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Analele Universitii Constantin Brncui din Trgu Jiu, Seria tiine Juridice, Nr.

4/2012

INCETAREA CONTRACTULUI

WORKING INDIVIUAL TERMINATION

INDIVIUAL DE MUNCA

EMPLOYER'S INITIATIVE

DIN INITIATIVA ANGAJATORULUI

(DISMISSAL)

( CONCEDIEREA )
Pantelimon MANTA**
Pantelimon MANTA*
Abstract: Actualul Cod al muncii
reglementeaz dou forme de concediere din
iniiativa angajatorului, respectiv concedierea pentru
motive ce in de persoana salariatului i concedierea
pentru motive ce nu in de persoana salariatului,
neexistnd o clasificare a concedierii dup cum
motivul este sau nu imputabil salariatului. n
consecin, faptul c o concediere este determinat
sau nu de un motiv imputabil salariatului pornete de
la analiza bunei credine a salariatului n raport cu
relaia de munc i angajatorul su. Cum principiul
bunei credine funcioneaz, ntotdeauna angajatorul
va fi cel care este chemat s fac dovada vinoviei
salariatului su i a faptului c motivul desfacerii este
imputabil salariatului.
Cuvinte cheie: concediere, concediere
pentru motive care tin de persoana salariatului ,
concediere pentru motive care nu tin de persoana
salariatului , concedierea disciplinara, salariat ,
angajator, concediere individuala , concediere
colectiva.

Potrivit art.58 din Codul


muncii
concedierea este de doua feluri :
1) concediere pentru motive care in de
persoana salariatului
2) concediere pentru motive care nu in de
persoana salariatul.
Conform art.59-60 Cod muncii , este
interzisa concedierea salariatului :
- pe criterii de sex, orientare
sexuala,caracteristici genetice, apartenen
naional, ras, culoare, etnie, religie, opiune

Astract: The current Labour Code regulates


two forms of dismissal of the employer, or dismissal
for reasons related to the employee and dismissal for
reasons not related to the employee, there is no
classification as reason for dismissal or not
attributable to the employee. Therefore, it is
determined that a dismissal or a reason attributable
to the employee based on the analysis of good faith in
relation to the employee and his employer
employment relationship. How the principle of good
faith work, the employer will always be one who is
called the employee to prove his guilt and that reason
is attributable to employee dissolution.
Key words: dismissal, dismissal for reasons
related to the employee, dismissal for reasons not
related to the employee, disciplinary dismissal,
employee, employer, individual dismissals, collective
redundancies.

According to article 58 of the


Labour Code dismissal is of two types:
1) dismissal for reasons related to
the employee
2) dismissal for reasons not related
to the employee.
According to art.59-60 Labour
Code, it is forbidden to dismiss the
employee:
- On the grounds of sex, sexual
orientation,
genetic
characteristics,
nationality, race, color, ethnicity, religion,
political opinion, social origin, disability,
family status, etc.;
- The exercise, under the law, the right to

Prof. univ. dr., Departamentul tiine Juridice, Facultatea de Relaii Internaionale, Drept i tiine
Administrative, Universitatea Constantin Brncui din Tg-Jiu
**
University Professor PhD, Department of Juridical Sciences, Faculty of International Relations, Law and
Administrative Sciences Constantin Brncui University of Tg-Jiu
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politic, origine social, handicap,situaie


familial etc;
- pentru exercitarea, n condiiile legii, a
dreptului la grev i a drepturilor sindicale;
- pe durata incapacitilor temporare de
munc, stabilit prin certificat medical conform
legii;
- pe durata suspendrii activitii ca
urmare a instituirii carantinei;
- pe durata n care femeia salariat este
gravid ,dac angajatorul a luat la cunotin
despre acest fapt anterior emiterii deciziei de
concediere ;
- pe durata concediului de maternitate ;
- pe durata concediului pentru creterea
copilului in vrsta de pan la 2 ani sau n cazul
copilului cu handicap ,pn la mplinirea vrstei
de 3 ani ;
- pe durata concediului pentru creterea
copilului bolnav n vrst de pn la 7 ani,sau n
cazul copilului cu handicap,pentru afeciuni
intercurente,pn la mplinirea vrstei de 18
ani ;
- abrogat (pe durata mplinirii
serviciului militar);
- pe durata efecturii concediului de
odihn;
- pe durata exercitrii unei funcii
eligibile ntr-un organism sindical, cu excepia
situaiei n care concedierea este dispus pentru
o abatere disciplina grav sau pentru abateri
disciplinare repetate , svrite de acel salariat.
Aceste interdicii nu se aplic n cazul
concedierii pentru motive ce intervin ca urmare
a reorganizrii judiciare, a falimentului sau a
dizolvrii angajatorului, n condiiile legii.
Concedierea pentru motive care in
de persoana salariatului
Potrivit art. 61 din Codul muncii,
angajatorul poate dispune concedierea pentru
motive care tin de persoana salariatului in
urmatoarele situaii1:
a) in cazul in care salariatul a savarsit o
abatere grava sau abateri repetate de la regulile
de disciplina muncii sau de la cele stabilite prin
contractul individual de munca, contractul
colectiv de munca aplicabil sau regulamentul

strike and trade union rights;


