{"id":6042,"date":"2022-12-05T09:53:24","date_gmt":"2022-12-05T09:53:24","guid":{"rendered":"https:\/\/ccib.ro\/afacerea\/?p=6042"},"modified":"2022-12-12T09:27:43","modified_gmt":"2022-12-12T09:27:43","slug":"modificari-de-interes-pentru-angajatori-in-materia-legislatiei-muncii","status":"publish","type":"post","link":"https:\/\/revista-afacerea.ro\/afacerea\/modificari-de-interes-pentru-angajatori-in-materia-legislatiei-muncii\/","title":{"rendered":"Modific\u0103ri de interes pentru angajatori \u00een materia legisla\u021biei muncii"},"content":{"rendered":"<div class=\"pdfprnt-buttons pdfprnt-buttons-post pdfprnt-top-right\"><a href=\"https:\/\/revista-afacerea.ro\/afacerea\/wp-json\/wp\/v2\/posts\/6042?print=pdf\" class=\"pdfprnt-button pdfprnt-button-pdf\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/ccib.ro\/afacerea\/wp-content\/plugins\/pdf-print\/images\/pdf.png\" alt=\"image_pdf\" title=\"View PDF\" \/><\/a><a href=\"https:\/\/revista-afacerea.ro\/afacerea\/wp-json\/wp\/v2\/posts\/6042?print=print\" class=\"pdfprnt-button pdfprnt-button-print\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/ccib.ro\/afacerea\/wp-content\/plugins\/pdf-print\/images\/print.png\" alt=\"image_print\" title=\"Print Content\" \/><\/a><\/div><p>Prin <strong>Legea nr. 283\/2022<\/strong> au fost aduse o serie de modific\u0103ri \u0219i complet\u0103ri Legii nr. 53\/2003 \u2013 Codul muncii \u0219i Ordonan\u021bei de urgen\u021b\u0103 a Guvernului nr. 57\/2019 privind Codul administrativ.<\/p>\n<p>Astfel, potrivit Buletinului legislativ realizat de \u021auca Zb\u00e2rcea \u0219i Asocia\u021bii, <strong>principalele modific\u0103ri<\/strong> de care angajatorii trebuie s\u0103 \u021bin\u0103 cont pe viitor \u00een rela\u021bia cu salaria\u021bii vizeaz\u0103:<\/p>\n<ul>\n<li>Raporturile individuale de munc\u0103 \u0219i elementele contractului individual de munc\u0103;<\/li>\n<li>Drepturile \u0219i obliga\u021biile p\u0103r\u021bilor. Interdic\u021bii de concediere;<\/li>\n<li>Concediul de \u00eengrijitor \u0219i absen\u021bele pentru situa\u021bii neprev\u0103zute;<\/li>\n<li>Regulamentul intern.<\/li>\n<\/ul>\n<ol>\n<li><strong>Raporturile individuale de munc\u0103 \u0219i elementele contractului individual de munc\u0103<\/strong><\/li>\n<\/ol>\n<p>Se modific\u0103 \u0219i adaug\u0103 elemente cu privire la care persoana selectat\u0103 \u00een vederea angaj\u0103rii sau salariatul trebuie s\u0103 fie informat sau care trebuie s\u0103 se reg\u0103seasc\u0103 \u00een contractul individual de munc\u0103, astfel:<\/p>\n<ul>\n<li>\u00een cazul salariatului care \u00ee\u0219i desf\u0103\u0219oar\u0103 activitatea \u00een locuri de munc\u0103 diferite, trebuie comunicat dac\u0103 deplasarea \u00eentre aceste locuri de munc\u0103 este asigurat\u0103 sau decontat\u0103 de c\u0103tre angajator, dup\u0103 caz;<\/li>\n<li>salariul de baz\u0103 \u0219i elementele constitutive ale veniturilor salariale trebuie eviden\u021biate separat, iar informarea, respectiv contractul, trebuie s\u0103 cuprind\u0103 inclusiv metoda de plat\u0103 a salariului;<\/li>\n<li>durata normal\u0103 a muncii poate fi exprimat\u0103 \u00een ore\/zi \u0219i\/sau ore\/s\u0103pt\u0103m\u00e2n\u0103 (i.e., anterior cele dou\u0103 erau cumulative), \u0219i se adaug\u0103 \u0219i condi\u021biile de efectuare \u0219i de compensare sau de plat\u0103 a orelor suplimentare, dar \u0219i modalit\u0103\u021bile de organizare a muncii \u00een schimburi, acolo unde este cazul;<\/li>\n<li>pe l\u00e2ng\u0103 durata perioadei de prob\u0103, se adaug\u0103 \u0219i condi\u021biile \u00een care se desf\u0103\u0219oar\u0103 aceasta;<\/li>\n<li>dreptul \u0219i condi\u021biile privind formarea profesional\u0103 oferit\u0103 de angajator;<\/li>\n<li>asigurare medical\u0103 privat\u0103, pensie facultativ\u0103 sau orice alte drepturi care constituie avantaje \u00een bani acordate ca urmare a activit\u0103\u021bii profesionale a salariatului, dup\u0103 caz.