{"id":7272,"date":"2022-11-10T21:38:51","date_gmt":"2022-11-10T19:38:51","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=7272"},"modified":"2022-12-08T22:20:13","modified_gmt":"2022-12-08T20:20:13","slug":"modificari-codul-muncii-legea-283-2022","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/modificari-codul-muncii-legea-283-2022\/","title":{"rendered":"Ce modific\u0103ri au fost aduse Codului Muncii prin Legea 283\/ 2022?"},"content":{"rendered":"<p>Legea 283\/2022 care a modificat din 22 octombrie a.c. Codul Muncii a adus numeroase schimb\u0103ri \u00een prevederile conctractului de munc\u0103 \u0219i a introdus noi amenzi pentru angajatori. Sintetiz\u0103m principalele modific\u0103ri impuse de aceasta.<\/p>\n<ol>\n<li>\n<h2><strong>Modific\u0103ri aduse Contractului de Munc\u0103 <\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Contractul de Munc\u0103, \u00een forma modificat\u0103, va include \u00eencep\u00e2nd cu data intr\u0103rii \u00een vigoare a legii urm\u0103toarele elemente:<\/p>\n<ul>\n<li>dac\u0103 munca este f\u0103r\u0103 loc fix \u0219i se desf\u0103\u0219oar\u0103 \u00een mai multe locuri, va trebui precizat dac\u0103 deplasarea persoanei \u00eentre acestea este asigurat\u0103 sau decontat\u0103 de angajator;<\/li>\n<li>metoda de plat\u0103 a salariului;<\/li>\n<li>\u00een afar\u0103 de durata normal\u0103 a muncii, persoana va trebui informat\u0103 despre&nbsp;condi\u021biile de efectuare \u0219i de compensare\/ plat\u0103 a orelor suplimentare&nbsp;\u0219i, dac\u0103 e cazul, cum e organizat\u0103 munca \u00een schimburi;<\/li>\n<li>\u00een cazul perioadei de prob\u0103, va fi necesar s\u0103 se precizeze \u0219i condi\u021biile perioadei de prob\u0103, nu doar durata acesteia;<\/li>\n<li>precizarea beneficiiloe acordate;<\/li>\n<li>dac\u0103 activitatea urmeaz\u0103 s\u0103 se desf\u0103\u0219oare \u00een str\u0103in\u0103tate, va trebui indicat\u0103 \u0219i \u021bara (sau \u021b\u0103rile), pe l\u00e2ng\u0103 durata perioadei de munc\u0103.<\/li>\n<\/ul>\n<p>Vor fi eliminate \u00een schimb din CIM men\u021biunile privind folosirea semn\u0103turii electronice \u00een rela\u021biile de munc\u0103 \u0219i indicarea contractului colectiv de munc\u0103 aplicabil.<\/p>\n<p>Noul model de contract este \u00eenc\u0103 \u00een faza de proiect <a href=\"https:\/\/mmuncii.ro\/j33\/index.php\/ro\/transparenta\/proiecte-in-dezbatere\/6790-ordin-aprobare-model-cadru-cim-25112022\">\u00een dezbatere la Ministerul Muncii.<\/a><\/p>\n<p>Este totodat\u0103 important s\u0103 preciz\u0103m faptul c\u0103:<\/p>\n<ul>\n<li>Pentru salaria\u021bii care au raporturi de munc\u0103 stabilite anterior datei de intrare \u00een vigoare a legii, informa\u021biile suplimentare privind condi\u021biile aplicable raportului de munc\u0103 se comunic\u0103 de c\u0103tre angajator, la cerere, \u00een m\u00e1ximum 30 de zilei de a data primirii solicit\u0103rii scrise a salariatului.<\/li>\n<li>Angajatorul nu are obliga\u021bia de a \u00eencheia acte adi\u021bionale pentru comunicarea informa\u021biilor suplimentare<\/li>\n<li>Contractele de munc\u0103 \u00eencheiate din 22 octombrie trebuie s\u0103 cuprind\u0103 noile elemente contractuale indiferent c\u0103 avem un model-cadru nou sau nu;<\/li>\n<li>CIM-urile trebuie s\u0103 includ\u0103 \u0219i \u201e<em>condi\u021biile de efectuare \u0219i de&nbsp;<\/em><strong>compensare sau&nbsp;<\/strong><em>de<\/em><strong>plat\u0103<\/strong><em>&nbsp;a orelor suplimentare<\/em>\u201d<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept.jpg\"><img decoding=\"async\" class=\"alignnone size-large wp-image-7274 lazyload\" data-src=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept-1024x723.jpg\" alt=\"modific\u0103ri