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Obligaiile societii, n cazul concedierilor pentru motive care nu in de persoana salariatului I. CONDIIILE CONCEDIERII 1. Temei legal: - Art.

65-67 din Codul Muncii (Legea 53/2003) cu modificrile i completrile ulterioare - Art. II din Legea 40/31.03.2011, care nu este parte integrant din Codul Muncii i care prevede prelungirea valabilitii contractelor colective la nivel de ramur aflate n vigoare la data intrrii n vigoare a legii 40/2011 pn la 31.12.2011 - Contractul 631 din 05.12.2007, reprezentnd contractual colectiv de munc la nivelul ramurii construcii pe anii 2008-2009, cu modificrile i completrile ulterioare (art. 1 alin. (2) Prevederile prezentului contract colectiv de munc sunt obligatorii la nivel de ramur pentru toi angajatorii i angajaii, care i desfoar activitatea n ramur de construcii - CAEN 45 (codul CAEN al societii din prezent, 4211 corespunde codului CAEN 4523 valabil la data intrrii n vigoare a prezentului contract colectiv la nivel de ramur)- conform obiectului de activitate declarat de angajatori la nscrierea la Registrul comerului, chiar dac acestea nu sunt afiliate cel puin unuia dintre semnatarii prezentului contract colectiv de munc. 2. Definiie concedierea pentru motive care nu in de persoana salariatului reprezint ncetarea contractului individual de munc determinat de desfiinarea locului de munc ocupat de salariat, din unul sau mai multe motive fr legtur cu persoana acestuia 3. Condiiile concedierii: A) Desfiinarea postului trebuie s fie efectiv - Nu vei avea n vedere simpla schimbare a titulaturii postului, nici reducerea unui post vacant; - Simpla suspendare a postului nu poate conduce la desfacerea contractului de munc. B) Desfiinarea postului trebuie s aib o cauz real i serioas. 1

Obligations of society, for redudundancy for reasons not related to the employee

I.CONDITIONS FOR DISMISSAL 1. Legal grounds: Article 65-67 of the Labor Code (Law 53/2003) with subsequent amendements and completions Article II of Law 40/31.03.2011, which is not part of the Labor Code and which states the renewal of the collective contracts at brance level in force at the time when Law 40/2011 enter into force untill 31.12.2011 Contract 631 from December, 5th 2007, reprezenting the collective labour contract at construction industry level for the period 20082009, with subsequent amendements and completions (article 1 paragraph (2) ,, The stipulations of the present collective labour contract are mandatory for all employers and employees who operate in construction industry CAEN 45 ( the present CAEN Code 4211 of the Company corresponds to code CAEN 4523 valid at the time when the present collective contract for branch level enters into force) according to the object of activity declared by the employers at the time of registering in the Trade Registry, even if they are not affiliated at least to one of the signers of the present collective labour contract.) 2. Definition dismissal for reasons not related to the employee represents the termination of the individual labour contract determined by the liquidation of the workplace occupied by an employee, for one or more reasons not related to this person 3. Dismissal conditions: A) The liquidation of the job must be effective - You will not take into consideration neither a simple change of the job title, nor a reduction of a vacant job; - The simple suspension of the job can not lead to termination of the employment contract. B) The liquidation of the job must have a real and serious cause

