{"id":7430,"date":"2023-02-15T16:24:04","date_gmt":"2023-02-15T14:24:04","guid":{"rendered":"https:\/\/www.lugera.ro\/blog\/?p=7430"},"modified":"2023-03-12T16:25:50","modified_gmt":"2023-03-12T14:25:50","slug":"aspecte-pe-care-angajatorul-trebuie-sa-le-comunice-in-faza-negocierii-contractului-individual-de-munca","status":"publish","type":"post","link":"https:\/\/www.lugera.ro\/blog\/aspecte-pe-care-angajatorul-trebuie-sa-le-comunice-in-faza-negocierii-contractului-individual-de-munca\/","title":{"rendered":"Aspecte pe care angajatorul trebuie s\u0103 le comunice \u00een faza negocierii contractului individual de munc\u0103"},"content":{"rendered":"

Contractul individual de munc\u0103 – La momentul semn\u0103rii acestuia angajatorul are obliga\u021bia comunic\u0103rii unor aspecte esen\u021biale care vizeaz\u0103 colaborarea dintre p\u0103r\u021bi. Trecem \u00een revist\u0103 c\u00e2teva dintre acestea:<\/p>\n

\"\"<\/p>\n

    \n
  1. Orice persoan\u0103 aflat\u0103 \u00een c\u0103utarea unui loc de munc\u0103 are dreptul de a fi asistat\u0103<\/strong>, iar Codul Muncii stabile\u0219te cine poate sta al\u0103turi de viitorul posibil salariat. Astfel, atunci c\u00e2nd acesta parcurge etapa inform\u0103rii \u0219i a negocierii, o persoan\u0103 poate fi asistat\u0103 de un consultant extern specializat \u00een legisla\u021bia muncii sau de c\u0103tre un reprezentant al organiza\u021biei sindicale din care face parte. Consultantul extern poate fi un avocat sau un expert \u00een legisla\u021bia muncii, evident cu respectarea regimului informa\u021biilor cu caracter confiden\u021bial \u0219i a cadrului legal general. Pe de alt\u0103 parte, sprijinul organiza\u021biei sindicale poate fi cerut at\u00e2t de salaria\u021bii care au aderat la respectivul sindicat, c\u00e2t \u0219i de \u0219omerii \u0219i lucr\u0103torii independen\u021bi \u00eenscri\u0219i \u00een sindicatul sau organiza\u021bia sindical\u0103 din respectivul sector de activitate.<\/li>\n
  2. Locul muncii<\/strong>, respectiv, locul \u00een\/ din care se va desf\u0103\u0219ura activitatea sau, dup\u0103 caz, celelalte aspecte care \u021bin de presta\u021biile suplimentare<\/strong> ori clauzele specifice activit\u0103\u021bii de munc\u0103 la domiciliu<\/strong> ori celei de telemunc\u0103<\/strong> trebuie s\u0103 fie prezentate \u00eenc\u0103 de la \u00eenceputul discu\u021biilor.<\/li>\n
  3. Func\u021bia sau ocupa\u021bia<\/strong>, respectiv precizarea concret\u0103 a postului vacant, aceasta fiind \u00een concordan\u021b\u0103 cu COR, Clasificarea Ocupa\u021biilor din Rom\u00e2nia (Ordinul 1832\/2011<\/a>) \u0219i, dac\u0103 este cazul, precizarea standardului ocupa\u021bional specific, \u00een conformitate cu Ordinul comun 3712\/1721\/2018<\/a>, precum \u0219i atribu\u021biile specifice postului specificate \u00een fi\u0219a postului<\/strong>, document care, \u00een acord cu prevederile Ordinul 2171\/2022<\/a>, a devenit oficial anex\u0103 a contractului. \"contractul<\/li>\n
  4. Angajatorul are, \u00een aceast\u0103 etap\u0103, obliga\u021bia de a se asigura c\u0103 viitorul angajata de\u021bine diplomele \u0219i certificatele necesare ocup\u0103rii postului<\/strong>, dar \u0219i c\u0103 medicul de medicina muncii a stabilit c\u0103 aplicantul este apt pentru a desf\u0103\u0219ura activit\u0103\u021bile specifice, \u021bin\u00e2nd cont \u0219i de riscurile locului de munc\u0103.<\/li>\n
  5. Obiectivele de performan\u021b\u0103 \u0219i criteriile de evaluare <\/strong>care se aplic\u0103 trebuie s\u0103 fie \u0219i acestea comunicate angajatului. \"\"<\/strong><\/li>\n
  6. De asemenea, angajatorul trebuie s\u0103 comunice riscurile identificate \u0219i evaluate \u0219i care se reg\u0103sesc \u00een fi\u0219a de identificare a factorilor de risc pe baza c\u0103reia medicul de medicina muncii se pronun\u021b\u0103 cu privire la aptitudinea salariatului de a presta activitatea respectiv\u0103 \u00een acele condi\u021bii<\/strong>.<\/strong><\/li>\n
  7. \u00cenainte de \u00eenceperea activit\u0103\u021bii, salariatul trebuie s\u0103 primeasc\u0103 <\/strong>un exemplar al contractului individual de munc\u0103<\/strong>, dar \u0219i <\/strong>fi\u0219a postului<\/strong>. <\/strong>\u00cen acord cu Ordinul MMSS nr. 2171\/2022<\/a> fi\u0219a postului a devenit de la finele anului trecut anex\u0103 obligatorie la contract.<\/strong><\/li>\n
  8. Av\u00e2nd \u00een vedere c\u0103 durata concediului de odihn\u0103 anual<\/strong> este un element negociabil, angajatorul trebuie s\u0103 prezinte variantele \u0219i\/ sau limitele ori condi\u021biile negocierii. Angajatorul poate oferi mai multe zile de concediu, dar nu mai pu\u021bine. A\u0219adar, exist\u0103 loc de negociere, dar chiar dac\u0103 nu se ofer\u0103 mai mult dec\u00e2t prevede legea, angajatorul trebuie s\u0103-l informeze pe candidat.<\/li>\n
  9. Durata \u0219i condi\u021biile preavizului<\/strong>, at\u00e2t \u00een cazul \u00eencet\u0103rii ca urmare a voin\u021bei unilaterale a uneia dintre p\u0103r\u021bi, c\u00e2t \u0219i \u00een cazul concedierii sau demisiei.<\/strong><\/li>\n
  10. Drepturile salariale<\/strong>, respectiv salariul de baz\u0103 \u0219i celelalte elemente constitutive precizate punctual \u0219i periodicitatea pl\u0103\u021bilor, inclusiv modul \u00een care se vor efectua aceste pl\u0103\u021bi \u0219i\/ sau contrapresta\u021bii, dar \u0219i beneficiile negociate. <\/strong><\/li>\n<\/ol>\n