- During temporary incapacity, medical
certificate established by law;
- As long as the activity due to the
imposition of quarantine;
- As long as the woman is pregnant
employment, if the employer is aware of
this fact before issuing the dismissal
decision;
- On maternity leave;
- The duration of parental leave under the
age of 2 years or a disabled child up to the
age of 3 years;
- The duration of parental leave, sick old
up to 7 years or a disabled child, for
intercurrent diseases, up to the age of 18;
- Abrogated (fulfilling during military
service);
- The period of the annual leave;
- Eligible function during exercise in
union body, unless the dismissal is ready
for serious misconduct or misbehavior
disciplina repeatedly committed by that
employee.
These prohibitions do not apply to
dismissal for reasons that occur as a result
of
reorganization,
bankruptcy
or
dissolution of the employer under the law.
Dismissal for reasons related to
the employee
According to art. 61 of the Labour
Code, the employer may order dismissal
for reasons related to the employee in the
following circumstances:
a) if the employee has committed a
serious or repeated violations of the rules
of labor discipline or those set by the
individual labor contract, collective
bargaining agreement or applicable bylaw
as punishment;
b) if the employee is in custody for
a period longer than 30 days, under the
Code of Criminal Procedure;
c) if, by decision of the competent
medical expertise, inability to find
physical and / or psychological employee,
which does not allow him to fulfill the

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intern, ca sanctiune disciplinara;


b) in cazul in care salariatul este arestat
preventiv pentru o perioada mai mare de 30 de
zile, in conditiile Codului de procedura penala;
c) in cazul in care, prin decizie a
organelor competente de expertiza medicala, se
constata inaptitudinea fizica si/sau psihica a
salariatului, fapt ce nu permite acestuia sa-si
indeplineasca atributiile corespunzatoare locului
de munca ocupat;
d) in cazul in care salariatul nu
corespunde profesional locului de munca in care
este incadrat.
Concedierea disciplinar
Poate interveni, conform textului ,
atunci cand salariatul savarseste o abatere grava
sau abateri repetate nu numai de la disciplina
muncii, ci si de la regulile stabilite prin
contractul individual de munca, contractul
colectiv de munca aplicabil sau regulamentul
intern.
Textul art. 61 lit a) Codul muncii trebuie
coroborat cu art. 264 alin. 1 lit. f), potrivit cruia
printre sanciunile disciplinare pe care le poate
aplica angajatorul se numr i desfacerea
disciplinar a contractului individual de munc.
Motivul este legat de culpa angajatului,
fiind deci imputabil, iar masura desfacerii
contractului individual de munca este
facultativa pentru unitate . Masura se ia pentru
svrirea unei abateri grave sau abateri
repetate.

duties corresponding to the position held;


d) if the employee does not meet
professional job it is framed.
Disciplinary dismissal
May occur, according to the text,
when the employee commits a serious or
repeated violations of labor discipline not
only, but also from the rules set by the
individual labor contract, collective
bargaining agreement or applicable
internal rules.
Text art. 61 letter a) Labour Code
should be read in conjunction with art.
264 para. 1 letter. f) that the disciplinary
among employers that may include
disciplinary termination of the individual
employment contract.
The reason is related to employee
misconduct and are therefore attributable
and dissolution as individual labor
contract is optional for the unit. The
measure is taken to commit a serious or
repeated violations.
Dismissal
if
the
employee
preventive custody for more than 30
days
Labour Code solution is motivated
by the losses they may suffer due to lack
of prolonged employer of employees at
work. Before the deadline stipulated
dismissal is illegal, but the nullity is
covered if the detention was prolonged
over that period. If the employee was
released before the expiry of 30 days, the
employer is obliged to receive it at work,
such refusal or illegal. Since this is a
college employee, if the person returns to
work after his release and labor contract
had not been opened, such a measure is no
longer justified.