- Nu este necesar s fi intervenit o ncetare de pli sau o stare de insolvabilitate. C) Desfiinarea postului trebuie s fie definitiv - Dac revenii asupra reducerii de personal mai nainte de desfacerea efectiv a contractului de munc, nu vei mai putea decide concedierea, chiar dac salariatul primise deja preavizul. D) Concedierea nu trebuie s aib caracter colectiv. E) salariatul concediat nu trebuie s se gseasc ntr-o perioad n care concedierea este interzis. Aceste situaii sunt prevzute de art. 60 din Codul Muncii: - Pe durata incapacitii temporare de munc; - Pe durata concediului pentru carantin; - Pe durata n care femeia salariat este gravid; - Pe durata concediului de maternitate; - Pe durata concediului pentru creterea i ngrijirea copilului n vrst de pn la 2, 3, 7, respectiv 18 ani; - Pe durata efecturii concediului de odihn. Dac angajatorul este n reorganizare judiciar, n faliment sau se dizolv nu se va aplica art.60 din Codul Muncii, i n aceast situaie toi salariaii pot fi concediai fr excepie. II. ETAPELE CONCEDIERII 1. Decizia reducerii numrului de posturi aceast decizie poate fi consecina unor mprejurri de natur economic sau tehnic, ori numai a unor modificri din punct de vedere al politicii generale a companiei. Angajatorul nu trebuie s dovedeasc aceste mprejurri, este suveran n aprecierea necesarului de for de munc. 2. Identificarea posturilor care se vor reduce n aceast etap se stabilete dac va avea loc o concediere colectiv sau individual, n funcie de numrul posturilor care se reduc. n aceast etap se ntocmete o NOT DE FUNDAMENTARE (n anexa 1 este ataat un exemplu) n care vei prezenta nu doar numrul 2

- It is not necessary to have occur a cease of payments or a state of insolvency C) The liquidation of the job has to be definitive - If you return on the reduction of personnel before the actual termination of the employment contract, you will no longer be able to decide the dismissal, even if the employer had already received the prior notice D) The dismissal must not be collective E) The dismissed employee must not be in a period when dismissals are forbidden These situations are stipulated in the 60th article of the Labor Code: - During the temporary incapacity of work; - During the quarantine leave; - During the period when the woman is pregnant; - During the maternity leave; - During parental leave and child care in the age up to 2, 3, 7, respectively 18 years; - During leisure vacation. If the employer is in judicial reorganization, bankruptcy or dissolution, the 60th article of the Labor Code will not be applied, and in this situation all employees can be dismissed without exception. II. THE STAGES OF DISMISSAL 1. The decision of reducing the number of jobs This decision can be the consequence of economic or technical circumstances, or only of some changes in terms of general policy of the company. It is not required for the employer to prove these circumstances, because he is sovereign in assessing the necessary labor force. 2. Identifying the jobs which will be reduced At this stage it is established whether there will be a collective or an individual dismissal, depending on the number of jobs that will be reduced. At this stage a Fundamental Note is prepared (an example is attached in appendix 1) where you will disclose not only the number of reduced jobs,

Posturilor care se reduc, i care anume posturi dispar din organigram. Se va ine cont de: - Dac exist mai multe posturi de aceeai natur, trebuie stabilite de la nceput cele care se desfiineaz; - Dac exist filiale, sucursale, puncte de lucru i alte sedii secundare, trebuie stabilit la care dintre acestea se reduc locurile de munc. n cazul m care nu se reduc toate posturile de un anume tip, ci este necesar o anumit selecie a salariailor, aceasta se va putea realiza prin utilizarea unor criterii profesionale, conform art.69 alin. (3) din Codul Muncii 3. Identificarea salariailor care urmeaz s fie concediai Este analizat situaia fiecrui salariat n parte, n raport cu prevederile art. 60 din Codul muncii i contractului colectiv de munc aplicabil care la Art. 23., alin. (1) prevede Contractele individuale de munc pe perioad nedeterminat pot fi desfcute din motive neimputabile angajailor numai cu acordul sindicatelor sau al reprezentanilor angajailor, pentru urmtoarele categorii de personal: a) unici susintori de familie; b) angajaii care mai au cel mult 3 ani pn la pensionare, la cererea lor; c) angajaii revenii din omaj ca urmare a restrngerii activitii i care au o perioad de stagiu mai mic de 12 luni n ultimele 24 de luni. i alin. (2) n situaia n care msura ar afecta doi soi care lucreaz n aceeai unitate, se desface un singur contract de munc. Concedierea pentru motive independente de persoana salariailor se pot opera n cazul liderilor de sindicat i al reprezentanilor salariailor, de ndat ce mandatul acestora a luat sfrit. Legea nr. 40/2011 a abrogat interdicia concedierii acestora timp de 2 ani dup finele mandatului 4. Preavizarea salariatului Concedierea va fi preavizat salariatului cu minimum 20 de zile lucrtoare nainte, potrivit art. 74 alin. (1) lit. c) din Codul Muncii, republicat n Monitorul Oficial nr. 345 din 18 mai 2011 i art.22., alin (1) din contractul colectiv.

