{"id":7256,"date":"2022-10-01T15:19:18","date_gmt":"2022-10-01T12:19:18","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=7256"},"modified":"2022-11-06T16:17:08","modified_gmt":"2022-11-06T14:17:08","slug":"fisa-de-post-este-obligatorie-pentru-toti-angajatorii-indiferent-de-dimensiunea-societatii","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/fisa-de-post-este-obligatorie-pentru-toti-angajatorii-indiferent-de-dimensiunea-societatii\/","title":{"rendered":"Fi\u0219a de post este obligatorie pentru to\u021bi angajatorii, indiferent de dimensiunea societ\u0103\u021bii"},"content":{"rendered":"<p style=\"text-align: justify;\">P\u00e2n\u0103 de cur\u00e2nd <a href=\"https:\/\/legislatie.just.ro\/Public\/DetaliiDocumentAfis\/242069\" target=\"_blank\" rel=\"noopener\">OUG nr. 37\/2021<\/a> a permis societ\u0103\u021bilor cu p\u00e2n\u0103 la nou\u0103 angaja\u021bi s\u0103 renun\u021be la fi\u0219ele de post, cu condi\u021bia ca atribu\u021biile s\u0103 fie detaliate \u00een contractele angaja\u021bilor. Av\u00e2nd \u00een vedere c\u0103 efectele <a href=\"https:\/\/legislatie.just.ro\/Public\/DetaliiDocumentAfis\/242069\" target=\"_blank\" rel=\"noopener\">OUG nr. 37\/2021<\/a> au fost abrogate prin Legea nr. 275\/2022 firmele care fie au renun\u021bat la fi\u0219ele de post, fie, pentru noii angaja\u021bi, nu le-au mai \u00eentocmit, trebuie s\u0103 se \u00eentoarc\u0103 la acestea.<\/p>\n<p style=\"text-align: justify;\">Aceasta \u00eenseamn\u0103 c\u0103 fi\u0219a de post \u0219i <a href=\"https:\/\/www.lugera.ro\/blog\/regulamentul-intern-trebuie-sa-includa-si-informatii-despre-preaviz-concediere-sau-demisie-precum-si-politica-generala-de-formare-profesionala-daca-este-cazul\/\" target=\"_blank\" rel=\"noopener\">regulamentul intern&nbsp;<\/a> sunt din nou obligatorii de la data la care legea a intrat \u00een vigoare, respectiv&nbsp;<strong>6 octombrie 2022<\/strong>. \u00cen esen\u021b\u0103, s-a revenit la forma anterioar\u0103 a prevederilor din Codul muncii care au fost modificate prin OUG 37\/2021, respectiv varianta aplicabil\u0103 p\u00e2n\u0103 la 5 mai 2021.<\/p>\n<p style=\"text-align: justify;\"><em>\u00cen motivarea pentru respingerea ordonan\u021bei parlamentarii au men\u021bionat faptul c\u0103 \u201eM\u0103surile propuse&nbsp;<\/em><strong><em>ar crea un dezechilibru major \u00een rela\u021biile de munc\u0103<\/em><\/strong><em>&nbsp;prin imposibilitatea angajatorului de a-\u0219i realiza obliga\u021biile prev\u0103zute de lege, \u00een acela\u015fi timp l\u0103s\u00e2nd angaja\u0163ii f\u0103r\u0103 protec\u0163ie. Micul \u00eentreprinz\u0103tor va fi<\/em><strong><em>&nbsp;supus unor riscuri enorme, mai ales \u00een fa\u021ba instan\u021belor&nbsp;<\/em><\/strong><em>de judecat\u0103 care nu vor avea instrumente pentru controlarea st\u0103rii de fapt \u0219i de drept \u00eentr-un anumit litigiu.&nbsp;De asemenea, angajatorii vor fi&nbsp;<\/em><strong><em>\u00abdescoperi\u021bi\u00bb \u0219i \u00een fa\u021ba controalelor<\/em><\/strong><em>&nbsp;inspectorilor de munc\u0103. Ace\u0219tia vor fi nevoi\u021bi s\u0103 solu\u021bioneze peti\u021biile lucr\u0103torilor f\u0103r\u0103 a avea repere concrete, singurul argument fiind \u00abcuv\u00e2ntul salariatului \u00eempotriva cuv\u00e2ntului angajatorului\u00bb\u201d<\/em>.<\/p>\n<p style=\"text-align: justify;\"><a href=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper.jpg\"><img decoding=\"async\" class=\"alignnone size-large wp-image-7260 lazyload\" data-src=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper-1024x683.jpg\" alt=\"fi\u0219a de post\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper-1024x683.jpg 1024w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper-300x200.jpg 300w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper-768x512.jpg 768w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/sitting-human-woman-workplace-paper.jpg 1294w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/a>Obligativitatea fi\u0219ei postului este men\u021bionat\u0103 \u00een Codul Muncii, modificat \u0219i completat. Astfel: &nbsp;<\/p>\n<ul style=\"text-align: justify;\">\n<li>Salariatul are obliga\u021bia de a realiza norma de munc\u0103 sau, dup\u0103 caz, de a \u00eendeplini atributiile ce \u00eei revin conform fi\u0219ei postului (<a href=\"https:\/\/www.codulmuncii.eu\/titlu-2\/capitol-2\/articol-39.html\" target=\"_blank\" rel=\"noopener\"> 39 alin. (2) lit. a) din Codul muncii<\/a>).