 \u0219i 127, cu excep\u021bia cazurilor prev\u0103zute la art. 86 alin. (1) lit. b), g) &#8211; k).<\/li>\n\n\n\n<li>angaja\u021bilor afla\u021bi \u00een concediu (medical, de odihn\u0103, de studii);<\/li>\n\n\n\n<li>salaria\u021bilor care \u00eendeplinesc obliga\u021bii de stat sau ob\u0219te\u0219ti, precum \u0219i cei deta\u0219a\u021bi, cu excep\u021bia cazurilor de lichidare a unit\u0103\u021bii;<\/li>\n\n\n\n<li>angaja\u021bilor minori (ace\u0219tia pot fi concedia\u021bi numai cu acordul scris al agen\u021biei teritoriale pentru ocuparea for\u021bei de munc\u0103);<\/li>\n\n\n\n<li>salaria\u021bilor ale\u0219i \u00een organele sindicale (nu ai voie s\u0103-i dai afar\u0103 timp de 2 ani dup\u0103 expirarea mandatului).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Procedura de conceiere: excep\u021bii<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Apropo, exist\u0103 situa\u021bii c\u00e2nd po\u021bi concedia chiar \u0219i un angajat aflat \u00een concediul de \u00eengrijire a copilului p\u00e2n\u0103 la v\u00e2rsta de 3 ani. Hai s\u0103-\u021bi d\u0103m un exemplu. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">S\u0103 admitem c\u0103 e vorba de dou\u0103 angajate \u2013 Ana \u0219i Maria. Ana a fost angajat\u0103 pentru o perioad\u0103 de 3 ani, p\u00e2n\u0103 la revenirea Mariei din concediul de \u00eengrijire a copilului p\u00e2n\u0103 la v\u00e2rsta de 3 ani. Peste ceva timp, Ana a n\u0103scut \u0219i a solicitat \u0219i ea concediu de \u00eengrijire a copilului p\u00e2n\u0103 la v\u00e2rsta de 3 ani. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Peste c\u00e2teva luni Maria solicit\u0103 s\u0103 revin\u0103 din concediu mai devreme. Iat\u0103 \u00een aceast\u0103 situa\u021bie, tu ai voie s\u0103 o \u00een\u0219tiin\u021bezi pe Ana despre \u00eencetarea CIM \u00een leg\u0103tur\u0103 cu revenirea Mariei din concediu. \u0218i aceast\u0103 hot\u0103r\u00e2re a ta este una legal\u0103, pentru c\u0103, potrivit art.83, alin. (3), din CM, contractul individual de munc\u0103 pe durat\u0103 determinat\u0103 \u00eencheiat pentru perioada \u00eendeplinirii obliga\u021biilor de munc\u0103 ale salariatului al c\u0103rui contract individual de munc\u0103 este suspendat sau care se afl\u0103 \u00een concediul respectiv (art.55 lit. a)) \u00eenceteaz\u0103 \u00een ziua re\u00eentoarcerii acestui salariat la lucru.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ce ri\u0219ti dac\u0103 concediezi ilegal?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Persoanele care consider\u0103 c\u0103 au fost transferate nelegitim sau c\u0103 au fost date afar\u0103 pe nedrept pot contesta \u00een judecat\u0103 legalitatea transferului sau a concedierii lor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 se ajunge la judecat\u0103, va trebui s\u0103 demonstrezi legalitatea ac\u021biunilor tale. Totodat\u0103 va fi nevoie s\u0103 indici temeiurile transfer\u0103rii sau eliber\u0103rii din serviciu a salariatului.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u0218tim c\u0103 nu vei recurge la concedieri ilegale. Dar odat\u0103 ce aici analiz\u0103m anume un astfel de scenariu, afl\u0103 c\u0103 judecata poate decide fie restabilirea\u00a0salariatului la locul de munc\u0103, fie \u00eencheierea unei tranzac\u021bii de \u00eemp\u0103care.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dac\u0103 instan\u021ba de judecat\u0103 a hot\u0103r\u00e2t restabilirea salariatului la locul de munc\u0103, tu vei fi obligat s\u0103 emi\u021bi un ordin de restabilire. Ordinul trebuie s\u0103 fie adus la cuno\u0219tin\u021ba salariatului, sub semn\u0103tur\u0103, \u00een termen de 3 zile lucr\u0103toare de la data la care a fost emis. Totodat\u0103, vei fi obligat s\u0103 repari prejudiciul cauzat acestuia.