{"id":10176,"date":"2026-09-18T08:08:49","date_gmt":"2026-09-18T05:08:49","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=10176"},"modified":"2026-10-08T11:29:39","modified_gmt":"2026-10-08T08:29:39","slug":"mai-multe-locuri-munca-cim","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/mai-multe-locuri-munca-cim\/","title":{"rendered":"Un singur CIM, mai multe loca\u021bii: c\u00e2nd lista de adrese nu rezolv\u0103 problema locului muncii"},"content":{"rendered":"<p>Un salariat este angajat de o companie care are birouri \u00een Bucure\u0219ti, Cluj \u0219i Timi\u0219oara. Poate angajatorul s\u0103 treac\u0103 toate cele trei adrese \u00een contract \u0219i apoi s\u0103 decid\u0103, \u00een func\u021bie de nevoie, unde lucreaz\u0103 salariatul?<\/p>\n<p>Codul muncii nu con\u021bine o interdic\u021bie expres\u0103 privind \u00eenscrierea mai multor loca\u021bii \u00een contract. Problema este \u00eens\u0103 dac\u0103 formularea din CIM reflect\u0103 <strong>modul real \u00een care se desf\u0103\u0219oar\u0103 activitatea<\/strong>.<\/p>\n<p>Simpla enumerare a mai multor puncte de lucru nu poate \u00eenlocui regulile privind modificarea locului muncii, delegarea sau clauza de mobilitate atunci c\u00e2nd, \u00een realitate, acestea sunt situa\u021biile aplicabile.<\/p>\n<h2><strong>Loc fix sau activitate \u00een mai multe locuri?<\/strong><\/h2>\n<p>Codul muncii face o distinc\u021bie important\u0103.<\/p>\n<p>Salariatul trebuie informat fie despre <strong>locul s\u0103u de munc\u0103<\/strong>, fie, dac\u0103 nu exist\u0103 un loc fix, despre faptul c\u0103 activitatea se poate desf\u0103\u0219ura \u00een locuri diferite \u0219i despre modul \u00een care deplasarea este asigurat\u0103 sau decontat\u0103.<\/p>\n<p>Aceea\u0219i logic\u0103 apare \u0219i \u00een modelul-cadru al contractului individual de munc\u0103.<\/p>\n<p>Pentru locul fix, CIM indic\u0103 sediul, punctul de lucru sau alt loc organizat al angajatorului.<\/p>\n<p>Dac\u0103 activitatea nu are un loc fix, modelul permite men\u021bionarea unor situa\u021bii precum:<\/p>\n<ul>\n<li>activitate pe teren;<\/li>\n<li>activitate la sediile clien\u021bilor;<\/li>\n<li>o anumit\u0103 arie geografic\u0103;<\/li>\n<li>un grup de unit\u0103\u021bi.<\/li>\n<\/ul>\n<p>A\u0219adar, legisla\u021bia permite ca activitatea s\u0103 se desf\u0103\u0219oare \u00een mai multe locuri. Important este <strong>cum este \u00eencadrat\u0103 aceast\u0103 situa\u021bie contractual<\/strong>.<\/p>\n<p>Mai multe despre diferen\u021bele dintre aceste situa\u021bii g\u0103se\u0219ti \u0219i \u00een materialul Lugera despre <a href=\"https:\/\/www.lugera.ro\/blog\/locul-muncii-aspecte-legislative-si-practici-esentiale-in-dreptul-muncii\/\"><strong>locul muncii \u0219i formele \u00een care acesta poate fi stabilit \u00een contract<\/strong><\/a>.<\/p>\n<h2><strong>C\u00e2nd mai multe loca\u021bii pot fi fire\u0219ti<\/strong><\/h2>\n<p>S\u0103 presupunem c\u0103 un manager regional lucreaz\u0103 \u00een mod obi\u0219nuit \u00een mai multe unit\u0103\u021bi din aceea\u0219i zon\u0103.<\/p>\n<p>Dac\u0103 acesta este specificul real al postului \u00eenc\u0103 de la \u00eenceput, contractul poate fi construit astfel \u00eenc\u00e2t s\u0103 reflecte faptul c\u0103 activitatea nu se desf\u0103\u0219oar\u0103 \u00eentr-un singur loc fix.<\/p>\n<p>O situa\u021bie diferit\u0103 este cea \u00een care un contabil lucreaz\u0103 permanent la sediul din Bucure\u0219ti, dar CIM enumer\u0103 preventiv \u00eenc\u0103 patru puncte de lucru din \u021bar\u0103, de\u0219i prezen\u021ba acolo apare numai c\u00e2nd compania are nevoie.