but also what jobs disappear from the organizational chart. You will take into account: - If there are several jobs of the same nature, it must be established from the beginning the ones which will be liquidated; - If there are branches, subsidiaries, working points and other subsidies, it must be established which of these cut jobs. In the case when not all the jobs of a certain type are reduced, but a certain selection of the employees is necessary, this will be accomplished by using professional criteria, according to article 69 paragraph (3) of the Labor Code 3. Identifying the employees to be dismissed The situation of each employee is analyzed, according with the stipulations of article 60th of the Labor Code and with the collective labor contract applicable which at article 23rd, paragraph (1) which stipulates Individual labor contracts of indefinite duration can be terminated, for reasons not imputable to the employees, only with the unions or the employees representatives, for the following personnel categories: a) sole providers of the family; b) employees who have at most three years until retirement, at their request; c) employees returned from unemployment as a result of the restriction of the activity and who had a traineeship period for less than 12 months in the last 24 months. And paragraph (2) ,, In the situation when the measure would affect two spouses who work in the same unit, a single employment contract will be terminated. Dismissal for reasons not related to the employee can be made in the case of union leaders and of the representatives of the employees, as soon as their mandate has ended. Law 40/2011 abrogated the interdiction on their dismissal for two years after the mandate had ended. 4. Employees prior notification Dismissal will be prior noticed to the employee with minimum 20 working days ahead, according to article 74 paragraph (1) letter c) of the Labor Code, republished in the Official Gazette no. 345 from May, 18th 2011 and article 22, paragraph (1) of the collective contract. 3

Conform Contractului colectiv de munc aplicabil la art.22, alin. (2) n perioada preavizului, angajaii au dreptul s absenteze 4 ore pe zi de la programul unitii pentru a cuta un loc de munc, fr ca aceasta s afecteze salariul i celelalte drepturi. Orele absentate se pot acorda prin cumul n condiiile stabilite de angajator. n aceast etap se ntocmete PREAVIZUL conform modelului din anexa nr.2. n preaviz se vor prevedea i dispoziiile din contractul colectiv de munc aplicabil Art. 24. La disponibilizarea angajailor din motive neimputabile lor, angajatorii vor acorda pli compensatorii de cel puin 50% din salariul de baz brut lunar, n afara drepturilor cuvenite la zi. 5. Trecerea ntr-o alt munc Codul muncii nu mai prevede obligaia angajatorului de trecere ntr-o alt munc a salariailor supui concedierii pentru motive economice. 6. Decizia de concediere Dup parcurgerea acestor etape, sunt tiate posturile din organigram, cu consecina concedierii salariailor care le ocupau. Dup ce a fost operat concedierea individual pentru motive ce nu in de persoana salariatului, situaia de dificulti economice sau de reducere a activitii poate s nceteze. Postul va putea fi renfiinat. Codul muncii nu interzice angajatorului s fac noi angajri. DECIZIA de concediere poate fi ntocmit conform modelului din Anexa 3, care trebuie s fie semnat de ctre administratorul societii, altfel poate s fie supus nulitii. III. CE RISCURI POT EXISTA PENTRU ANGAJATOR ATUNCI CND OPEREAZ O ASEMENEA CONCEDIERE - Nu a intervenit o real reducere a postului, iar art. 65 din Codul muncii a fost folosit doar ca pretext pentru a fi concediat; 4