    Pe l\u00e2ng\u0103 elementele constitutive ale salariului, \u00een afara salariului de baz\u0103, p\u0103r\u021bile pot negocia \u0219i stabili \u0219i altele, cum ar fi asigur\u0103ri medicale private, contribu\u021bii suplimentare la pensii private ori ocupa\u021bionale, \u021bin\u00e2nd cont de regimul fiscal specific. Trebuie s\u0103 avem \u00een vedere c\u0103 legiuitorul a stabilit clar c\u0103 aceste beneficii suplimentare intr\u0103 \u00een sfera informa\u021biilor pe care persoana care solicit\u0103 angajarea trebuie s\u0103 le cunoasc\u0103 anterior semn\u0103rii contractului, urm\u00e2nd a fi \u00eenscrise \u0219i \u00een contract.<\/p>\n

      \n
    1. Durata<\/strong> contractului de munc\u0103 poate fi determinat\u0103 sau nedeterminat\u0103, iar \u00een cazul \u00een care este determinat\u0103 se vor respecta dispozi\u021biile expres \u0219i limitativ prev\u0103zute de lege, \u00eens\u0103 pentru persoana care solicit\u0103 angajarea ar fi dificil de constatat dac\u0103 aceste reguli sunt respectate de c\u0103tre angajator.<\/li>\n
    2. Candidatul va fi informat cu privire la existen\u021ba\/ inexisten\u021ba unui contract colectiv de munc\u0103 aplicabil<\/strong>\u00een unitatea respectiv\u0103 (inclusiv \u00een cazul \u00een care nu exist\u0103 unul la nivel de unitate, dar exist\u0103 la nivel sectorial ori de grup de unit\u0103\u021bi), iar dac\u0103 acesta exist\u0103, va trebui indicat angajatului.<\/li>\n
    3. Perioada de prob\u0103<\/strong> depinde, de asemenea, de voin\u021ba angajatorului, dar \u0219i de rezultatul negocierii, ambele p\u0103r\u021bi av\u00e2nd avantaje \u0219i dezavantaje \u00een cele cel mult 90 de zile, pentru func\u021biile de execu\u021bie, ori cel mult 120 de zile, pentru cele de conducere.<\/li>\n
    4. P\u0103r\u021bile pot negocia \u0219i stabili \u0219i alte clauze specifice<\/strong>, cum ar fi clauza de confiden\u021bialitate \u0219i de neconcuren\u021b\u0103, \u00een limitele \u0219i condi\u021biile stabilite de lege. \u00cen cazul \u00een care se solicit\u0103 negocierea \u0219i stabilirea unor astfel de clauze, este recomandat ca acestea s\u0103 fie discutate \u00een prezen\u021ba unei persoane care are competen\u021bele necesare pentru a se asigura respectarea tuturor drepturilor persoanei care \u0219i le-ar putea asuma.<\/li>\n<\/ol>\n

      Sursa foto shutterstock.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

      Contractul individual de munc\u0103 – La momentul semn\u0103rii acestuia angajatorul are obliga\u021bia comunic\u0103rii unor aspecte esen\u021biale care vizeaz\u0103 colaborarea dintre p\u0103r\u021bi. Trecem \u00een revist\u0103 c\u00e2teva dintre acestea: Orice persoan\u0103 aflat\u0103 \u00een c\u0103utarea unui loc de munc\u0103 are dreptul de a fi asistat\u0103, iar Codul Muncii stabile\u0219te cine poate sta al\u0103turi de viitorul posibil salariat. Astfel, atunci […]<\/p>\n","protected":false},"author":6,"featured_media":7431,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[663],"tags":[],"class_list":["post-7430","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lugera-payroll"],"images":{"medium":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2023\/03\/shutterstock_788499406-300x200.jpg","large":"https:\/\/www.lugera.ro\/blog\/wp-content\/uploads\/2023\/03\/shutterstock_788499406.jpg"},"yoast_head":"\nContractul individual de munc\u0103<\/title>\n<meta name=\"description\" content=\"Aspecte pe care angajatorul trebuie s\u0103 le comunice 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