<\/li>\n<li>Angajatorul are dreptul s\u0103 stabileasc\u0103 atribu\u021biile corespunz\u0103toare pentru fiecare salariat, \u00een condi\u021biile legii (<a href=\"https:\/\/www.codulmuncii.eu\/titlu-2\/capitol-2\/articol-40.html\" target=\"_blank\" rel=\"noopener\"> 40 alin. (1) lit. b) din Codul muncii<\/a>) \u0219i&nbsp;<\/li>\n<li>Anterior \u00eencheierii sau modific\u0103rii contractului individual de munc\u0103, angajatorul are obliga\u021bia de a informa persoana selectat\u0103 \u00een vederea angaj\u0103rii ori, dup\u0103 caz, salariatul cu privire la (&#8230;) func\u021bia\/ ocupa\u021bia conform specifica\u021biei&nbsp;Clasific\u0103rii ocupatiilor din Romania&nbsp;sau altor acte normative si atributiile postului&nbsp;<a href=\"https:\/\/www.codulmuncii.eu\/titlu-2\/capitol-1\/articol-17.html\" target=\"_blank\" rel=\"noopener\">(art. 17 alin. (3) lit. d) din Codul muncii<\/a>).<\/li>\n<li>\u00cen plus la pct. F din modelul-cadru al contractului individual de munca aprobat prin Ordinul M.M.S.S. nr. 64\/2003, modificat si completat, se precizeaza: <strong><em>\u2018\u2018Atributiile postului sunt prev\u0103zute \u00een fi\u0219a postului, anex\u0103 la contractul individual de munc\u0103 (&#8230;)\u201d.<\/em><\/strong><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Fi\u0219a postului este un document obligatoriu, anexa la contractul individual de munc\u0103, \u0219i trebuie adus\u0103 la cunostinta salariatului chiar de la \u00eencheierea contractului. Chiar dac\u0103 ea nu intr\u0103 \u00een categoria documentelor ce trebuie depuse \u00een eviden\u021ba inspectoratelor teritoriale de munc\u0103, potrivit Legii nr. 130\/1999, modificat\u0103 \u0219i completat\u0103, privind unele m\u0103suri de protec\u021bie a persoanelor \u00eencadrate \u00een munc\u0103, ea trebuie prezentat\u0103 de angajator la solicitarea inspectorului de munc\u0103.<\/p>\n<p style=\"text-align: justify;\">\u00cen lumina modific\u0103rilor impuse de Legea nr. 275\/2022, fi\u0219ele de post ar trebui s\u0103 fie gata de \u00eendat\u0103 ce excep\u021biile dispar din Codul muncii, respectiv, respectiv, \u00eencep\u00e2nd cu <strong>6 octombrie<\/strong>.<\/p>\n<p style=\"text-align: justify;\">\u00cen cazul \u00een care acestea nu sunt redactate \u00een timp util \u0219i absen\u021ba lor este sesizata la un control ITM, <strong>nu avem o sanc\u021biune expres\u0103 pentru lipsa fi\u0219ei postului. Angajatorul va avea la dispozi\u021bie o perioad\u0103 de timp \u00eens\u0103 pentru remedierea lipsei, iar<\/strong>, la controlul ulterior, <strong>amenzile pentru nerespectarea dispozi\u021biei <\/strong>(total\/par\u021bial sau la termen) pot fi cuprinse &nbsp;<strong>\u00eentre 5.000 \u0219i 10.000 de lei<\/strong>, conform <a href=\"https:\/\/legislatie.just.ro\/Public\/DetaliiDocument\/38845\" target=\"_blank\" rel=\"noopener\">Legii nr. 108\/1999<\/a>.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>P\u00e2n\u0103 de cur\u00e2nd OUG nr. 37\/2021 a permis societ\u0103\u021bilor cu p\u00e2n\u0103 la nou\u0103 angaja\u021bi s\u0103 renun\u021be la fi\u0219ele de post, cu condi\u021bia ca atribu\u021biile s\u0103 fie detaliate \u00een contractele angaja\u021bilor. Av\u00e2nd \u00een vedere c\u0103 efectele OUG nr. 37\/2021 au fost abrogate prin Legea nr. 275\/2022 firmele care fie au renun\u021bat la fi\u0219ele de post, fie, [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":7259,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-7256","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lugera-payroll"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/hr-handshaking-successful-candidate-getting-hired-new-job-closeup-300x200.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/11\/hr-handshaking-successful-candidate-getting-hired-new-job-closeup-1024x683.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fi\u0219a de post este 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