codul muncii 1\" width=\"1024\" height=\"723\" data-wp-editing=\"1\" data-srcset=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept-1024x723.jpg 1024w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept-300x212.jpg 300w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept-768x542.jpg 768w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/employment-contract-obligation-terms-agreement-concept.jpg 1250w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/723;\" \/><\/a><\/p>\n<ol start=\"2\">\n<li>\n<h2><strong>Informarea prealabil\u0103 \u00eencheierii contractului \/ modific\u0103rii acestuia<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Dreptul \u0219i condi\u021biile privind formarea profesional\u0103 oferit\u0103 de angajator vor trebui s\u0103 fac\u0103 obiectul inform\u0103rii prealabile pe care angajatorul trebuie s\u0103 o fac\u0103 celui pe care-l angajeaz\u0103. \u00cen lipsa inform\u0103rii, angaja\u021bii vor putea sesiza nu doar inspectoratul de munc\u0103, ci \u0219i instan\u021ba de judecat\u0103, c\u0103reia \u00eei vor putea cere desp\u0103gubiri de la angajator pentru prejudiciul produs de lipsa inform\u0103rii.<\/p>\n<p>P\u00e2n\u0103 de cur\u00e2nd, Codul muncii i-a obligat pe angajatori nu doar s\u0103 \u00eei informeze pe angaja\u021bi c\u0103 exist\u0103 un CCM aplicabil \u0219i s\u0103 li-l indice, dar trebuia s\u0103 \u0219i cuprind\u0103 chestiunea aceasta \u0219i \u00een contractul de munc\u0103. <strong>Aducerea la cuno\u0219tin\u021ba noului angajat c\u0103 exist\u0103 un CCM la nivel de unitate<\/strong>, obligatorie acum doar prin informarea prealabil\u0103, dar nu \u0219i prin contractul de munc\u0103.&nbsp;<\/p>\n<p>Prin Legea 283\/2022 consecin\u021bele privind lipsa acestor inform\u0103ri sunt mai dure acum, ceea ce \u00eenseamn\u0103 c\u0103 angajatorii ar trebui s\u0103 fie mai aten\u021bi \u00een privin\u021ba ei.&nbsp;<\/p>\n<ol start=\"3\">\n<li>\n<h2><strong>Concediul de \u00eengrijitor<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Angaja\u021bii vor avea dreptul la c\u00e2teva zile libere pe an pentru \u00eengrijirea unei persoane grav bolnave. Noul concediu are o durat\u0103 de&nbsp;<strong>cel mult cinci zile lucr\u0103toare pe an<\/strong>&nbsp;\u0219i va trebui acordat de c\u0103tre angajatori, la cerere, salaria\u021bilor care \u00eengrijesc ori sprijin\u0103 o rud\u0103 sau o persoan\u0103 ce st\u0103 \u00een aceea\u0219i locuin\u021b\u0103 cu ace\u0219tia, cu probleme grave de s\u0103n\u0103tate. Acest nou concediu este diferit de concediul pentru \u00eengrijirea bolnavilor de cancer. Pentru moment regulile dup\u0103 care va fi acordat concediul de \u00eengrijitor au fost puse \u00een dezbatere de <a href=\"https:\/\/www.mmuncii.ro\/j33\/images\/Documente\/MMSS\/Transparenta_decizionala\/Ordin_comun_MMSS_MS_acordare_concediu_ingrijitor_25112022.pdf\" target=\"_blank\" rel=\"noopener\">Ministerul Muncii \u0219i Solidarit\u0103\u021bii Sociale<\/a>.<\/p>\n<ol start=\"4\">\n<li>\n<h2><strong>Regulamentul intern \u2013 complet\u0103ri<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Angajatorii au obliga\u021bia de a introduce \u00een <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<\/a> informa\u021bii despre preaviz \u0219i pol\u00edtica de formare profesional\u0103.<\/p>\n<p>Aten\u021bie! Firmele trebuie s\u0103 aduc\u0103 la cuno\u0219tin\u021ba salaria\u021bilor regulamentul intern \u00eenc\u0103 din prima zi de lucru, iar aceast\u0103 luare la cuno\u0219tin\u021b\u0103 trebuie s\u0103 fie valid\u0103.&nbsp; Conform legii<i>&#8222;Angajatorul<\/i><i> are obliga\u021bia de a aduce la cuno\u0219tin\u021ba fiec\u0103rui salariat prevederile regulamentului intern,&nbsp;<\/i><u><i>\u00een prima zi de lucru<\/i><\/u><i>, \u0219i de a face&nbsp;<\/i><u><i>dovada \u00eendeplinirii acestei obliga\u021bii.