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Concedierea ilegal\u0103 implic\u0103 cheltuieli suplimentare<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Te \u00eentrebi ce presupune asta? Asta presupune bani. \u0218i anume:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>plata obligatorie a unei desp\u0103gubiri pentru \u00eentreaga perioad\u0103 de absen\u021b\u0103 for\u021bat\u0103 de la munc\u0103 \u00eentr-o m\u0103rime nu mai mic\u0103 dec\u00e2t salariul mediu al salariatului pentru aceast\u0103 perioad\u0103;<\/li>\n\n\n\n<li>compensarea cheltuielilor suplimentare legate de contestarea transferului sau a eliber\u0103rii din serviciu (consultarea speciali\u0219tilor, cheltuielile de judecat\u0103 etc.);<\/li>\n\n\n\n<li>compensarea prejudiciului moral cauzat salariatului.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">M\u0103rimea repar\u0103rii prejudiciului moral este stabilit de instan\u021ba de judecat\u0103, \u021bin\u00e2ndu-se cont de aprecierea dat\u0103 ac\u021biunilor angajatorului. Totu\u0219i, nu poate fi mai mic\u0103 dec\u00e2t un salariu mediu lunar al salariatului.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen locul restabilirii la locul de munc\u0103, p\u0103r\u021bile pot \u00eencheia o tranzac\u021bie de \u00eemp\u0103care. Iar \u00een caz de litigiu, instan\u021ba de judecat\u0103 poate \u00eencasa de la angajator, cu acordul salariatului, \u00een beneficiul acestuia, o compensa\u021bie suplimentar\u0103 la sumele indicate mai sus. Suma acesteia este de cel pu\u021bin 3 salarii medii lunare ale salariatului.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ca s\u0103 nu \u00eencalci legea din ne\u0219tiin\u021b\u0103 \u0219i ca s\u0103 evi\u021bi riscurile concedierilor ilegale, nu ezita s\u0103 ne <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">contactezi<\/a>. La <strong><em><a href=\"https:\/\/dad.md\/dad-human-capital\/\" target=\"_blank\" rel=\"noreferrer noopener\">DAD Human Capital<\/a><\/em><\/strong>, \u0219tim Codul Muncii pe de rost. 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Dac\u0103 ai putea da timpul \u00eenapoi, ce ai schimba? Ast\u0103zi vorbim despre concediere, cum se&#8230;<\/p>\n","protected":false},"author":1,"featured_media":2065,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2048","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-categorie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Despre concediere. Cum s\u0103 concediezi legal un angajat<\/title>\n<meta name=\"description\" content=\"Afl\u0103 totul despre procedura concediere. 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Vorbim despre concedierea legal\u0103 a angaja\u021bilor t\u0103i. \u00cen anumite situa\u021bii, angajatorii nu au dreptul s\u0103 concedieze anumite\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dad.md\/dad-human-capital\/procedura-de-concediere-legal\/\" \/>\n<meta property=\"og:site_name\" content=\"Servicii de recrutare\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dadhumancapital\/\" \/>\n<meta property=\"article:published_time\" content=\"2022-05-26T08:57:06+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-07-22T10:06:19+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2022\/05\/Concediere_DAD-Human-Capital-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"DAD-admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Scris de\" \/>\n\t<meta name=\"twitter:data1\" content=\"DAD-admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Timp estimat pentru citire\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minute\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/dad.md\\\/dad-human-capital\\\/procedura-de-concediere-legal\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/dad.md\\\/dad-human-capital\\\/procedura-de-concediere-legal\\\/\"},\"author\":{\"name\":\"DAD-admin\",\"@id\":\"https:\\\/\\\/dad.md\\\/dad-human-capital\\\/#\\\/schema\\\/person\\\/6f57cf05a334593826f3d7d56e0ff14b\"},\"headline\":\"Despre concediere. 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