<\/li>\n<\/ul>\n<p>Pentru toate modific\u0103rile de mai sus, urmeaz\u0103 s\u0103 fie emis un nou ordin cuprinz\u00e2nd modelul-cadru al contractului individual de munc\u0103.<\/p>\n<p>Pentru salariatul care urmeaz\u0103 s\u0103-\u0219i desf\u0103\u0219oare activitatea \u00een str\u0103in\u0103tate, se adaug\u0103 faptul c\u0103 salariatul trebuie s\u0103 fie informat, iar actul adi\u021bional relevant trebuie s\u0103 cuprind\u0103 inclusiv \u021bara\/\u021b\u0103rile unde acesta va presta munca.<\/p>\n<p>De asemenea, se stabile\u0219te dreptul persoanei selectate \u00een vederea angaj\u0103rii\/salariatului de a sesiza instan\u021ba \u0219i de a solicita desp\u0103gubiri pentru prejudiciul suferit dac\u0103 angajatorul nu-\u0219i \u00eendepline\u0219te obliga\u021bia de informare cu privire la elementele: contractului\/raportului de munc\u0103; munca prestat\u0103 \u00een str\u0103in\u0103tate; contractul de munc\u0103 cu timp par\u021bial \u0219i la regulamentul intern.<\/p>\n<p>Se interzice stabilirea unei noi perioade de prob\u0103 dac\u0103, \u00een termen de 12 luni, \u00eentre acelea\u0219i p\u0103r\u021bi se \u00eencheie un nou contract individual de munc\u0103 pentru aceea\u0219i func\u021bie \u0219i cu acelea\u0219i atribu\u021bii.<\/p>\n<p>Totodat\u0103, se prevede c\u0103 programele de munc\u0103 ale salaria\u021bilor care \u00eencheie contracte de munc\u0103 diferite cu acela\u0219i angajator sau cu angajatori diferi\u021bi nu se pot suprapune.<\/p>\n<ol start=\"2\">\n<li><strong> Drepturile \u0219i obliga\u021biile p\u0103r\u021bilor. Interdic\u021bii de concediere<\/strong><\/li>\n<\/ol>\n<p>Se adaug\u0103 dreptul salariatului de a solicita trecerea pe un post vacant care \u00eei asigur\u0103 condi\u021bii de munc\u0103 mai favorabile dac\u0103 \u0219i-a \u00eencheiat perioada de prob\u0103 \u0219i are o vechime de cel pu\u021bin 6 luni la acela\u0219i angajator. \u00cen oglind\u0103, se stabile\u0219te obliga\u021bia corelativ\u0103 a angajatorului de a r\u0103spunde motivat, \u00een scris, \u00een termen de 30 de zile de la primirea unei astfel de solicit\u0103ri.<\/p>\n<p>De asemenea, se adaug\u0103 interdic\u021bia concedierii salaria\u021bilor pe durata:<\/p>\n<ul>\n<li>efectu\u0103rii concediului paternal;<\/li>\n<li>efectu\u0103rii concediului de \u00eengrijitor (a se vedea mai jos);<\/li>\n<li>absent\u0103rii de la locul de munc\u0103 pentru situa\u021bii neprev\u0103zute. (a se vedea mai jos).<\/li>\n<\/ul>\n<ol start=\"3\">\n<li><strong> Concediul de \u00eengrijitor \u0219i absen\u021bele pentru situa\u021bii neprev\u0103zute<\/strong><\/li>\n<\/ol>\n<p>Se reglementeaz\u0103 obliga\u021bia angajatorului de a acorda concediul de \u00eengrijitor salaria\u021bilor, pentru ca ace\u0219tia s\u0103 ofere \u00eengrijire sau sprijin personal unei rude \/persoane din aceea\u0219i gospod\u0103rie \u0219i care are nevoie de \u00eengrijire\/sprijin ca urmare a unei probleme medicale grave (se vor stabili separat prin ordin de ministru). Prin rud\u0103 se \u00een\u021belege fiul, fiica, mama, tat\u0103l, so\u021bul\/so\u021bia.<\/p>\n<p>Concediul de \u00eengrijitor:<\/p>\n<ul>\n<li>este de 5 zile lucr\u0103toare\/an calendaristic;<\/li>\n<li>se acord\u0103 la solicitarea scris\u0103 a salariatului;<\/li>\n<li>nu se include \u00een concediul de odihn\u0103 anual;<\/li>\n<li>constituie stagiu de cotizare pentru stabilirea indemniza\u021biei de \u0219omaj \u0219i a celei pentru incapacitate temporar\u0103 de munc\u0103;<\/li>\n<li>constituie vechime \u00een munc\u0103.