Concedierea in cazul arestarii


preventive a salariatului pentru o perioad
mai mare de 30 de zile
Solutia Codului muncii este motivata de
pierderile pe care le poate suferi angajatorul
datorita lipsei mai indelungate a unor salariati
de la locul de munca. Concedierea inainte de
trecerea termenului prevazut este nelegala, dar
nulitatea este acoperita daca detentiunea s-a
prelungit peste acest termen. Daca salariatul a
Dismissal if physical unfitness
fost eliberat inainte de implinirea termenului de and / or psychological employee
To achieve and maintain an employee,
30 de zile, angajatorul este obligat sa-l
primeasca la lucru, un astfel de refuz al sau fiind any person must be able to supply that work,
ilegal. Deoarece este o facultate pentru both physically and mentally.
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Note that prior to dismissal, the


angajator, daca persoana in cauza revine la
lucru dupa eliberarea sa, iar contractul de munca employer must have the employee
nu fusese desfacut, o atare masura nu se mai proposes other job vacancies in the unit
compatible with professional training and
justifica.
work capacity costatat of physician work
Concedierea in cazul inaptitudinii and you do not have such places should
seek support territorial agency work
fizice si/sau psihice a salariatului
Pentru a dobndi i menine calitatea de employment for redistribution employee.
salariat, orice persoan fizic trebuie s fie apt
pentru prestarea acelei munci, att din punct de
Dismissal
for
professional
vedere fizic , ct i psihic.
inadequacy
This case is based on the fact that
De menionat c anterior concedierii,
angajatorul are obligatia de a-i propune the true test of professional knowledge
salariatului alte locuri de munca vacante in can not take place during employment, but
unitate, compatibile cu pregatirea profesionala only in practice, and this case concerns
si capacitatea de munca costatat de medicul de only independent professional activity of
medicina a muncii, iar cnd nu dispune de any culpable conduct. It is possible that
astfel de locuri, trebuie s solicite sprijinul profesioanla mismatch existed even when
ageniei teritoriale de ocupare a forei de munc framing and hiring staff drawn works have
been misled (eg, by presenting false
n vederea redistribuirii salariatului2.
documents), thus concluding a labor
Concedierea pentru necorespundere contract. In the latter case, termination of
the employment contract is therefore void
profesional
not
professional
unsuitability.
Acest caz porneste de la realitatea ca and
adevarata verificare a cunostintelor profesionale Professional mismatch is the objective or
nu poate avea loc cu ocazia angajarii, ci numai subjective nature circumstance that leads
in activitatea practic; si acest caz priveste or is capable of leading to professional
numai activitatea profesionala independent de performances lower than the ones in
vreo conduita culpabila. Exista posibilitatea ca reasonably employer is entitled to expect
necorespunderea profesioanla sa fi existat chiar from their employees.
An individual employment contract
in momentul incadrarii, iar personalul care
intocmeste lucrarile de angajare sa fi fost indus shall be opened within the period provided
in eroare (de exemplu, prin prezentarea de acte by Article 62, paragraph 1 of the Labour
false), incheindu-se astfel un contract de munca. Code (30 calendar days from the date of
n acest ultim caz, incetarea raportului de munca dismissal of the case finding). Also, prior
are ca motiv nulitatea contractului, iar nu research procedure is mandatory in the
necorespunderea
profesionala. case of dismissal for professional
Necorespunderea profesionala reprezinta acea inadequacy. The employer is obliged to
imprejurare de natura obiectiva sau subiectiva give notice stipulated by the Labour Code
care conduce ori este apta sa conduca la (Article 73 paragraph 1) and collective
obtinerea unor performante profesionale mai labor contract nationwide, plus an award
scazute decat cele pe care, in mod rezonabil, of compensation for at least one month's
angajatorul este indrituit a le astepta de la salary in addition to the rights that day.
salariati.
Contractul individual de munc trebuie
Dismissal for reasons not related
sa fie desfacut in termenul prevazut de art.62 to
the
employee
alin.1 din Codul muncii ( 30 de zile
A. Dismissal individual
According to art. 65 para. 1 of the
calendaristice de la data constatrii cauzei
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concedierii ) . De asemenea, procedura