<\/p>\n<p>\u00cen acest al doilea caz, simpla list\u0103 de adrese nu clarific\u0103 automat regimul juridic al deplas\u0103rilor.<\/p>\n<h2><strong>C\u00e2nd intervine clauza de mobilitate?<\/strong><\/h2>\n<p>Clauza de mobilitate este destinat\u0103 situa\u021biilor \u00een care, datorit\u0103 specificului muncii, salariatul <strong>nu \u00ee\u0219i desf\u0103\u0219oar\u0103 activitatea \u00eentr-un loc stabil<\/strong>.<\/p>\n<p>Codul muncii prevede c\u0103, \u00een acest caz, salariatul beneficiaz\u0103 de presta\u021bii suplimentare \u00een bani sau \u00een natur\u0103, iar acestea trebuie precizate \u00een CIM.<\/p>\n<p>Este cazul, de exemplu, al unor activit\u0103\u021bi care presupun \u00een mod natural deplas\u0103ri constante \u00eentre clien\u021bi, unit\u0103\u021bi sau zone geografice.<\/p>\n<p>Clauza de mobilitate nu ar trebui \u00eens\u0103 utilizat\u0103 doar pentru a crea libertatea angajatorului de a muta un post care, \u00een realitate, are un loc de munc\u0103 stabil.<\/p>\n<p>Lugera a explicat separat <a href=\"https:\/\/www.lugera.ro\/blog\/clauza-de-mobilitate-si-delegarea-aspecte-importante-care-le-diferentiaza\/\"><strong>diferen\u021bele dintre clauza de mobilitate \u0219i delegare<\/strong><\/a>.<\/p>\n<h2><strong>C\u00e2nd deplasarea devine delegare?<\/strong><\/h2>\n<p>Dac\u0103 CIM stabile\u0219te un loc de munc\u0103 fix, iar salariatul este trimis <strong>temporar<\/strong> s\u0103 \u00ee\u0219i \u00eendeplineasc\u0103 atribu\u021biile \u00een alt\u0103 loca\u021bie, poate interveni delegarea.<\/p>\n<p>Codul muncii define\u0219te delegarea prin exercitarea temporar\u0103, din dispozi\u021bia angajatorului, a sarcinilor de serviciu \u00een afara locului de munc\u0103.<\/p>\n<p>Aceasta poate fi dispus\u0103 pentru maximum <strong>60 de zile calendaristice \u00eentr-o perioad\u0103 de 12 luni<\/strong>. Prelungirea este posibil\u0103 pentru perioade succesive de cel mult 60 de zile, dar numai cu acordul salariatului. \u00cen condi\u021biile legii sau ale contractului colectiv aplicabil, salariatul delegat are dreptul la transport, cazare \u0219i indemniza\u021bie de delegare.<\/p>\n<p>Mai multe detalii sunt disponibile \u00een ghidul Lugera despre <a href=\"https:\/\/www.lugera.ro\/blog\/delegare-si-detasare-reglementari-legale-si-impact-asupra-contractului-de-munca\/\"><strong>delegare \u0219i deta\u0219are<\/strong><\/a>.<\/p>\n<h2><strong>Dar dac\u0103 mutarea este permanent\u0103?<\/strong><\/h2>\n<p>Locul muncii este unul dintre elementele contractului individual care, ca regul\u0103, poate fi modificat numai prin acordul p\u0103r\u021bilor.<\/p>\n<p>Dac\u0103 un salariat angajat cu loc fix \u00een Bucure\u0219ti urmeaz\u0103 s\u0103 lucreze permanent la Cluj, nu mai vorbim despre o deplasare temporar\u0103. \u00cen principiu, noua situa\u021bie trebuie reflectat\u0103 prin modificarea CIM, de regul\u0103 prin act adi\u021bional.<\/p>\n<p>De aceea, este important ca formula aleas\u0103 la \u00eenceputul rela\u021biei de munc\u0103 s\u0103 corespund\u0103 realit\u0103\u021bii: <strong>loc fix, activitate \u00een mai multe locuri sau mobilitate<\/strong>.<\/p>\n<h2><strong>Mai multe adrese \u00eenseamn\u0103 \u0219i obliga\u021bii SSM<\/strong><\/h2>\n<p>Locul \u00een care este prestat\u0103 activitatea conteaz\u0103 \u0219i din perspectiva securit\u0103\u021bii \u0219i s\u0103n\u0103t\u0103\u021bii \u00een munc\u0103.