<\/i><\/u><i>&#8222;<\/i><\/p>\n<ol start=\"5\">\n<li>\n<h2><strong>Zilele libere pentru urgen\u021be familiale<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Angaja\u021bii au dreptul de a beneficia de 10 zile libere \u00eentr-un an calendaristic pentru urgente familiale. Zilele de absen\u021b\u0103 pentru urgen\u021bele familiale nu sunt nici zile de odihn\u0103 \u0219i nici de zile de concediu f\u0103r\u0103 plat\u0103. De\u0219i salariatul va absenta, potrivit noilor prevederi ale Codului, perioada petrecut\u0103 astfel va fi considerat\u0103 perioad\u0103 prestat\u0103, deoarece se va recupera. <em>&#8222;Angajatorul \u0219i salariatul stabilesc de comun acord modalitatea de recuperare a perioadei de absen\u021b\u0103&#8221;<\/em>. Recuperarea acestor zile, dac\u0103 se va face \u00een afara timpului normal de lucru, nu va fi considerat\u0103 munc\u0103 suplimentar\u0103 \u0219i deci nu va fi recompensat\u0103 pe regimul orelor suplimentare de munc\u0103. Este important s\u0103 preciz\u0103m c\u0103 aceste zile libere se acord\u0103 separat de zilele libere pentru evenimente deosebite.<\/p>\n<ol start=\"6\">\n<li>\n<h2><strong>Dreptul de a cere trecerea pe un post mai favorabil<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Salariatul cu o vechime de minimum 6 luni la acela\u0219i angajator are dreptul de a cere acestuia mutarea pe un alt loc de munc\u0103, dac\u0103 exist\u0103 un astfel de post vacant, cu condi\u021bii de munc\u0103 mai sigure \u0219i mai previzibile. Obliga\u021bia angajatorilor va fi de a r\u0103spunde cererii, motiv\u00e2ndu-\u0219i decizia.&nbsp;<\/p>\n<ol start=\"7\">\n<li>\n<h2><strong>Perioada de prob\u0103 <\/strong><\/h2>\n<\/li>\n<\/ol>\n<ul>\n<li>angajatorii trebuie s\u0103 precizeze \u00een contractele de munc\u0103 \u0219i condi\u021biile perioadei de prob\u0103, nu doar durata acesteia, astfel \u00eenc\u00e2t noul angajat s\u0103 \u0219tie de la bun \u00eenceput \u0219i s\u0103 \u00een\u021beleag\u0103 mai bine c\u0103 exist\u0103 riscul termin\u0103rii bru\u0219te a contractului \u00een acea perioad\u0103;<\/li>\n<li>\u201d<em>Este interzis\u0103 stabilirea unei noi perioade de prob\u0103 \u00een cazul \u00een care, \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<\/em>\u201d Prevederea nu se aplic\u0103 \u0219i \u00een cazul contractelor acum \u00een derulare.<\/li>\n<\/ul>\n<ol start=\"8\">\n<li>\n<h2><strong>Noi interdic\u021bii privind concedierea<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>Angajatorii un au dreptul de a concedia angaja\u021bii care au solicitat mutarea pe un post mai bun, care se afl\u0103 \u00een timpul concediului de \u00eengrijitor, \u00een zilele de absen\u021b\u0103 pentru urgen\u021bele familiale ori pe perioada concediului paternal.<\/p>\n<ol start=\"9\">\n<li>\n<h2><strong>Limitarea dreptului angajatului de lucra la mai mul\u021bi angajatori cu suprapunerea programului de lucru<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p>\u00cen acord cu prevederile, programul de munc\u0103 al angaja\u021bilor cu mai multe contracte de munc\u0103 nu se va mai suprapune. Limitarea vizeaz\u0103 \u00eens\u0103 un drept al angajatului, <strong>singura obliga\u021bie a angajatorului este de a nu-i aplica un tratament nefavorabil&nbsp;<\/strong>unui salariat despre care afl\u0103 c\u0103 lucreaz\u0103 \u0219i \u00een baza unui alt contract de munc\u0103.