cercetarii prealabile este obligatorie si in cazul
concedierii pentru necorespundere profesionala.
Angajatorul mai este obligat sa acorde preavizul
prevazut de Codul muncii, (art.73 alin.1) si de
Contractul colectiv de munca la nivel national,
plus acordarea unei compensatii de cel puin un
salariu lunar in afara drepturilor cuvenite la zi.
Concedierea pentru motive care nu
in de persoana salariatului
A. Concedierea individual
Potrivit art. 65 alin. 1 din Codul muncii
: 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.
Potrivit alin. 2 al aceluiai articol
desfiinarea locului de munc trebuie s fie
efectiv i s aib o cauz real i serioas .
Legiuitorul are o int precis,
desfiinarea locului de munc ocupat de
salariat i nu desfiinarea unor posturi de
natura celui ocupat de cel n cauz ca urmare a
reorganizrii.
Practica judectoreasc bogat ca i
abordarea doctrinei sub imperiul vechiului Cod
al muncii pot fi luate n considerare n
continuare.
n contractul colectiv de munc unic la
nivel naional s-au prevzut o serie de reguli
pentru aplicarea msurii concedierii :
- patronul va pune la dispoziia
sindicatului justificarea tehnicoeconomic asupra msurilor privind
posibilitile de distribuire a
personalului,
modificarea
programului de lucru, organizarea
de cursuri de calificare sau
reorganizare profesional;
- justificarea, mpreun cu obieciile
i propunerile sindicatului vor fi
depuse spre analiz i avizare
consiliului de administraie sau,
dup caz, adunrii generale;
- concomitent, patronul va informa
sindicatul asupra motivelor ce stau

Labour Code: "dismissal for reasons not


related to the individual employee's
termination of employment is determined
by the abolition of the position held by the
employee, for one or more reasons not
related to his person."
Par. 2 of the same article
"abolition job to be effective and have a
real and serious".
The legislature has targeted
"abolishing the position held by the
employee" and not "eliminating posts such
as that occupied by the person concerned
as a result of reorganization."
Rich as tackle-law doctrine under
the old Labour Code can be considered
further.
Collective
labor
contract
at
national level have provided a set of rules
for the measure of dismissal:
- Union boss will provide technical
and economic justification of measures
concerning the distribution of staff,
changing working hours, organizing
vocational
training
courses
or
reorganization;
Justification,
union
with
objections and proposals will be submitted
for review and approval board or, where
appropriate, the General Assembly;
- Co-owner shall inform the union
of the reasons behind reducing the number
of employees and the possibilities of their
redistribution. The announcement will be
made 90 days before moving to another
location if the employer and 60 days for
activity restriction etc.
If redundancy can not be avoided
will be communicated writing each
employee whose position is to be
abolished or not if offered another job or
enrollment in retraining form (otherwise
will be served the notice period) .
To the effective reduction will
consider the following:
a) terminate the employment
contracts of first-timers and those retired
employees;

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la baza reducerii numrului de


salariai i asupra posibilitilor de
redistribuire a acestora. Anunul se
va face cu 90 de zile nainte n cazul
mutrii n alt localitate a
angajatorului i cu 60 de zile n
cazul restrngerii de activitate etc.
Dac disponibilizarea nu poate fi evitat
se va comunica scris fiecrui salariat al crui
post urmeaz a fi desfiinat dac i se ofer sau
nu un alt loc de munc sau cuprinderea ntr-o
form de recalificare profesional (n caz
contrar se va comunica termenul de preaviz).
La aplicarea efectiv a reducerii se vor
avea n vedere urmtoarele :
a) s nceteze mai nti contractele de
munc ale salariailor cumularzi i
ale celor pensionabili;
b) dac msura afecteaz doi soi ce
lucreaz n aceeai unitate se va
desface contractul soului cu venitul
cel mai mic;
c) msura s afecteze mai nti
persoanele fr copii;
d) numai n ultimul rnd s fie afectate
femeile care au n ngrijire copii,
brbaii vduvi sau divorai care au
n ngrijire copii, unicii ntreintori
de familie, salariaii care mai au cel
mult 3 ani pn la pensionarea la
cererea lor.
Dac msura concedierii nu i este
imputabil, nu se vor putea recupera de la
salariat cheltuieli cu calificarea sau
perfecionarea pregtirii profesionale.
B. Concedierea colectiv . Informarea
, consultarea salariailor
i procedura
concediererilor colective.
Prin concediere colectiv se nelege,
conform art. 68 din Codul muncii concedierea,
ntr-o perioad de 30 de zile calendaristice, din
unul sau mai multe motive care nu in de
persoana salariatului, a unui numr de :
a) cel puin 10 salariai, dac
angajatorul care disponibilizeaz are
ncadrai mai mult de 20 de salariai,
i mai puin de 100 de salariai;