<\/li>\n<\/ul>\n<p>Neacordarea de c\u0103tre angajator a concediului de \u00eengrijitor se sanc\u021bioneaz\u0103 cu amend\u0103 contraven\u021bional\u0103 \u00eentre 4.000 lei \u0219i 8.000 de lei. Aceea\u0219i sanc\u021biune se aplic\u0103 \u0219i pentru \u00eenc\u0103lcarea prevederilor referitoare la acordarea concediului paternal.<\/p>\n<p>Separat, se reglementeaz\u0103 dreptul salaria\u021bilor de a absenta de la locul de munc\u0103 \u00een situa\u021bii neprev\u0103zute, determinate de o situa\u021bie de urgen\u021b\u0103 familial\u0103 cauzat\u0103 de boal\u0103 sau de accident, care fac indispensabil\u0103 prezen\u021ba imediat\u0103 a salariatului sub condi\u021bia inform\u0103rii prealabile a angajatorului \u0219i cu recuperarea integral\u0103 a perioadei de absen\u021b\u0103, \u00een modalitatea agreat\u0103 cu angajatorul.<\/p>\n<p>Absentarea \u00een aceste condi\u021bii nu poate avea o durat\u0103 mai mare de 10 zile lucr\u0103toare\/an calendaristic.<\/p>\n<ol start=\"4\">\n<li><strong> Regulamentul intern<\/strong><\/li>\n<\/ol>\n<p>Se adaug\u0103 printre elementele ce trebuie cuprinse \u00een regulamentul intern \u0219i:<\/p>\n<ul>\n<li>reguli referitoare la preaviz;<\/li>\n<li>informa\u021bii cu privire la politica general\u0103 de formare a salaria\u021bilor, dac\u0103 exist\u0103.<\/li>\n<\/ul>\n<p>Se stabile\u0219te c\u0103 regulamentul intern trebuie adus la cuno\u0219tin\u021ba salaria\u021bilor \u00een prima zi de lucru \u0219i c\u0103 angajatorul trebuie s\u0103 fac\u0103 dovada \u00eendeplinirii acestei obliga\u021bii.<\/p>\n<p>Se prevede c\u0103 aducerea la cuno\u0219tin\u021b\u0103 se poate face:<\/p>\n<ul>\n<li>pe suport de h\u00e2rtie;<\/li>\n<li>\u00een format electronic, sub condi\u021bia ca documentul s\u0103 fie accesibil salariatului \u0219i s\u0103 poat\u0103 fi stocat \u0219i printat de acesta.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Prin Legea nr. 283\/2022 au fost aduse o serie de modific\u0103ri \u0219i complet\u0103ri Legii nr. 53\/2003 \u2013 Codul muncii \u0219i Ordonan\u021bei de urgen\u021b\u0103 a Guvernului nr. 57\/2019 privind Codul administrativ.<br \/>\nAstfel, potrivit Buletinului legislativ realizat de \u021auca Zb\u00e2rcea \u0219i Asocia\u021bii, principalele modific\u0103ri de care angajatorii trebuie s\u0103 \u021bin\u0103 cont pe viitor \u00een rela\u021bia cu salaria\u021bii vizeaz\u0103 &#8230;<\/p>\n","protected":false},"author":2,"featured_media":5509,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[6],"tags":[],"class_list":["post-6042","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-curier-legislativ","issue-serie-noua-nr-21-23-11-2022-25-01-2023"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Modific\u0103ri de interes pentru angajatori \u00een materia legisla\u021biei muncii - Afacerea<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/revista-afacerea.ro\/afacerea\/modificari-de-interes-pentru-angajatori-in-materia-legislatiei-muncii\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Modific\u0103ri de interes pentru angajatori \u00een materia legisla\u021biei muncii - Afacerea\" \/>\n<meta property=\"og:description\" content=\"Prin Legea nr. 283\/2022 au fost aduse o serie de modific\u0103ri \u0219i complet\u0103ri Legii nr. 53\/2003 \u2013 Codul muncii \u0219i Ordonan\u021bei de urgen\u021b\u0103 a Guvernului nr. 57\/2019 privind Codul administrativ. 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