&nbsp;<\/p>\n<ol start=\"10\">\n<li>\n<h2><strong>Programul de lucru<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p><strong>Salaria\u021bii pot cere un program <\/strong>individualizat, hibrid, telemunc\u0103 sau chiar cu norm\u0103 mai redus\u0103 pentru o perioad\u0103 limitat\u0103 de timp sau pentru perioad\u0103 nedeterminat\u0103. Angajatorul trebuie s\u0103 r\u0103spund\u0103 \u00een scris acestei solicit\u0103ri, \u00een termen de 5 zile, \u0219i s\u0103 documenteze aceste r\u0103spunsuri.<\/p>\n<p>Legat de timpul \u0219i programul de munc\u0103, Legea 283\/ 2022 aduce noi preciz\u0103ri cu privire la reconfirmarea dreptului angajatorului de a stabili organizarea \u0219i func\u021bionarea unit\u0103\u021bii.<\/p>\n<ol start=\"11\">\n<li>\n<h2><strong>Noi amenzi \u0219i interdic\u021bii de concediere<\/strong><\/h2>\n<\/li>\n<\/ol>\n<p><strong>Cuantumul sanc\u021biunilor a fost \u0219i el modificat prin Legea 283<\/strong>, iar noile amenzi au valori cuprinse \u00eentre 4.000 \u0219i 8.000 de lei.&nbsp;<\/p>\n<p>Apoi, le va fi interzis angajatorilor s\u0103 concedieze salaria\u021bii care \u0219i-au exercitat dreptul de a solicita <b>mutarea pe un post mai bun<\/b>, chiar dac\u0103 angajatorul refuz\u0103 cererea (av\u00e2nd acest drept), motivat \u0219i, <b>pe <\/b><b>perioada concediului de \u00eengrijitor <\/b><b>sau \u00een zilele de&nbsp;<\/b><b>absen\u021b\u0103 pentru urgen\u021bele familiale,<\/b> angajatorul nu va avea voie s\u0103 concedieze salariatul. Absen\u021ba pentru urgen\u021bele familiale va trebui anun\u021bat\u0103 de c\u0103tre salariat. \u00cen plus, nici <b>pe perioada concediului paternal<\/b>, care&nbsp;a suferit \u0219i el o serie de modific\u0103ri, salaria\u021bii nu vor putea fi concedia\u021bi de angajatori.<\/p>\n<p><a href=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job.jpg\"><img decoding=\"async\" class=\"alignnone size-large wp-image-7275 lazyload\" data-src=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job-1024x683.jpg\" alt=\"modific\u0103ri Codul Muncii2\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job-1024x683.jpg 1024w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job-300x200.jpg 300w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job-768x512.jpg 768w, https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/mid-adult-businessman-holding-his-belongings-feeling-sad-because-he-lost-his-job.jpg 1500w\" 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><\/p>\n<p>Photo credit www.freepik.com<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Legea 283\/2022 care a modificat din 22 octombrie a.c. Codul Muncii a adus numeroase schimb\u0103ri \u00een prevederile conctractului de munc\u0103 \u0219i a introdus noi amenzi pentru angajatori. Sintetiz\u0103m principalele modific\u0103ri impuse de aceasta. Modific\u0103ri aduse Contractului de Munc\u0103 Contractul de Munc\u0103, \u00een forma modificat\u0103, va include \u00eencep\u00e2nd cu data intr\u0103rii \u00een vigoare a legii urm\u0103toarele [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":7273,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-7272","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\/12\/businesswoman-touch-graph-labor-law-attorney-legal-business-concept-internet-technologyplanning-buy-real-estate-planning-buy-property-choose-best-financial-liabilities-concept-300x170.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2022\/12\/businesswoman-touch-graph-labor-law-attorney-legal-business-concept-internet-technologyplanning-buy-real-estate-planning-buy-property-choose-best-financial-liabilities-concept-1024x579.jpg"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Modific\u0103ri Codul Muncii -Legea 283\/ 2022<\/title>\n<meta name=\"description\" content=\"Legea 283\/2022 care a modificat din 22 octombrie a.c. 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