b) if the measure affects spouses


working in the same unit will terminate
spouse with the lowest income;
c) the extent to affect people
without children first;
d) Finally only be affected women
caring for children, widowed or divorced
men who take care of children, sole
support their families, employees who
have more than 3 years to retirement at
their request.
If the extent of dismissal he is not
responsible, not the employee may recover
costs or improve the training qualification.
B.
Collective
dismissal.
Information, consultation of workers
and
collective
concediererilor
procedure.
The collective redundancy means,
according to art. 68 of the Labour Code
"dismissal, in a period of 30 calendar days
in one or more reasons not related to the
employee, a number of:
a) at least 10 employees, if the
employer has made available employed
more than 20 employees, and more than
100 employees;
b) at least 10% of employees
redundant if the employer has at least 100
employees, but fewer than 300 employees;
c) at least 30 employees, if the
employer has at least 300 redundant
employees. "
In determining the actual number
of employees laid off staff, par. (1) count
and those employees who have ceased
individual contracts of employment at the
initiative of the employer, for one or more
reasons not related to the employee,
provided there are at least five
redundancies.
The
concept
of
collective
redundancies occurred in 1997 by GO no.
9/1997 when the executive sought to
regulate complex situation resulting from
a mass redundancies, then treat conditions
that are collective redundancies is to GEO

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b) cel puin 10% din salariai, dac


angajatorul care disponibilizeaz are
ncadrai cel puin 100 de salariai,
dar mai puin de 300 de salariai;
c) cel puin 30 de salariai, dac
angajatorul care disponibilizeaz are
ncadrai cel puin 300 de salariai.
La stabilirea numarului efectiv de
salariati concediati colectiv, potrivit alin. (1), se
iau in calcul si acei salariati carora le-au incetat
contractele individuale de munca din initiativa
angajatorului, din unul sau mai multe motive,
fara legatura cu persoana salariatului, cu
conditia existentei a cel putin 5 concedieri.
Conceptul de concediere colectiv a
aprut n 1997 prin O.G. nr. 9/1997 cnd
executivul a neles s reglementeze situaia
complex rezultat n urma unei concedieri n
mas; apoi tratamentul condiiilor n care se fac
concedierile colective l constituie O.U.G. nr.
98/1999.
Potrivit art. 69 Codul muncii, n cazul n
care angajatorul intenioneaz s efectueze
concedieri colective, acesta are obligaia de a
iniia, n timp util i n scopul ajungerii la o
nelegere, n condiiile prevzute de lege,
consultri cu sindicatul sau, dup caz, cu
reprezentanii salariailor, cu privire la :
a) metodele i mijloacele de evitare a
concedierilor colective sau de
reducere a numrului de salariai
care vor fi concediai;
b) atenuarea consecinelor concedierii
prin recurgerea la msuri sociale
care vizeaz, printre altele, sprijin
pentru recalificarea sau reconversia
profesional
a
salariailor
concediai.
n perioada n care au loc consultri
pentru a permite sindicatului sau repezentanilor
salariailor s formuleze propuneri n timp util,
angajatorul are obligaia s le furnizeze toate
informaiile relevante i s le notifice, n scris,
urmtoarele :
a) numrul total i categoriile de
salariai;
b) motivele
care
determin
concedierea preconizat;

no. 98/1999.
According to art. 69 Labour Code,
if the employer intends to make collective
redundancies, he shall initiate, in time and
in order to reach an agreement, as
provided by law or union consultations, if
applicable, employee representatives , on:
a) ways and means of avoiding
collective redundancies or reducing the
number of employees to be made
redundant;
b) mitigate the consequences of
dismissal by the use of social measures
aimed, inter alia, support for retraining
and retraining of dismissed employees.
During the consultations held
repezentanilor to allow union or
employees to make proposals in due time,
the employer is required to provide all
relevant information and notify, in
writing, the following:
a) the total number and categories
of employees;
b) reasons for the projected
redundancies;
c) the number and categories of
employees who will be affected by
redundancy;
d) the criteria envisaged by law or
collective agreements for prioritizing the
dismissal;This criterion applies to tie
employees after assessing achievement of
performance targets.
e) the measures envisaged to limit
the number of dismissals;
f) measures to mitigate the
consequences
of
dismissal
and
compensation to employees to be laid off,
according to the laws or applicable
collective labor contract;
g) the date on which or the period
during which there will be redundancies;
h) the period within which trade
union or employee representatives as
appropriate make proposals to avoid or
reduce the number of dismissed
employees.

