{"id":2312,"date":"2021-10-07T18:31:54","date_gmt":"2021-10-07T18:31:54","guid":{"rendered":"https:\/\/douazeci.ro\/?p=2312"},"modified":"2021-11-26T12:09:35","modified_gmt":"2021-11-26T12:09:35","slug":"atentie-la-contractul-de-munca-ce-clauze-nu-pot-fi-introduse-in-aceste-documente","status":"publish","type":"post","link":"https:\/\/douazeci.ro\/?p=2312","title":{"rendered":"Aten\u021bie la contractul de munc\u0103! Ce clauze nu pot fi introduse \u00een aceste documente"},"content":{"rendered":"\n<p class=\"has-drop-cap wp-block-paragraph\">Acolo unde legea traseaz\u0103 un drept salariatului, angajatorul trebuie s\u0103-l respecte. Codul muncii, \u00een principal, completat de alte acte normative cu prevederi (\u0219i) de dreptul muncii, cuprinde nenum\u0103rate drepturi care nu pot forma obiectul limit\u0103rii \u00een niciun fel, chiar dac\u0103 angajatorii ar sus\u021bine c\u0103 limit\u0103rile sunt convenite cu salaria\u021bii \u0219i c\u0103 au fost acceptate ca atare.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Orice angajator ar trebui s\u0103 \u0219tie c\u0103 drepturile recunoscute salaria\u021bilor prin lege nu pot face obiectul negocierilor \u00eentr-un raport de munc\u0103. Altfel spus, dac\u0103 legea \u00eei recunoa\u0219te angajatului dreptul la un minim, atunci acel minim trebuie asigurat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br>\u00centr-adev\u0103r, potrivit Codului muncii, clauzele dintr-un contract de munc\u0103 pot fi negociate, \u00eens\u0103 negocierea nu mai exist\u0103 \u00een momentul \u00een care salariatul e constr\u00e2ns s\u0103 accepte impunerile angajatorului, fiind pe o pozi\u021bie de v\u0103dit\u0103 inferioritate.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br>A\u0219adar, sunt clauze pe care, chiar dac\u0103 s-ar sus\u021bine c\u0103 au fost &#8220;negociate&#8221;, niciun contract de munc\u0103 nu le poate cuprinde &#8211; mai exact, le putem spune clauze interzise. Ele deriv\u0103 din drepturi ale salaria\u021bilor recunoscute de lege, minime obligatorii.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><p>&#8220;<span style=\"color:#515151\" class=\"has-inline-color\">Salaria\u021bii nu pot renun\u021ba la drepturile ce le sunt recunoscute prin lege<\/span>. Orice tranzac\u021bie prin care se urm\u0103re\u0219te renun\u021barea la drepturile recunoscute de lege salaria\u021bilor sau limitarea acestor drepturi este lovit\u0103 de nulitate&#8221;<\/p><cite>,scrie \u00een Codul muncii.<\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\"><br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un exemplu des men\u021bionat de salaria\u021bi: <strong>num\u0103rul redus de zile de concediu de odihn\u0103 anual pl\u0103tit<\/strong>. Codul muncii interzice expres ca dreptul la concediul de odihn\u0103 s\u0103 fie limitat \u00een vreun fel. Durata minim\u0103 a acestuia este de 20 de zile lucr\u0103toare, \u00een care nu se includ s\u0103rb\u0103tori legale, zile libere pl\u0103tite stabilite prin contractul colectiv de munc\u0103 etc.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br>\u00cen niciun contract de munc\u0103 nu se pot reg\u0103si <strong>limit\u0103ri ale dreptului la grev\u0103<\/strong>. Limitarea sau interzicerea dreptului la grev\u0103 pot interveni numai \u00een condi\u021biile legii. De asemenea, nu i se poate interzice s\u0103 adere la un sindicat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mai departe, nu i poate interzice angajatului <strong>s\u0103 mai presteze \u0219i alte activit\u0103\u021bi aduc\u0103toare de venituri \u00een timpul s\u0103u liber,<\/strong> \u00een mod independent sau \u00een baza altui contract de munc\u0103. Desigur, discu\u021bia este alta dac\u0103 respectivul angajat se duce s\u0103 lucreze pentru concuren\u021b\u0103, \u00eens\u0103, ca regul\u0103, <strong>dreptul la munc\u0103 al angajatului nu poate fi \u00eengr\u0103dit<\/strong>. Cel care dore\u0219te s\u0103 lucreze la trei angajatori, part-time, de exemplu, trebuie s\u0103 aib\u0103 libertatea s\u0103 o fac\u0103.