According to the Collective Labor Contract applicable, at article 22, paragraph (2) ,, During prior notice period, the employees are entitled to four hours a day, time off, from the units program, to search for a job, without affecting the salary and other rights. Absented hours can be cumulative granted, in the employers terms. At this stage the Prior Notice is prepared according to the model from Appendix no. 2 The prior notice will stipulate also the dispositions of the collective labor contract applicable Article,, When dismissing employees for non imputable reasons, the employers will give compensatory payments for at least 50% of the gross monthly base salary, except the rights due to the day. 5. The transition to another job The Labor Code does not stipulate any more the employers obligation to pass the employees, subjected to dismissal, to another work, for economic reasons. 6. Dismissal decision After going through these stages, the jobs from the organization chart will be cut, with the consequence of dismissing the employees who occupied them. After the individual dismissal was operated, for reasons not related to the employee, the state of economic difficulties or of activity reduction can stop. The job could be reinstated. The Labor Code does not forbid the employer to make new hiring. The dismissal decision can be prepared according to the model from Appendix 3, which needs to be signed by the Companys administrator, otherwise may be subjected to nullity. III. WHAT RISKS MAY EXIST FOR AN EMPLOYER WHEN OPERATING SUCH A DISMISSALS - It was not the case of a real reduction of the job, and the 65th article of the Labor Code was used only as an excuse to dismiss;

- Face parte dintre reprezentanii salariailor sau dintre liderii sindicali, iar conducerea este de fapt legat de exercitarea mandatului primit de la salariaii din unitate; - Se afla ntr-una dintre situaiile la care face referire art. 60 din Codul muncii (incapacitate temporar de munc, concediu de odihn, graviditate, concediu de maternitate sau de cretere a copilului etc.); - n perioada in care a fost concediat, n companie se fceau angajri, pentru posturi similare; - A intervenit n realitate o concediere colectiv, care a fost tratat de ctre angajator ca o sum de concedieri individuale; - Nu au fost respectate etapele procedurale ale concedierii (nu a fost preavizat, nu a primit decizia de concediere n scris, aceasta nu avea coninutul prevzut de lege etc.); - Angajatorul ar fi avut la ndemn msuri eficiente de evitare a concedierii, pe care ns nu le-a utilizat; - Motivul real al concedierii ine de persoana salariatului, ntre pri existnd un istoric de relaii tensionate, iar angajatorul a optat pentru reducerea postului persoanei n cauz, numai pentru c urmrea ndeprtarea sa; - Nu au fost respectate prevederile contractului colectiv de munc aplicabil privind acordarea de pli compensatorii. -Concedierea dispusa cu nerespectarea procedurii prevazute de lege este lovita de nulitate (art.78 din Codul Muncii). -In cazul in care concedierea a fost efectuata in mod netemeinic sau nelegal,instanta dispune anularea ei si obliga angajatorul la plata unei despagubiri egale cu salariile indexate,majorate si reactualizate si cu celelalte drepturi de care ar fi beneficiat salariatul(art.80,al.(1). -La solicitarea salariatului instanta care a dispus anularea concedierii va repune partile in situatia anterioara emiterii actului de concediere. (art.80,al(2)).

- Is one of the employees reprezentatives or union s leaders, and the management is, in fact, related to the mandate received from the units employees. - Is one of the situations coevred by article 60th of the Labor Code (temporary inability to work, leisure vacation, pregnancy, maternity leave or parental leave, etc.) - During the period he was fired, the Company was hiring for similar jobs; - In reality there was a collective dismissal, which was treated by the employer as a sum of individual dismissals; - The procedural stages of the dismissal have not been complied (there was no prior notice, the dismissal decision was not received in written, it did not have the content stipulated in tle law etc.); -The employer had efficient measures to avoid dismissal, but he did not use them; -The real reason of the dismissal is related to the employee, the cause being a history of strained relationships between the parties, and the employer chose the reduction of the persons in question job, only because he wanted its removal; The stipulations of the applicable collective labor contract regarding granting compensatory payments.

- Dismissal disposed when the procedure stipulated by law was not respected is null (article 78th of the Labor Code).

If the dismissal was carried out without a legal basis, the court has its annulment and compel the employer to pay a compensation equal to the wage index, increased and updated and other rights that the employee would have benefited from (Article 80 para. (1)). At the request of the court, which ordered the cancellation of employee dismissal, will restore the parties to the initial situation, previous to the issuence of the dismissal act (Article 80, the (2)).

Salariaii concediai pentru motive care nu in de persoana lor beneficiaz de ndemnizaie de omaj de msuri active de combatere a omajului.

The employees dismissed for reasons which are not related to their person receive unemployment benefits for active measures to combat the unemployment.