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c) numrul i categoriile de salariai


care vor fi afectai de concediere;
d) criteriile avute n vedere, potrivit
legii sau contractelor colective de
munc, pentru stabilirea ordinii de
prioritate la concediere;
Acest criteriu se aplic pentru
departajarea salariailor dup evaluarea
realizrii obiectivelor de performan.
e) msurile avute n vedere pentru
limitarea numrului concedierilor;
f) msurile
pentru
atenuarea
consecinelor
concedierii
i
compensaiile ce urmeaz s fie
acordate salariailor concediai,
conform dispoziiilor legale sau
contractului colectiv de munc
aplicabil;
g) data de la care sau perioada n care
vor avea loc concedierile;
h) termenul nauntrul cruia sindicatul
sau dup caz reprezentanii
salariailor pot face propuneri pentru
evitarea ori diminuarea numrului
salariailor concediai.
Obligaiile prevzute mai sus se menin
indiferent dac decizia pe care o determin
concedierile colective este luat de angajator
sau de ctre o ntreprindere care deine controlul
asupra angajatorului; acesta nu se poate prevala
n nerespectarea obligaiilor, de faptul c
ntreprinderea respectiv nu i-a furnizat
informaiile necesare.
Angajatorul are obligaia s comunice o
copie a notificrii Inspectoratului Teritorial de
Munc i Ageniei Teritoriale de Ocupare a
Forei de Munc la aceeai dat care a
comunicat-o sindicatului sau, dup caz,
reprezentanilor salariailor. Acetia din urm
pot propune angajatorului msuri n vederea
evitrii concedierilor ori diminurii numrului
salariailor concediai, ntr-un termen de 10 zile
calendaristice de la data primirii notificrii.
Angajatorului i revine obligaia de a rspunde
n scris i motivat la propunerile formulate de
sindicat i reprezentanii salariailor n termen
de 5 zile calendaristice de la primirea acestora.
n situaia n care, ulterior consultrilor,

Above obligations remain whether


that decision determines collective
redundancies is taken by the employer or
by an undertaking controlling the
employer, it can not rely on noncompliance by that undertaking has not
provided the necessary information.
The employer must supply a copy
of the notification Labour Inspectorate and
Territorial
Employment
Agency
Employment announced the same day that
a trade union or, if applicable, employee
representatives. The latter may propose
measures to avoid redundancies employer
or decrease the number of employees laid
off, within 10 calendar days from date of
receipt. Employer is required to respond in
writing and reasoned proposals made by
the union and employee representatives
within 5 days of receipt.
Where, after consultation, the
employer decides the measure of
collective redundancies, he shall notify in
writing to the Labor Inspectorate
Territorial Employment Agency and
Employment, with at least 30 calendar
days before issuing decisions dismissal.
The notification must include all relevant
information on the intended collective
dismissal and the results of consultations
with
trade
union
or
employee
representatives, in particular the reasons
for the redundancies, the total number of
employees affected by the dismissal and
the date on which or the period during
which there will be redundancies .
The employer must supply a copy
of the notification union or employee
representatives at the same time as the
release of a Labour Inspectorate and
Territorial
Employment
Agency
Employment. Trade union or employee
representatives may send any views
Territorial Labour Inspectorate reasoned
request of either Party. Territorial
Inspectoriatul the opinion of the
Territorial
Employment
Employment
Employment can order reducing the period

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angajatorul decide aplicarea msurii de


concediere colectiv, acesta are obligaia de a
notifica n scris Inspectoratul Teritorial de
Munc i Agenia Teritorial de Ocupare a
Forei de Munc, cu cel puin 30 de zile
calendaristice anterioare datei emiterii deciziilor
de concediere. Notificarea trebuie s cuprind
toate informaiile relevante cu privire la intenia
de concediere colectiv precum i rezultatele
consultrilor cu sindicatul sau reprezentanii
salariailor, n special motivele concedierilor,
numrul total al salariailor afectai de
concediere i data de la care sau perioada n care
vor avea loc aceste concedieri.
Angajatorul are obligaia s comunice o
copie
a
notificrii
sindicatului
sau
reprezentanilor salariailor, la aceeai dat la
care a comunicat-o Inspectoratului Teritorial de
Munc i Ageniei Teritoriale de Ocupare a
Forei de Munc. Sindicatul sau reprezentanii
salariailor pot transmite eventuale puncte de
vedere Inspectoratului Teritorial de Munc la
solicitarea motivat a oricreia dintre pri.
Inspectoriatul Teritorial de Munc cu avizul
Ageniei Teritoriale de Ocupare a Forei de
Munc poate dispune reducerea perioadei de 30
de zile fr a aduce atingere drepturilor
individuale cu privire la perioada de preaviz.
Inspectoratul teritorial de munca are
obligatia de a informa in termen de 3 zile
lucratoare angajatorul si sindicatul sau
reprezentantii salariatilor, dupa caz, asupra
reducerii sau prelungirii perioadei prevazute la
alin. (1), precum si cu privire la motivele care
au stat la baza acestei decizii.
n aceast perioad Agenia Teritorial
de Ocupare a Forei de Munc trebuie s caute
soluii la problemele ridicate de concedierile
colective preconizate i s le comunice n timp
util angajatorului i sindicatului sau
reprezentanilor salariailor.
La solicitarea motivat a oricreia
dintre pri Inspectoratul Teritorial de Munc,
cu consultarea Ageniei Teritoriale de Ocupare
a Forei de Munc, poate dispune amnarea
momentului emiterii deciziilor de concediere cu
maximum 10 zile calendaristice, n cazul n care
aspectele legate de concedierea colectiv avut