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br>Femeile men\u021bioneaz\u0103 adesea \u00eenscrierea \u00een contract a unor <strong>prevederi referitoare la graviditate<\/strong> &#8211; de exemplu, terminarea de \u00eendat\u0103 a raportului de munc\u0103 atunci c\u00e2nd se constat\u0103 c\u0103 angajata este \u00eens\u0103rcinat\u0103. O astfel de clauz\u0103 nu are ce c\u0103uta \u00eentr-un contract de munc\u0103 &#8211; vorbim aici nu doar de drepturile recunoscute salariatelor gravide \u0219i celor care au devenit deja mame (interdic\u021bia de concediere din cauza gravidit\u0103\u021bii), ci \u0219i de o discriminare.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Apoi, \u00een contractul de munc\u0103 <strong>nu se poate limita accesul la instan\u021b\u0103 \u00een cazul unor conflicte de munc\u0103 <\/strong>(desigur, o atare clauz\u0103 nu are oricum niciun efect \u00een practic\u0103). Mai exact, Codul muncii stabile\u0219te clar competen\u021ba material\u0103 \u0219i teritorial\u0103 a instan\u021belor \u00een materia conflictelor de munc\u0103, iar angajatorul nu-i poate induce salariatului ideea c\u0103 trebuie s\u0103-\u0219i tran\u0219eze conflictele prin mediere sau arbitraj. Peste tot \u00een legisla\u021bia muncii exist\u0103 prev\u0103zut dreptul salaria\u021bilor de a cere \u00een instan\u021b\u0103 respectarea drepturilor lor, remedierea unor nedrept\u0103\u021bi \u00een raporturile de munc\u0103 \u0219.a.m.d. Oricum ar fi, accesul la justi\u021bie nu poate fi \u00eengr\u0103dit.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00centr-o decizie din 2019, \u00cenalta Curte de Casa\u021bie \u0219i Justi\u021bie a spus c\u0103 <strong><a href=\"https:\/\/avocatnet.ro\/articol_51671\/Clauze-penale-interzise-in-CIM-Ce-trebuie-s%C4%83-%C8%99tie-salaria%C8%9Bii-care-au-in-contracte-evalu%C4%83ri-ale-pagubelor-produse-din-vina-lor.html\" data-type=\"URL\" data-id=\"https:\/\/avocatnet.ro\/articol_51671\/Clauze-penale-interzise-in-CIM-Ce-trebuie-s%C4%83-%C8%99tie-salaria%C8%9Bii-care-au-in-contracte-evalu%C4%83ri-ale-pagubelor-produse-din-vina-lor.html\" target=\"_blank\" rel=\"noreferrer noopener\">e interzis\u0103 prevederea \u00een contractul de munc\u0103 a unei evalu\u0103ri a pagubei produse de angajat<\/a><\/strong> angajatorului, din vina \u0219i \u00een leg\u0103tur\u0103 cu munca sa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen fine, enumerarea de mai sus nu este una limitativ\u0103. A\u0219a cum spuneam, din prevederea oric\u0103rui drept pentru salaria\u021bi \u00een legisla\u021bia muncii se na\u0219te interdic\u021bia angajatorului de a-l limita \u00een vreun fel, atunci c\u00e2nd legea nu permit acest lucru. Salariatul are dreptul la salarizare pentru munca sa, la repaus zilnic \u0219i s\u0103pt\u0103m\u00e2nal, concediu de odihn\u0103 anual, egalitate de \u0219anse \u0219i tratament, demnitate \u00een munc\u0103, dreptul la securitate \u0219i s\u0103n\u0103tate \u00een munc\u0103, la acces la formare profesional\u0103, la protec\u021bie \u00een caz de concediere, la negociere colectiv\u0103 \u0219i individual\u0103, dreptul de a lua parte la determinarea \u0219i ameliorarea condi\u021biilor de munc\u0103 \u0219i a mediului de munc\u0103 \u0219.a.m.d.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"Acolo unde legea traseaz\u0103 un drept salariatului, angajatorul trebuie s\u0103-l respecte. Codul muncii, \u00een principal, completat de alte&hellip;\n","protected":false},"author":1,"featured_media":2467,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2312","post","type-post","status-publish","format-standard","has-post-thumbnail","category-primul-job"],"_links":{"self":[{"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/posts\/2312","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/douazeci.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2312"}],"version-history":[{"count":1,"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/posts\/2312\/revisions"}],"predecessor-version":[{"id":2313,"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/posts\/2312\/revisions\/2313"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/douazeci.ro\/index.php?rest_route=\/wp\/v2\/media\/2467"}],"wp:attachment":[{"href":"https:\/\/douazeci.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2312"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/douazeci.ro\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2312"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/douazeci.ro\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2312"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}