<\/p>\n<p>Modelul-cadru al CIM leag\u0103 riscurile profesionale de evaluarea riscurilor locului de munc\u0103\/postului \u0219i de fi\u0219a de identificare a factorilor de risc profesional.<\/p>\n<p>Dac\u0103 un salariat lucreaz\u0103 efectiv \u00een loca\u021bii cu riscuri diferite, angajatorul trebuie s\u0103 se asigure c\u0103 evalu\u0103rile de risc, instruirea \u0219i documentele utilizate \u00een medicina muncii corespund activit\u0103\u021bii reale.<\/p>\n<p>De exemplu, riscurile unui birou administrativ nu sunt neap\u0103rat acelea\u0219i cu cele ale unui depozit sau ale unei zone de produc\u021bie.<\/p>\n<h2><strong>Trei situa\u021bii care nu ar trebui confundate<\/strong><\/h2>\n<p>\u00cen practic\u0103, diferen\u021ba poate fi rezumat\u0103 astfel:<\/p>\n<table>\n<thead>\n<tr>\n<td><strong>Situa\u021bia real\u0103<\/strong><\/td>\n<td><strong>Instrumentul juridic relevant<\/strong><\/td>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Salariatul lucreaz\u0103 \u00een mod obi\u0219nuit \u00eentr-o loca\u021bie determinat\u0103<\/td>\n<td>loc de munc\u0103 fix \u00een CIM<\/td>\n<\/tr>\n<tr>\n<td>Specificul postului presupune activitate \u00een locuri diferite<\/td>\n<td>CIM f\u0103r\u0103 loc fix \/ dup\u0103 caz, clauz\u0103 de mobilitate<\/td>\n<\/tr>\n<tr>\n<td>Salariatul cu loc fix este trimis temporar \u00een alt\u0103 loca\u021bie<\/td>\n<td>delegare<\/td>\n<\/tr>\n<tr>\n<td>Mutarea \u00een alt\u0103 loca\u021bie devine permanent\u0103<\/td>\n<td>modificarea CIM prin acordul p\u0103r\u021bilor<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>\u00cenainte de a introduce mai multe adrese \u00eentr-un contract doar \u201eca s\u0103 fie acoperite toate variantele\u201d, merit\u0103 verificat care dintre aceste situa\u021bii descrie, de fapt, postul.<\/p>\n<p>Un CIM bine redactat nu trebuie s\u0103 anticipeze orice loca\u021bie \u00een care salariatul ar putea ajunge vreodat\u0103. Trebuie s\u0103 descrie <strong>corect \u0219i predictibil modul \u00een care munca urmeaz\u0103 s\u0103 fie prestat\u0103<\/strong>.<\/p>\n<p><strong>Lugera sprijin\u0103 companiile \u00een administrarea documentelor de personal \u0219i a proceselor de HR, inclusiv \u00een corelarea contractelor individuale de munc\u0103 cu modul real de organizare a activit\u0103\u021bii.<\/strong><\/p>\n<p>Sursa foto: shutterstock.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Un salariat este angajat de o companie care are birouri \u00een Bucure\u0219ti, Cluj \u0219i Timi\u0219oara. Poate angajatorul s\u0103 treac\u0103 toate cele trei adrese \u00een contract \u0219i apoi s\u0103 decid\u0103, \u00een func\u021bie de nevoie, unde lucreaz\u0103 salariatul? Codul muncii nu con\u021bine o interdic\u021bie expres\u0103 privind \u00eenscrierea mai multor loca\u021bii \u00een contract. Problema este \u00eens\u0103 dac\u0103 formularea [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":10191,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-10176","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lugera-payroll"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2026\/09\/mai-multe-locuri-de-munca-in-cim-300x222.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2026\/09\/mai-multe-locuri-de-munca-in-cim-1024x758.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mai multe locuri de munc\u0103 \u00een CIM: ce permite Codul muncii<\/title>\n<meta name=\"description\" content=\"Poate un CIM s\u0103 prevad\u0103 mai multe loca\u021bii de lucru? 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