of 30 days without prejudice to individual


rights regarding notice period.
Territorial labor inspectorate is
obliged to inform the employer within 3
working days and union or employee
representatives, as appropriate, to reduce
or extend the period specified in par. (1),
and on the reasons behind this decision.
During this period Territorial
Employment Agency Employment must
seek solutions to the problems raised by
the projected collective redundancies and
communicate timely trade union or
employer
and
employee
representatives. At the reasoned request of
either Party Labor Inspectorate, in
consultation with the
Territorial Employment Agency
Employment perhaps postponing the
moment of issuing the dismissal decision
within 10 calendar days if the collective
redundancy issues considered not can be
solved by the date set in the notice of
collective dismissal is the date of the
dismissal decision.
Labor Inspectorate is obliged to
inform in writing the employer and the
trade union or employee representatives,
where applicable, the delay time of the
dismissal decision and their reasons
behind this decision before the expiry of
the initial period. Within 45 calendar days
from the date of dismissal, the employee
fired by collective redundancy is entitled
to be reinstated to job priority reopened in
the same activity, without examination,
competition or trial period.
In case the stipulated period of 45
days to resume the same activities, the
employer shall send employees who were
dismissed from positions whose work is
resumed on the same terms of professional
competence,
written
communication,
which are informed on resuming activity.
Employees are offered a maximum
of 5 days from the communication of the
employer, to manifest his written consent
on the job offered..

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n vedere nu pot fi soluionate pn la data


stabilit n notificarea de concediere colectiv ca
fiind data emiterii deciziilor de concediere.
Inspectoratul Teritorial de Munc are
obligaia de a informa n scris angajatorul i
sindicatul sau reprezentanii salariailor, dup
caz, asupra amnrii momentului emiterii
deciziilor de concediere precum i despre
motivele care au stat la baza acestei decizii,
nainte de expirarea perioadei iniiale.
n termen de 45 de zile calendaristice
de la data concedierii, salariatul concediat prin
concediere colectiva are dreptul de a fi reangajat
cu prioritate pe postul reinfiintat in aceeasi
activitate, fara examen, concurs sau perioada de
proba.
n situatia in care in perioada prevazuta
de 45 zile
se reiau aceleasi activitati,
angajatorul va transmite salariatilor care au fost
concediati de pe posturile a caror activitate este
reluata in aceleasi conditii de competenta
profesionala, o comunicare scrisa, prin care sunt
informati asupra reluarii activitatii.
Salariatii au la dispozitie un termen de
maximum 5 zile calendaristice de la data
comunicarii angajatorului, pentru a-si manifesta
in scris consimtamantul cu privire la locul de
munca oferit.
n situatia in care salariatii care au
dreptul de a fi reangajati nu isi manifesta in scris
consimtamantul in termenul prevazut sau refuza
locul de munca oferit, angajatorul poate face noi
incadrari pe locurile de munca ramase vacante.
Prevederile de mai sus nu se aplica
salariatilor din institutiile publice si autoritatile
publice; de asemenea nu se aplica in cazul
contractelor individuale de munca incheiate pe
durata determinata, cu exceptia cazurilor in care
aceste concedieri au loc inainte de data expirarii
acestor contracte.
Reguli privind concedierea
a) Aa cum am artat, art. 59 i 60 din
Codul muncii prevd situaiile cnd este
interzis concedierea, iar acestea sunt valabile i
n cazul concedierii colective.
Conform acestor prevederi concedierea nu
poate fi dispus cnd contractul individual de

In the event that employees who


are entitled to be reinstated not express
their consent in writing within the
specified time or refuse work offered, the
employer can make new markers on
vacant jobs.
The above provisions shall not
apply to employees of public institutions
and public authorities also not apply to
individual contracts of employment
concluded for a definite term, except
where such redundancies take place before
the expiration of these contracts.
Rules on dismissal
As noted, art. 59 and 60 of the
Labour Code provide for situations where
dismissal is prohibited, and this also
applies in the case of collective dismissal.
a)According to these provisions
dismissal may be ordered when the
employment contract is suspended by law
or at the request of the employee, except
to the judicial reorganization and
bankruptcy of the employer;
b) prior research;
c) The proposed employment of
vacancies (for dismissal under Art. 64, 61
lit. c and d, 56 lit. f of the Labor Code);
d) The notice (if not dismissal
related to the employee);
e) terms. If disciplinary dismissal,
the measure must be made within 30 days
from the date of knowledge of the
disciplinary commission, but not later than
6 months after its commission. In case of
dismissal for arrest, physical or mental
incapacity and inadequacy training period
is 30 days from the date of the
determination of the case dismissal.
f) The decision of dismissal in
writing, stating reasons in fact and in law,
the term may be appealed and the court
where the employee shall be notified
within 5 days from the issuance date of
the taking effect.
Ordered
dismissal
procedure
required by law contrary is null and void

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munc este suspendat de drept sau la iniiativa


salariatului, fcnd excepie procedura
reorganizrii
judiciare
i
falimentul
angajatorului;
b) Cercetarea prealabil;
c) Propunerea ocuprii unor locuri de
munc vacante (n cazul concedierii conform
art. 64, 61 lit. c i d, 56 lit. f din Codul muncii);
d) Preavizul (n cazul concedierilor ce nu
in de persoana salariatului);
e) Termene. n cazul concedierii
disciplinare, msura trebuie luat n termen de
30 de zile calendaristice de la data lurii la
cunotin a svririi abaterii disciplinare, dar
nu mai trziu de 6 luni de la data svririi ei. n
situaia concedierii pentru arestare preventiv,
inaptitudine fizic sau psihic i necorespundere
profesional termenul este de 30 de zile de la
data constatrii cauzei concedierii.
f) Decizia de concediere n form scris,
motivat n fapt i n drept, termenul i instana
unde poate fi contestat se comunic salariatului
n 5 zile de la emitere dat de la care produce
efecte.
Concedierea dispus cu nerespectarea
procedurii cerut de lege este lovit de nulitate
absolut conform art. 76 Codul muncii. n faa
instanei, angajatorul nu poate invoca alte
motive dect cele precizate n decizia de
concediere.
La solicitarea salariatului instanta care a
dispus anularea concedierii va repune partile in
situatia anterioara emiterii actului de concediere.
n cazul in care salariatul nu solicita
repunerea in situatia anterioara emiterii actului
de concediere, contractul individual de munca
va inceta de drept la data ramanerii definitive si
irevocabile a hotararii judecatoresti3.

pursuant to Art. 76 Labour Code. In court,


the employer can not rely on grounds
other than those specified in the decision
to dismiss.
At the request of the court that
ordered the cancellation of employee
dismissal will restore the parties to the
previous situation the act of dismissal
issue.
If the employee does not request
reinstatement issue the act of dismissal,
the individual labor contract shall cease as
from the date when final and irrevocable
court decision.
Bibliography:
Labour Code, Law no. 53/2011,
Republished in the Official Gazette no.
345/2011
Social Dialogue Law, Law no. 62/2011,
Published in the Official Gazette, Part I no.
322
of
May
10,
2011
John Traian Stefanescu,Treaty of labor law,
Legal Universe Publishing, Bucharest 2010
Alexander Ticlea Employment, academic
progress,
Legal Universe Publishing,
Bucharest
2011
Pantelimon Manta,Employment, academic
progress, Academic Publishing Brancusi,
Targu-Jiu, 2011

Bibliografie
Codul muncii, Legea nr. 53/2011, Republicata
in Monitorul Oficial nr. 345/2011
Legea dialogului social, Legea nr. 62/2011,
Publicat in Monitorul Oficial, Partea I nr. 322
din 10 mai 2011
Ion Traian tefnescu Tratat de dreptul muncii,
Editura Universul Juridic, Bucureti 2010
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Analele Universitii Constantin Brncui din Trgu Jiu, Seria tiine Juridice, Nr. 4/2012

Alexandru iclea,
Dreptul muncii, curs
universitar, Editura Universul Juridic, Bucureti
2011
Pantelimon Manta, Dreptul muncii, curs
universitar, Editura Academic Brncui, TgJiu, 2011
1
2

Art. 61 din Codul muncii

Art. 64 Codul muncii


3
Art. 78 alin. 3 a fost introdus prin art.I pct. 39 din Legea nr. 40/2011.

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